Human resources manager jobs in Federal Way, WA

The Human Resources Manager will oversee all HR functions within the manufacturing plant, serving as a key strategic and cultural leader. This role is responsible for managing employee relations, recruiting, training and development, compliance, safety initiatives, and performance management. The ideal candidate will be fluent in both English and Spanish, as they will regularly conduct trainings, meetings, and employee communications fully in Spanish. This is an on-site position with high visibility across all levels of the organization. Key Responsibilities Serve as the primary HR leader for the plant, overseeing all day-to-day HR operations. Partner with plant leadership to foster a positive, productive, and compliant work environment. Conduct employee trainings, orientations, and safety meetings fully in Spanish to ensure clear communication and engagement across the workforce. Manage full-cycle recruiting, onboarding, and retention strategies to support staffing needs. Administer and enforce HR policies, procedures, and compliance with federal, state, and local employment laws. Lead employee relations efforts-investigating concerns, resolving conflicts, and promoting fair, consistent practices. Oversee payroll and benefits administration in coordination with corporate HR. Support performance management, coaching, and disciplinary processes. Partner with leadership on workforce planning, engagement, and recognition initiatives. Maintain accurate HR records and reporting for audits and compliance. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment. Fluent in Spanish and English (both written and verbal) - ability to conduct meetings, trainings, and documentation in Spanish is required. Strong knowledge of employment law, HR compliance, and safety regulations. Proven ability to build trust and effectively communicate across all levels of the organization. Hands-on, collaborative leadership style with a commitment to continuous improvement. Experience with HRIS systems and Microsoft Office Suite. Benefits: Personal Time Off (PTO) is offered on an accrual basis up to 80 hours a year with an increase after tenure, 6 Paid Holidays, and up to 6 weeks of Paid Parental Leave (Washington State). PTO and holiday hours are prorated based on hire date within the calendar year. Paid Sick Leave where applicable by State law Benefit offerings for full-time employment include medical, dental, vision, term life and AD&D insurance, short-term and long-term disability, additional voluntary benefits, and a 401k plan or a non-qualified deferred compensation plan “Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to *******************************************

Hermanson Company is a standout Mechanical company that has been doing business in the Puget Sound area since 1979. Over the last four decades we have grown from a family owned sheet metal contractor to a partner led full service mechanical construction, design and maintenance provider playing a significant role in the U.S. national construction industry. By design, Hermanson is a special place to work. Our belief is that people do business with people they like. In keeping with that belief, we strive to hire and retain highly motivated people who are professional, ethically unwavering, and unrelenting in delivering quality results. We are focused on providing a workplace where high performance individuals come together to build dedicated teams driven to accomplish great things for our customers. People love working at Hermanson, because we all share the same Core Values: Clients First - Caring, win-win, value, quality and service attitude Family Matters - Safety, wellness, stability, enjoyment and balance Character Matters - Integrity, accountability, passionate, and caring Team - Trust, honesty, respect, reliable and inclusive Appreciate - Each other, our successes, and enjoy the journey Learn, Grow, Innovate - Challenge the status quo and always compete The Role The HR Generalist supports a complex, fast-paced mechanical construction organization with union employees and non-union employees across 17 unions, nationwide. This role provides hands-on HR support across employee relations, performance management, recruiting, compliance, HR systems, and employee lifecycle administration. This position requires sound judgment, strong labor-law knowledge, people operations experience and the ability to balance risk management with practical business needs in a regulated, project-based environment. Key Responsibilities Process new hires, rehires, transfers, promotions, demotions, status changes, leaves, and terminations accurately and timely in Microsoft Dynamics 365 HRIS and ADP. Participate in onboarding activities, including offer letters, pre-employment requirements, orientation scheduling, and first-day readiness. Ensure completion and retention of I-9s, background checks, drug screens, and required onboarding documentation. Maintain accurate employee records and data integrity across Microsoft D365 HRIS & ADP Support offboarding processes, including exit interviews Serve as the primary point of contact for employee relations issues, including policy interpretation, workplace concerns, corrective action, and performance issues. Conduct prompt, thorough, and legally defensible investigations into complaints involving harassment, discrimination, retaliation and policy violations. Prepare investigation summaries, findings, and recommendations; escalate matters appropriately. Advise managers and field leaders on best practices to reduce risk while maintaining accountability. Respond to employee and manager HR inquiries with accuracy and professionalism. Support HR reporting, metrics, and dashboards as needed. Participate in HR projects, initiatives, and continuous improvement efforts. Serve as a consistent, credible HR presence for both office and field operations. Maintain a strong working knowledge of federal, state, and local labor and employment laws, including FLSA, ADA, FMLA, EEO, and Washington State labor laws. Support Affirmative Action Plan (AAP) administration, documentation, data requests, and audit readiness. Assist with EEO-1 reporting, internal audits, and compliance initiatives. Assist with administration of the Gallup Employee Engagement Survey. Partner with managers to interpret engagement results and develop actionable improvement plans. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 5+ years of progressive HR Generalist experience. Maintain confidentiality and exercise discretion with sensitive information. Strong knowledge of labor and employment law. Proven experience handling employee relations, investigations, and performance management. High attention to detail and strong documentation skills. Ability to manage multiple priorities in a deadline-driven environment. Preferred Experience supporting union and non-union workforces. Experience with AAP/OFCCP compliance. HR systems experience with D365, ADP, Greenhouse, LMS, or SharePoint. SHRM-CP or PHR/SPHR certification. The salary range for this position is $90,000 to $110,000. (The compensation offered may vary depending on job-related knowledge, skills and experience). Hermanson provides great employee benefits: Very Competitive Compensation w/Bonus Medical, dental, vision for employees (coverage available for dependents) 401k retirement plan including 3.75% Company Matching Vacation and Sick Leave Compensation (PTO), and Holiday Pay! Disability income protection Employee and dependent life insurance Growth & development opportunities In-House company training program Certificate & Tuition Reimbursement Wellness Program Employee Assistance Program Hermanson company LLC is proud to be an Equal Opportunity Employer. Hermanson does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit and business need. Benefits found in job post 401(k), Medical insurance, Vision insurance, Dental insurance, Tuition assistance, Disability insurance

Administers personnel policy concerning all HR activities for our Micro-Fulfillment Pharmacy site located in Kent, WA. Works collaboratively to provide HR support regarding a broad range of Human Resources activities including employee engagement, performance management, recruitment and selection, employee relations, compensation, employee benefits, training and special HR projects as assigned. Develops and proposes improvements to policies, programs and procedures to improve the effectiveness of HR operations and ensures compliance with federal, state and local employment laws and EO AA practices. This is a single incumbent position at each Micro Fulfillment site. Job Responsibilities: Maintains relationship with Employee Relations to investigate employee concerns and respond fairly to employees, with consistent interpretation of appropriate laws and policies, and appropriate coaching to employees and management. May provide disciplinary measures to employees who are not compliant with policies or performance expectations recommendations to department managers and HR manager concerning termination of employees, as needed. Provide business partnership to Operation Leaders on methods and approaches to facilitate positive employee experiences. Regularly spend time in departments throughout the facility, create good working relationships, recommend and facilitate changes to create and maintain a team environment, which fosters open communication and employee participation. Develops and maintains relationships with operations business partners to drive team member experience in a way that achieves business outcomes and team member engagement. Monitor performance evaluation program for fairness and consistency. Develop and maintain knowledge regarding employment laws, labor relations, benefits and compensation practices, and company policies that relate to job responsibilities and integrate them into own best practices. Accountable for supporting the implementation of HR related programs, resources and tools to optimize the workplace environment. Works closely with operations, communications, and HR leadership to ensure content and messaging reach the team members timely and with the appropriate messaging. Partner with Talent Acquisition, HR Business Partners, and other HR departments to craft recruitment strategies that will drive candidate flow and experience for the site staffing needs. Reviews and manages a set of routine HR data to support efficient people processes such as organizational chart management, consistent compensation practices, and workforce planning activity. Provides coaching to business leaders at multiple leadership levels to ensure a consistent team member experience and improve engagement across the business unit. Partners with learning, development, and talent management teams to ensure team members are trained and supported in company and department procedures. Connects with HR Shared Services, HR Information Services, and Compensation to ensure timely resolution of team member concerns and data systems accurately reflect team member population data. Directly engages with appropriate business support teams to manage workforce planning activities and guides operations in developing a strategic talent management strategy for site specific market. Provides analysis of local market and talent needs to guide development of HR programs and processes. About Walgreens Founded in 1901, Walgreens (****************** has a storied heritage of caring for communities for generations, and proudly serves nearly 9 million customers and patients each day across its approximately 8,500 stores throughout the U.S. and Puerto Rico, and leading omni-channel platforms. Walgreens has approximately 220,000 team members, including nearly 90,000 healthcare service providers, and is committed to being the first choice for retail pharmacy and health services, building trusted relationships that create healthier futures for customers, patients, team members and communities. Basic Qualifications Bachelor degree and at least 1 year of experience in Human Resources OR High School GED and at least 4 years of experience in Human Resources Experience with talent acquisition, employee relations, training, compensation, benefits, and HRIS systems, administration, or procedures. Experience applying analytical capabilities. Experience communicating with influence and collaborating with business operations teams to influence positive outcomes. Willingness to work in a 24 by 7 operation where shifts and days may change, when necessary. Willing to travel up to 10% of the time for business purposes within state and out of state. Preferred Qualifications Bachelors degree in business, psychology, or a related field and at least 3 years of HR experience. More than 1 year contributing to or influencing HR strategy development with or without direct leadership involvement Preferred certification as PHR granted by HRCI Experience working with Federal, State and Local labor and employment laws, workers compensation, FMLA, ADA, and OSHA. Experience counseling employees and coaching management Experience facilitating training sessions. Intermediate level skills in Microsoft Office Suite. We will consider employment of qualified applicants with arrest and conviction records. Salary Range: $79300 - $127000 / Salaried

About the Team As a member of the HR4HR team, your role in Talent Acquisition has a profound impact on a mission-critical aspect of the organization's development. Your work in HR4HR will leave a deep and lasting footprint as you help build a best-in-class HR function for the world's next elite Internet company. You will support business and recruiting leaders on key hiring initiatives and efforts across a variety of critical programs. To include, but not limited to: talent research & sourcing, candidate assessment, recruitment analytics & reporting, diversity recruiting strategy and enhanced candidate experience. Responsibilities: * As a Talent Sourcing Specialist, you will cooperate with the recruiting team to align and meet team goals by applying creativity and innovation to uncover the best talent to join TikTok globally. * In order to perform successfully, you need to be an excellent communicator who is persuasive and has great interpersonal skills, highly analytical and detail-oriented team player juggling many tasks at once. As a Talent Sourcing Specialist, you will be a part of the Global HR4HR team. We propose teamwork, collaboration, and knowledge sharing as our fundamental ways of working around here. * Source candidates through online channels (job boards, internal databases, forums, local social platforms, and professional networks across your assigned region). * Assist in the recruitment and selection process including posting jobs, screening resumes, and interview support. * Build networks to find qualified passive candidates and coordinate influential candidate relationships during the selection process. * Develop a pool of qualified candidates, developing new channels of sourcing for our various locations.Minimum Qualifications: * A minimum of 2 years of experience working in Talent Acquisition, with a mix of agency and in-house experience preferred. * Strong communication skills, including the ability to write professional market mapping reports. * Strong technical skills, advanced proficiency in MS Office, and fast learning agility with other online tools and platforms. * Excellent time-management skills with the ability to handle multiple tasks simultaneously, often working across global time zones. Important Note: Please be advised that this job posting is on behalf of a third-party agency. This is a 6-month temporary assignment managed by a third-party agency, who will be your employer. While you may be assigned to work at TikTok, you will not be a TikTok employee. All contractual terms, including payroll and benefits, will be handled by a third-party agency. By applying, you agree that the information provided in your application may be processed and retained by TikTok for recruitment purposes and shared with a third-party agency in accordance with TikTok's Applicant Privacy Notice **************************************

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k, an annual bonus potential, new hire and annual equity grant. We offer different types of insurance, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Salaried-exempt team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$204,500-$325,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Job Description Director of Human Resources - Construction Seattle, WA Our client is a well-established Seattle-based contractor recognized for its craftsmanship, integrity, and collaborative culture. They are seeking to hire a Director of Human Resources to lead all people-related functions and ensure that HR strategies align with both immediate operational needs and long-term business objectives. This leader oversees the company's People and Organizational Development functions, driving compliance and consistency while fostering an engaged, high-performing workforce. The Director serves as a trusted advisor to senior leadership, a culture champion, and a hands-on strategist who blends vision with execution. Director of Human Resources Key Responsibilities Develop and execute a forward-thinking HR strategy that supports growth, engagement, and compliance. Lead all People and Organizational Development initiatives to ensure consistency, scalability, and alignment with business objectives. Partner with the executive team to shape workforce planning, talent acquisition, and succession strategies. Oversee recruitment initiatives, including vendor management, interview coordination, onboarding, and retention programs. Direct benefits strategy, open enrollment, and vendor relationships to ensure competitive and cost-effective offerings. Maintain and continuously improve policies, procedures, and employee handbooks to ensure legal compliance and organizational consistency. Provide leadership coaching, employee relations guidance, and conflict resolution support across all departments. Collaborate with Safety and Operations teams to enhance training, compliance tracking, and certification programs. Manage performance review cycles, compensation planning, and merit increase processes. Analyze HR data and metrics to inform business decisions and present actionable insights to leadership. Serve as the company's culture ambassador, strengthening communication, recognition, and engagement initiatives that reflect organizational values. Director of Human Resources Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. HR certification (SHRM-CP, SHRM-SCP, or PHR/SPHR) strongly preferred. Minimum of 6 years of progressive HR experience, including at least 2 years in a leadership or director-level capacity. Experience in the construction, engineering, or related field strongly preferred. Proven ability to develop and implement HR strategies that align with company goals and enhance organizational performance. Demonstrated success managing compliance, employee relations, and organizational development initiatives. Strong interpersonal, communication, and leadership skills with the ability to build trust at all levels. Proficiency in Microsoft Office and HRIS systems. Ability to handle confidential information with discretion and professionalism. Benefits and Appreciation: Lucrative compensation with bonus structure Medical, Dental, Vision, and Life Insurance 401k Plan Generous PTO + Paid Holidays Compensation: $160,000 - $190,000

Our vision is to ensure that "Washington state's children and youth grow up safe and healthy-thriving physically, emotionally, and academically, nurtured by family and community." Job Title: Human Resources Consultant 4 - HR Operations Location: Thurston County - Olympia, WA (hybrid with at least 2-4 times monthly in Office at Olympia, the first 1-2 months of onboarding will be more frequent.) Closes: December 29th, 2025 Salary: $6,259.00 - $8,415.00 Monthly. The Washington State Department of Children, Youth, and Families (DCYF) is dedicated to supporting children and families by building resilience, improving health, and strengthening educational outcomes. DCYF partners with state and local agencies, Tribes, and community organizations across Washington to provide services at the most critical points in the lives of children and families, giving them the tools they need to succeed. Click here to learn more about DCYF. The Opportunity: In this role, you will directly support DCYF's mission to protect children and strengthen families by serving as a trusted, expert-level HR consultant for an assigned region or functional area. You will independently advise managers and employees on a wide range of complex HR matters, helping resolve sensitive issues with agency-wide impact. As a key subject-matter expert, you will guide leaders in performance management, just cause principles, and progressive discipline, while also providing specialized expertise in layoff processes, reversions, and rights of return. This is an opportunity to influence equitable, consistent HR practices and strengthen the workforce that serves Washington's children, youth, and families. Some of what you will get to do: * Provides expert, legally sound HR consultation on performance management, investigations, disciplinary actions, leave, classification, and other complex HR issues. * Interprets and applies collective bargaining agreements, federal/state laws, civil service rules, and agency HR policies for managers and employees. * Partners with Labor Relations to advise on grievances, participate in hearings, and draft or review grievance responses. * Reviews and advises on employee conduct and performance matters, including investigations, corrective action, and disciplinary processes. * Prepares disciplinary documents, supports litigation/arbitration needs, and represents the agency in hearings related to disciplinary actions. * Collaborates with Talent Acquisition to plan and assess recruitments, review interview materials, and guide managers through recruitment and selection compliance. * Supervises HR Consultants by setting expectations, providing coaching, reviewing work, and conducting timely performance evaluations. * Leads staffing actions by making hiring recommendations, interviewing candidates, and completing required background and reference checks. * Plans, develops, and delivers HR-related training by assessing customer needs and collaborating with HR partners across key HR topics. * Provides ongoing coaching, mentoring, and professional development to HR staff to ensure skill growth, proficiency, and completion of required training. Required Qualifications: Seven (7) years of experience and/or education, including: * Experience in broad-based human resources work providing consultation and guidance on complex HR issues. * Education with a major study in human resources, labor relations, organizational development, business, public administration, or social/behavioral sciences. AND * The ability to take action to learn and grow. * The ability to take action to meet the needs of others. Demonstrated competency in: * HR consulting and advisement * Labor relations and contract interpretation * Investigations and disciplinary processes * Analysis, problem-solving, and conflict resolution * Written and verbal communication * Customer service and business acumen * Change leadership and organizational effectiveness * Team leadership, coaching, and supervision * Research, data analysis, and report preparation * Confidentiality and professional judgment Preferred Qualifications: * SHRM-CP, SHRM-SCP, PHR/SPHR, or similar professional HR certification * Experience using NeoGov and HRMS * Prior lead or supervisory experience How do I apply? Complete your applicant profile on careers.wa.gov and attach the following documents: * Current resume detailing experience and education. * Letter of Interest. Supplemental Information: The Department of Children, Youth, and Families (DCYF) is committed to Washington's children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway. The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability. This recruitment may be used to fill multiple vacancies. If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact Cole Alford (Talent Acquisition Specialist) at ***********************. If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at ************* or ***********************. "Applicants who meet the minimum qualifications and wish to claim Veteran's Preference MUST attach a copy of their DD214 or NGB Form 22, or other verification of military service. Please blackout (redact) the social security number before attaching any documents. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, click here. Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at ************.

Reports to: Chief Executive Officer; supervises Manager of Human Resources and Talent Salary: $93,636- $111,904 Location: Seattle, WA. The position regularly spends time at all four Impact school sites (Tukwila, Seattle, Renton and Tacoma) for a minimum of half a day at each site each week. Job Type: Full-Time Who You Are You are fiercely passionate about staffing, both recruitment and retention. You believe that there is nothing more important in a school than the quality of the educator in the classroom. You have experience leading HR and are comfortable navigating complicated situations and policies. You are innovative, solutions oriented, and excited to roll up your sleeves and continue making Impact a great place to work for all employees. Characteristics and Qualities of an Ideal Applicant Below are some of the skills, experiences, and dispositions that we're looking for in an applicant. We don't expect strong candidates to excel in every one of these. You are passionate about Human Resources and implementing HR policies You have an eye for innovation and love to improve systems and processes You are passionate about the full recruitment life cycle and You enjoy collaborating across teams IPS seeks individuals of all ethnic and racial backgrounds to apply for this position. We believe that educator diversity is critically important and are striving to recruit a team that reflects our communities. Who We Are Our model is grounded in social emotional learning, personalized instruction, project based learning, and a culture of positivity. We prepare a diverse student body to succeed in college and impact communities as the next generation of equity-driven leaders. Students at Impact's flagship school performed in the top 2% in ELA and Math, statewide, as compared to other schools serving 60% or more low income children. Essential Functions of the Director of Talent & Human Resources Talent-Recruitment Leadership Lead on talent recruitment processes to attract mission-driven, qualified, and diverse candidates for both school site and home office positions. This applies to both recruitment for future and immediate needs. Implement and monitor systems to track progress toward hiring goals that can be shared with Lead Team and school leaders. Lead on candidate engagement strategies throughout the summer and school year. Partner with leaders throughout the organization to ensure selection processes are consistent, aligned to core values, rigorous, and competency based. Ensure hiring managers are fully prepared to execute interview tasks and utilize hiring rubrics. Collaborate with IPS leadership to evaluate the employee experience and identify strategies to continually improve Impact's Employee Value Proposition. Lead partnerships with external organizations that support Impact's talent pipelines and form new partnerships to proactively solve for emerging talent needs. Work in partnership with organization leaders on communications plans for topics related to talent, HR, and the employee experience. Analyze workforce data to ensure our recruitment, retention, and employee experience practices are equitable and result in a workforce that reflects the diversity of our student population. Identify and address any disparities in employee experiences and outcomes across different demographic groups to foster an inclusive work environment. Human Resources Leadership The Director of Talent supervises a Manager of Human Resources and Talent. Many of the tasks below may be accomplished through effectively managing this individual on key HR operations. Ensure employee onboarding is welcoming for new hires, aligns to Impact core values, and satisfies key compliance requirements and support mid-year hires with HR onboarding. Manage and update faculty handbook, ensuring HR policies are current, aligned to best practices, and legally sound. Build leader capacity through ensuring processes are user friendly, critical paths are up to date, and leading training on key HR (and talent) processes. Facilitate complaint processes, procedures, and investigations- particularly for complaints regarding discriminatory or sexual harassment or other employee relations issues. Proactively identify gaps in HR processes, practices, and policies and develop trainings and materials to ensure ongoing excellence in HR. Oversee HR administration functions, including payroll, benefits administration, and HRIS management. Compliance Oversight Oversee compliance for and ensure timely completion of all faculty regarding fingerprints, certifications, Safe Schools, and Food Handlers Permits. Ensure that HR compliance reports, such as S275, OSPIs Educator Equity Report, and Commission reports, are completed timely and accurately. Skills and Characteristics: Human Resources & Talent Leadership: Proficiency in managing day-to-day operations of the talent and human resources functions. Organization and Management: Strong planning, organization, and people management skills to lead efficient, effective, and ethical human resources. Problem-Solving: Ability to analyze complex situations and propose creative solutions in alignment with the organization's vision and values. Influencing and Relationship Building: Ability to build and maintain strong relationships with a myriad of stakeholders internally and externally. Analytical Skills/Continuous Improvement Mindset: The ability to analyze data, keep current with latest research, trends, and metrics to make informed decisions and drive continuous improvement and capacity building across the organization. Compensation & Benefits Impact's competitive benefits make us stand out as an employer. Home office employees: Receive a generous PTO package, including major holidays, the week between Christmas and New Years, the week of July 4th, 18 flexible PTO days Have a comprehensive benefits package, which includes medical, dental, vision, and long term disability insurance Are part of the state's retirement system, with generous employer contributions Can access Impact's Employee Assistance Program, which offers a suite of services including free counseling sessions Can participate in various professional development opportunities with Impact's partner organizations Flexible work from home schedule Educational Background, Experience & Additional Requirements: Bachelor's degree required. Master's Degree in Human Resources Management, Business Administration, or related field, preferred Minimum of 5-7 years progressive human resources and talent management experience, with experience managing HR functions in a school or education environment preferred. Experience in managing HR teams is required. Strong communication and interpersonal skills and delivery (verbal and written) to a diverse population of skill and culture Highly disciplined, organized, and technically-inclined to manage various personnel programs and software applications Ability to handle confidential and sensitive information with professionalism and discretion Proven high emotional intelligence to remain focused under high demand of timelines, constant change, and limitation Demonstrated leadership in establishing and driving program objectives, timelines, milestones, etc. Ability to develop and execute diversity talent recruitment strategies. Demonstrated strengths in people leadership with and without direct managerial relationship, collaboration, analytics, and resourceful problem-solving Experience working with HRIS systems required, experience with Skyward a plus Experience working with Washington State Department of Retirement Services and SEBB is a plus Additional Requirements Prior to the start date of employment all employees need to obtain clearance on a criminal justice fingerprint and background check. Prior to being made an offer, the hiring manager will ask candidates to complete a character and fitness form from the Washington State Office of Superintendent of Public Instruction. An offer is contingent upon verification that the person is authorized to work in the United States for any employer Equal Employment Opportunity Equal employment opportunity and respect in the workplace are fundamental principles at Impact Public Schools (IPS). IPS prohibits and does not tolerate harassment, intimidation, bullying, discriminatory, or retaliatory behavior. All aspects of your employment are based upon your personal capabilities and qualifications, without regard to race, color, religion/creed, sex/gender (including pregnancy and gender identity), sexual orientation or perceived sexual orientation, national origin, alienage or citizenship status, disability, age, military status, marital status, partnership status, status as a victim of domestic violence, genetic predisposition or carrier status, or any other protected class as established by federal, state, or local law. The following employee(s) has been designated to handle questions and complaints of alleged discrimination: Amy Kiyota, CEO, 3438 S. 148th St., Tukwila , WA 98186, *************. Non-Discrimination Statement ImpactPublic Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and concerns of alleged discrimination: Impact Public Schools Civil Rights and Title IX Coordinator at Impact Public Schools: Amy Kiyota, CEO [3438 S 148th St Tukwila, WA 98168, ************, ********************] Section 504 Coordinator: Lauren Ellis, Sr. Dr. of Growth [3438 S 148th St Tukwila, WA 98168, ************, *******************] Impact | Commencement Bay Elementary Civil Rights and Title IX Coordinator at Impact | Commencement Bay Elementary: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Section 504 Coordinator: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Impact | Salish Sea Elementary Civil Rights and Title IX Coordinator at Impact | Salish Sea Elementary: Caitlin Dietz, Principal [3900 S Holly Park Drive, Seattle WA 98118, ************, *******************] Section 504 Coordinator: Lindsay Townsend, Assistant Principal at Impact | Salish Sea Elementary [3900 S Holly Park Drive, Seattle WA 98118, ************, **********************] Impact | Puget Sound Elementary Civil Rights and Title IX Coordinator: Eliza Gabriel, Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, *********************] Section 504 Coordinator: Shalea Semana, Assistant Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, ********************] Impact | Black River Elementary Civil Rights and Title IX Coordinator at Impact | Black River Elementary: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, ********************* Section 504 Coordinator: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, *********************

As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. The School of Nursing has an outstanding opportunity for a Director of Human Resources and Payroll Services. **Position Summary** Reporting to the Executive Dean of the University of Washington School of Nursing (SoN), the Director of Human Resources & Payroll Services provides strategic leadership and executive oversight of all human resources and payroll functions for faculty, staff, and student employees at the UW School of Nursing. This position plays a key leadership role in aligning human capital strategy with the school's mission and strategic goals, overseeing HR policy development, talent management, payroll operations, and organizational effectiveness. The Director serves as a trusted advisor to senior leadership, providing decision support, strategic insight, and workforce planning and management expertise to advance a culture of excellence, inclusion, and innovation across the School. The Director of Human Resources & Payroll Services is a key member of the UW SoN executive team, leading school-wide initiatives that impact the operational and strategic performance of human resources and payroll services. The Director also collaborates with academic and administrative leaders to strengthen organizational infrastructure, manage risk, and effectively steward resources. They are also responsible for designing and managing the HR budget, aligning resource allocation with institutional priorities, and ensuring financial sustainability in the delivery of human capital services. **Key Responsibilities** **Strategic Leadership & Organizational Alignment (30%)** + Serve as a member of the executive team and a thought partner to the Executive Dean in setting and executing strategic workforce goals and priorities aligned with the School's mission. + Develop, evaluate, and implement strategic plans, policies, and programs that strengthen faculty and staff recruitment, engagement, and retention. + Lead long-term workforce planning efforts in collaboration with academic units and administrative leadership. + Provide high-level consultation and risk-informed guidance on organizational design, employee relations, change management, and compliance. + Strategically partner to resolve employee relations, labor relations, and payroll issues, identifying opportunities for systems change to proactively address and prevent. + Use data and performance metrics to inform strategic decisions and proactively recommend solutions to complex organizational challenges. + Promote inclusive excellence through equity-centered HR strategies in collaboration with the Associate Dean for Diversity, Equity, Inclusion and Belonging, the Director of Admissions & Student Diversity, and staff from the Office of Diversity, Equity, Inclusion and Belonging. **Human Resources Operations & Program Management (25%)** + Direct all HR functions including recruitment, onboarding, performance management, labor relations, organizational development, compliance, and offboarding. + Actively seek solutions for sensitive and urgent personnel matters in a professional and timely manner with careful attention to confidentiality. + Supervise and develop professional HR staff, creating a culture of accountability, service, innovation, and continuous improvement. + Ensure HR programs and practices comply with University policies, labor contracts, and federal/state employment regulations. + Serve as a campus liaison and local subject matter expert on HR policy, faculty affairs processes, and employee relations matters. + Lead HR process optimization, policy updates, and systems integration to improve compliance, accuracy and service delivery. + Develop and maintain performance indicators and dashboards to monitor progress toward HR program goals. **Payroll Services & Compensation Administration (15%)** + Provide leadership, coaching, and performance management for the payroll manager. + Oversee the delivery of accurate, compliant, and timely payroll processing for faculty, staff, and student employees. + Ensure adherence to institutional and state payroll policies, timelines, and reconciliation requirements. + Serve as a liaison with central payroll, academic personnel, and finance teams to resolve complex compensation and payroll matters. + Lead payroll process optimization, policy updates, and systems integration to improve accuracy and service delivery. + Coordinate and support implementation of merit increases, reclassifications, stipends, and salary planning aligned with budget constraints and equity principles. **Budget Oversight & Resource Planning (10%)** + In partnership with the Chief Financial Officer (CFO), develop and manage the Human Resources and Payroll Services operating budget, including staffing models, systems investments, training, and operational costs. + Monitor expenditures, forecast budget needs, and ensure efficient resource allocation across HR programs. + Align budget decisions with strategic initiatives and organizational priorities. + Develop business cases for new initiatives, technology enhancements, and staffing proposals. + Ensure fiduciary responsibility, transparency, and stewardship of resources within the HR and payroll functions. **Organizational Development & Continuous Improvement (10%)** + Lead initiatives to enhance operational efficiency and employee engagement using Lean and other improvement frameworks. + Foster a high-performance culture by promoting professional growth, feedback loops, and internal career mobility. + Serve as a resource for leadership coaching, conflict resolution, and organizational change support. **Policy Interpretation & Compliance (5%)** + Provide authoritative guidance on HR and payroll policies, practices, and regulatory obligations. + Ensure compliance with federal/state labor laws, UW policies, faculty code, and union contracts. + Assess and communicate implications of policy changes and manage HR risk in collaboration with central offices and legal counsel as needed. **Special Projects & Executive Support (5%)** + Oversee and support executive HR and faculty affairs projects including leadership reviews, organizational assessments, and strategic hiring initiatives. + Represent the School of Nursing on university-wide committees and working groups related to HR, payroll, and workforce strategy. + Carry out other duties as assigned in support of the School's mission and institutional success. **Minimum Requirements** + Master's Degree in human resources, business administration, public administration, or related field. + Minimum of 5 years of progressively responsible HR leadership experience, including strategic planning, policy development, and employee relations. + At least 3 years of supervisory experience leading HR teams. + Experience managing payroll operations and aligning compensation with organizational goals. + Strong communication, consultation, change management, and stakeholder engagement skills. + Demonstrated ability to interpret complex policies and guide leadership through compliance and decision-making processes. **_Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a_** **_license/certification/registration._** **Desired Qualifications** + Professional certification such as SPHR, SHRM-SCP, or equivalent. + Experience in an academic, research, or large public-sector organization. + Working knowledge of Lean or continuous improvement methodologies. + Working knowledge of Workday and Interfolio + Experience with HR analytics, systems implementation, and performance dashboards. + Demonstrated experience designing and implementing equitable HR practices that foster a strong sense of belonging and ensure all community members feel welcomed, included, respected, and supported. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $132,000.00 annual **Pay Range Maximum:** $168,000.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ or ********** . Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law (********************************************************* . University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.

Skills Inc., one of Washington State's largest aerospace suppliers offers world-class, competitively-priced products and services which exceed customer's requirements for rigorous standards and excellence. We are a fully integrated, self-funded non-profit with a social mission to train, employ and serve persons with disabilities and our community. JOB SUMMARY As part of our recent growth, we are seeking a Human Resources (HR) Specialist to join our team. The ideal candidate is expected to administer and support day-to-day human resource activities for assigned manufacturing/finishing group in support of corporate human resources practices. HR Specialist will be assigned additional specific Specialist functions. ESSENTIAL DUTIES AND RESPONSIBILITIES • Model HR and company philosophy and policies. • Maintain strict confidentiality. • Provide HR support as needed at all sites. • Participate in recruiting, training and other administrative processes as assigned. • Elevate performance management and employee relations issues to HRGs or the HR Manager/Director as appropriate. • Coordinate and attend job fairs and recruiting events. • Assist with the planning, preparation, hosting and administration of regularly scheduled New Hire Orientation. • Verify completion and accuracy of employment paperwork and remit to payroll/corporate office timely. • Provide clerical/administrative support to HR team as required. • Facilitates benefits enrollment paperwork both at time of eligibility and during open enrollment. • Assists with open enrollment meetings activities including conducting presentations. • Submits information as required to payroll and/or other entities in a timely manner. • Attend and contribute to weekly / monthly HR meetings. • Documents and forwards requests to HRGs for reasonable accommodation under ADA • Maintains employee documents/files in a timely, organized manner. • Assists in maintain and developing s in cooperation with HRGs and supervisors. • Supports Vocational Department as required to facilitate incorporation of vocational clients into Skills Inc. workforce as the environment changes. • Support the Wellness Program including wellness meals and ongoing and individual wellness campaigns. • Support employee recognition programs including employee events. PREFERRED QUALIFICATIONS • Knowledge of human resource functions including business management and strategy, workforce planning and employment, benefits, human resources development, employee relations and risk management. • Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. • Experience in full cycle, high volume recruiting. • Excellent judgment - considering the relative costs and benefits of potential actions to choose the most appropriate one. • Advanced computer literacy in Windows environment including MS Office experience. • Excellent interpersonal skills, team oriented and ability to deal with a wide variety of personalities, communication and learning styles. • Ability to work independently, set goals, prioritize, organize and accomplish work timely • Ability to work in a team environment requiring collaboration. • Ability to define problems, collect data, establish facts, and draw valid conclusions. • Superior ability to work effectively with changing priorities in an ambiguous environment. • Strong ability to work in a fast-paced environment. • Accepting of criticism and ability to deal calmly and effectively with stressful situations. • Excellent communication skills, verbal and written. • Excellent attention to detail. • Highly developed organizational skills. • Excellent presentation skills. • Ability to support off shifts (occasionally). • Ability to travel within the Puget Sound region. • ASL knowledge (a bonus). LANGUAGE SKILLS • Ability to read, write, communicate and/or follow written and verbal instructions in English. • Ability to communicate in English through voice, or American Sign Language or adaptive technology. CONFIDENTIALITY The responsibilities of this position may require an individual to access and hold in confidence certain information. This means that information and/or documentation acquired about employees, suppliers, customers, business practices, and all other related information remains confidential. PREFERED EDUCATION/EXPERIENCE • High school Diploma/GED • Two (2) or more years related experience and/or training; or equivalent combination of education and experience. CERTIFICATES, LICENSES, REGISTRATIONS PHR certification preferred ITAR - US PERSON STATUS Due to Skills Inc.'s participation in the defense industry, International Traffic in Arms Regulations (ITAR) requires that access to sensitive information and material pertaining to defense and military related technologies may only be accessed, viewed or shared by US Persons as defined by law. A "US Person" can be a US citizen; a lawful permanent legal resident or an individual who has been admitted as a refugee or asylee. PHYSICAL DEMANDS/WORK ENVIRONMENT The physical demands and work environment described here are representative of those that must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • Constant reaching, non-forceful grasping and fine manipulation. • Constant sitting at a work station using a computer. • Occasional exposure to indoor manufacturing environment with a moderate noise level. • Occasional lifting or moving up to 10 lbs. • Occasional standing and walking. • Seldom lifting or moving up to 25 lbs. Definitions: Constant (5-8 hrs. /shift) Frequent (2-5 hrs. /shift) Occasional (Up to 2 hrs. /shift) Seldom (0-1 hr / shift) SHIFT ASSIGNMENT 1st Shift; Monday-Friday 7am-3:30pm TOTAL REWARDS SUMMARY At Skills Inc., our most important partnership is the one we share with our employees. We are dedicated to supporting the health and well-being of our employees and their dependents, which is why we offer a comprehensive and valuable benefits package that includes medical, dental, vision, life and AD&D insurance, paid time off and a 401(k) savings plan to eligible employees. SALARY DESCRIPTION Please note that the salary information shown below is a general guideline only. Salaries are based upon candidate experience and qualifications, as well as market and business considerations. Skills Inc. is a self-supporting Social Enterprise and is organized as a 501 (c) (3) non-profit. We have three lines of business; Aerospace Manufacturing, Aerospace Finishing, and Business Solutions, that operate in 2 locations. Skills Inc. employs over 250 people and our social mission is to train, employ and serve persons with disabilities. We accomplish our mission three ways; direct hire, vocational programs and services, and as a resource to the community. Salary Range: $25.00-$30.00 BENEFITS SUMMARY • Paid Vacation • Paid Sick • 401(k) with a percentage company-match contribution • Paid holidays*- prorated based on shift • Medical, dental, vision and life insurance • Employee Assistance Plan EEO and ADA STATEMENT Skills Inc. is committed to cultivating a culture of diversity, equity, and inclusion. We invite employees, participants in our services, vendors, and customers to bring their authentic selves to every interaction. We strive to represent the communities in which we serve. We aspire to see and value people across the spectrums of age, ability, gender, race, sexual orientation, perspectives, and other visible and invisible differences. Skills Inc. embraces equitable practices at the center of our daily work and believe our organization is stronger for it. Skills Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. OTHER DUTIES This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required. New responsibilities, activities and duties may be modified or added at any time by a member of the management team. 1st shift; Monday-Friday 7am-3:30pm

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Administration/Assistant Director Date Available: Immediate Closing Date: 01/04/2026 Interviews will take place on Friday, January 9th. Selected candidates will be contacted by midweek during the week of January 5, 2026. GENERAL SUMMARY Under the direction of the Executive Director and Director of Human Resources, the Assistant Director provides leadership and operational support across all major functions, including investigations, employee relations, compliance, recruitment, training, and policy implementation. The position ensures consistent application of laws, contracts, and district policies; delivers responsive HR support to schools and departments; and leads. Develop critical documents such as letters of administrative leave, disciplinary actions, memorandums of understanding, and grievance responses. ESSENTIAL FUNCTIONS Conducts investigations involving complaints, allegations, and policy violations, ensuring thorough documentation and providing recommendations for review. Drafts and prepares high-stakes HR documents, including administrative leave notices, disciplinary actions, memorandums of understanding, grievance responses, and related legal documentation. Advises supervisors and administrators on discipline, employee performance, corrective action, and personnel management. Facilitates conflict resolution, mediation, and restorative conversations among staff. Manages sexual misconduct background checks and related compliance requirements. Supports labor relations functions, including contract interpretation, grievance processing, and advising supervisors on application of collective bargaining agreements. Supports district-level civil rights work, including EEOC/affirmative action planning, reporting, and related responsibilities, and compliance with federal and state nondiscrimination laws. Regularly consults with legal counsel on relevant matters. Leads and manages recruitment efforts, including screening, hiring processes, hiring events/job fairs, and ensuring compliance with state and district requirements. Reviews hiring packets, verifies candidate background results, and ensures compliance and accuracy in personnel actions. Support staffing analysis and workflow improvement for positions. Oversees District's New Employee Orientation (NEO) and contributes to districtwide onboarding processes for all staff groups. Provides training and guidance to district leaders, supervisors, and staff on HR processes, compliance, performance management, and personnel expectations. Assists in the design, selection, implementation, and communication of HR programs, processes, and policies. Assists the Director in labor relations activities, including preparing for collective bargaining, gathering and analyzing contract-related data, drafting proposals, and supporting labor-management meetings. Queries personnel databases and conducts data analysis to support HR decision-making, reporting, and special projects. Represents the Human Resources Department and the District, as needed, on committees/district initiatives, at conferences, and professional meetings. Performs other/related duties consistent with the scope and intent of the position. REPORTING RELATIONSHIPS This position reports to the Director of Human Resources. MENTAL DEMANDS Experiences frequent interruptions; required to meet deadlines; must maintain attention to detail; regularly engages with individuals experiencing conflict, distress, or sensitive personal issues. MINIMUM QUALIFICATIONS Education and Experience Bachelor's degree in Human Resources, Business/Public Administration, Education, or related field; Master's degree preferred. Five (5) years of progressively responsible experience in human resources, school administration, or related leadership roles involving investigations, supervision, and employee relations. Three (3) years of supervising or leading others. Experience supporting or administering employment laws, HR policies, and compliance requirements. Experience working with collective bargaining agreements, grievance processes, or labor-management relations. Preferred Qualifications Experience in a K-12 public education environment HELP credentials SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification Washington State Administrator Certificate Allowable Substitutions Such alternatives to the above qualifications that the Board may find appropriate and acceptable. Required Knowledge, Skills, and Abilities Knowledge of local, state, and federal employment laws, regulations, and HR policies. Ability to conduct fair, thorough investigations and prepare accurate documentation. Strong interpersonal skills; ability to build trust and maintain effective working relationships with diverse stakeholders. Ability to provide clear, balanced, and legally sound HR guidance. Excellent written and verbal communication skills, including drafting professional correspondence, reports, and HR documents. Ability to manage confidential information with discretion. Ability to read, interpret, and apply laws, regulations, collective bargaining agreements, and district policies. Ability to interpret and apply collective bargaining agreements and support labor-management processes. Strong analytical and problem-solving skills; ability to interpret data and prepare reports. Proficiency with Google Workspace, HRIS systems, and digital workflow platforms. Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment. Licenses/Special Requirements Requires fingerprinting and a background check to determine that there have been no convictions involving physical molestation, abuse, injury, or neglect of a minor. UNIT AFFILIATION This is a non-union, Manager Level 1, exempt position. CONDITIONS The preceding list of essential functions is not exhaustive and may be supplemented as necessary. WAGES AND BENEFITS Click here to access details on the following: Salaries/Wages - $140,173.00/annual salary Insurance Retirement Plans Paid Time Off or Vacation Paid Holidays Other Compensation Application Procedure: Apply online Non-Discrimination Policy Bethel School District does not discriminate in any programs or activities on the basis of sex, race, ethnicity, color, religion, creed, national origin, sexual orientation, gender identity, gender expression, homelessness, immigration or citizenship status, disability, neurodivergence, the use of a trained dog guide or service animal, age, and honorably discharged veteran or military status and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Compliance / Gender-Inclusive Schools Coordinator, Debbie Carlman, *********************, ************; Title IX Coordinator, Mel Boyd, ******************, ************; and 504 Coordinator, Melissa Munson-Merritt, ***********************, ************. All individuals may be reached at this address: 516 176th Street East, Spanaway, WA 98387. Title IX inquiries may also be directed toward the U.S. Department of Education, Office for Civil Rights (OCR). Information about the nondiscrimination and sex-based discrimination policies and grievance procedures, and how to report a concern or complaint: bethelsd.org.

WHAT'S IN IT FOR YOU Competitive salary starting at 167,810.93 - DOE with discretionary performance bonuses 2x a year! Fully paid medical, prescription drug, dental, and vision coverage for you and competitive premiums for your dependents. Complimentary meals and covered team member parking. Employer-paid life insurance, long-term disability, and accidental death and dismemberment coverage. Flexible Spending Account options for health care expenses. Company-paid gaming licenses (Class A & Class B) Variety of additional voluntary benefits and retirement plans. GET TO KNOW THE ROLE The Director of Human Resources (HR) is a key leadership role responsible for developing, interpreting, and implementing personnel policies, procedures, and administrative regulations. This position requires expertise in HR management practices, employment law, and regulatory compliance. The Director of HR provides strategic guidance to senior management, oversees benefits administration, classification, and compensation studies, HR information systems, and recruitment processes, ensuring alignment with legal requirements and organizational goals. Previous professional experience in Gaming and/or Tribal settings is essential. WHAT YOU'LL DO Practice, support, and promote the Mission, Vision, and Values of Muckleshoot Casino Resorts. Develop, write, and interpret personnel policies, procedures, and administrative regulations. Respond to inquiries and recommend resolutions for HR issues, complaints, and legal actions. Identify and ensure compliance with legal requirements and regulations. Represent the organization at personnel-related hearings and investigations. Provide advice and counsel to the HR Director and senior management on HR management practices, emerging issues, and changes in employment law. Assist in resolving disciplinary issues and team member complaints in conjunction with Team Member Relations. Supervise the administration of team member insurance and benefits programs in conjunction with the Benefits team. Partner with the Talent Acquisition manager to assess optimum staffing levels and maintain designated levels using effective employment and recruiting practices. Ensure comprehensive distribution of information to team members and monitor implementation dates and timelines. Assure assigned areas of responsibility are performed within budget. Monitor revenues and expenditures, ensuring sound fiscal control and efficient use of resources. Oversee classification and compensation studies and analysis. Ensure all HR programs comply with applicable federal, tribal, and regulatory laws and/or regulations. Oversee team member services, ensuring prompt and courteous service. Identify opportunities for streamlining processes and improving HR services. Maintain the privacy, confidentiality, and integrity of organizational and team member information in compliance with policies and regulations. Create, maintain and facilitate a positive work environment. Smile and engage Guests and Team Members with a positive professional demeanor. Performs other job duties as assigned. WHAT YOU'LL BRING Bachelor's degree in human resources, Public or Business Administration, Employment Law, Psychology or a closely related field required. Experience may be accepted in lieu of education requirement. Seven (7) years' of proven leadership experience in Human Resources, including three (3) years specific experience in compensation, benefits, recruitment, and/or HRIS. PHR/SPHR or SHRM-CP/SP preferred. Valid HIPAA certification required annually. HOW YOU'LL BE SUCCESSFUL Thorough knowledge of the principles and practices of Human Resource Management. Knowledge of modern principles of management theory and best practices. Demonstrated proficiency and experience relating to all facets of compensation and benefit program development and design. Experience with Human Resource Information Systems (HRIS). Experience with Team Member relations and guiding Managers in policies, procedures and processes. Knowledge of organizational structures, strategic staffing principles, workflow analysis, and streamlining. Knowledge of organizational behavior, development of skills, and career development. Knowledge in developing Training & Development strategies for advancing the Casino and team members. Ability to communicate effectively verbally and in writing. Strong interpersonal, conceptual, analytical, project management and communication skills coupled with creativity in approach. Strong data management skills, with demonstrated high-level data analysis and reporting skills. Ability to read, analyze and interpret policies, contracts, and financial reports. Knowledge and understanding of pertinent federal and state regulations and filing and compliance requirements affecting team member benefits programs including COBRA, ERISA, HIPAA, FMLA, and IRS codes. Ability to establish and maintain effective working relationships. Ability to work with and maintain confidential materials and information.

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k and a new hire and annual equity grant. We offer different types of insurance and benefits, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Exempt salary team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$149,000-$245,000 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Seattle, WA Our client is a well-established Seattle-based contractor recognized for its craftsmanship, integrity, and collaborative culture. They are seeking to hire a Director of Human Resources to lead all people-related functions and ensure that HR strategies align with both immediate operational needs and long-term business objectives. This leader oversees the company's People and Organizational Development functions, driving compliance and consistency while fostering an engaged, high-performing workforce. The Director serves as a trusted advisor to senior leadership, a culture champion, and a hands-on strategist who blends vision with execution. Director of Human Resources Key Responsibilities Develop and execute a forward-thinking HR strategy that supports growth, engagement, and compliance. Lead all People and Organizational Development initiatives to ensure consistency, scalability, and alignment with business objectives. Partner with the executive team to shape workforce planning, talent acquisition, and succession strategies. Oversee recruitment initiatives, including vendor management, interview coordination, onboarding, and retention programs. Direct benefits strategy, open enrollment, and vendor relationships to ensure competitive and cost-effective offerings. Maintain and continuously improve policies, procedures, and employee handbooks to ensure legal compliance and organizational consistency. Provide leadership coaching, employee relations guidance, and conflict resolution support across all departments. Collaborate with Safety and Operations teams to enhance training, compliance tracking, and certification programs. Manage performance review cycles, compensation planning, and merit increase processes. Analyze HR data and metrics to inform business decisions and present actionable insights to leadership. Serve as the company's culture ambassador, strengthening communication, recognition, and engagement initiatives that reflect organizational values. Director of Human Resources Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. HR certification (SHRM-CP, SHRM-SCP, or PHR/SPHR) strongly preferred. Minimum of 6 years of progressive HR experience, including at least 2 years in a leadership or director-level capacity. Experience in the construction, engineering, or related field strongly preferred. Proven ability to develop and implement HR strategies that align with company goals and enhance organizational performance. Demonstrated success managing compliance, employee relations, and organizational development initiatives. Strong interpersonal, communication, and leadership skills with the ability to build trust at all levels. Proficiency in Microsoft Office and HRIS systems. Ability to handle confidential information with discretion and professionalism. Benefits and Appreciation: Lucrative compensation with bonus structure Medical, Dental, Vision, and Life Insurance 401k Plan Generous PTO + Paid Holidays Compensation: $160,000 - $190,000

Please Note: The starting salary offer will be determined based on the successful candidates' qualifications within the starting salary range of $175,000 - $195,000 annually. Please note that there is career salary growth beyond this starting range for the successful candidate. This recruitment will remain open until filled and the hiring manager may make a hiring decision at any time. Hybrid: Our physical office is in Olympia, WA. We offer flexible work schedules and locations. This is a hybrid position that allows teleworking. However, you will need to travel to in-person activities, meetings, and events according to business needs frequently. Who we are: The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian. Who you are: Our core values - Diversity, Equity, Inclusion and Belonging, Integrity (DEIB), Innovation, Collaboration and Operational Excellence - speak to you because they're as human-centered as you are. You bring a high degree of humility and self-awareness to each task you tackle. You understand how to create and lead high-performing teams that respect their fellow teammates and peers throughout the organization. You can also lead through ambiguity and be called on to deliver in nuanced and complex environments. You are a strong and efficient collaborator who understands how to maintain key relationships when it's not possible to satisfy all parties. A compelling facilitative leader, you can influence and inspire others - even those who you don't have direct authority over. You can act quickly with time-sensitive and demanding work and thrive in a fast-paced environment. You know when to dive deeply into strategy, and when to roll up your sleeves to get the job done. You will use creativity and curiosity to solve problems so that our services are effective and efficient for all state organizations. You can demonstrate how you've built strong and productive relationships with labor organizations. You'll also be the go-to person for helping the state navigate complex and often competing interests-from labor unions to legislators, from agency heads to advocacy groups. That means thinking strategically, communicating clearly, and acting with integrity. We're looking for a leader who sees human resources as more than just policies and processes-it's about people, equity, and impact. If you're someone who thrives on solving tough problems, believes in the power of public service, and wants to leave a legacy of innovation-we want to hear from you. The role: As our next Chief Human Resources Officer (CHRO), you'll guide the strategic direction of human resources for the entire state, ensuring the systems we build serve both our agencies and the communities we support. This is a big role with a big purpose. As the state's top HR official, you will set the overall direction for statewide human resource systems and policies that align with our Governor's goals. This includes overseeing the civil service system, managing classification and compensation structures, guiding labor relations and collective bargaining strategy, and using workforce analytics to inform decisions. In addition, you will serve as a key advisor to the Governor, OFM Director and Cabinet on matters affecting state employees, both represented and non-represented, across civil service and exempt positions. Key Responsibilities: * You will lead the administration of the Washington General Service, Washington Management Service, Exempt Management Service, and the State Officials Salary Administration (SOSA) program. Your role includes resolving personnel issues, making final determinations on appeals, and ensuring agency compliance with civil service rules and state policies. * As a steward of data-informed decision-making, you'll lead efforts to integrate and modernize HR systems, including overseeing the state's official human capital management platform and future enterprise resource planning efforts. * You'll also represent the State of Washington externally-building partnerships with labor organizations, public agencies, national networks, and professional associations. You will promote the state as an employer of choice and help tell the story of public service as a meaningful and impactful career path. * Additionally, you will serve as a member of the Public Employees Benefits Board, which governs health and insurance benefit programs for state employees. This role is your opportunity to bring bold ideas to the table, build strong partnerships across sectors, and make people-centered decisions that shape a modern, inclusive, and high-performing public workforce. You'll work closely with agency leaders and HR professionals to align workforce strategy with state priorities-and you'll be at the center of that alignment. This role carries significant influence and responsibility. You'll make decisions that affect thousands of employees and have lasting financial and policy implications. But you won't be doing it alone-you'll be leading a dedicated team, collaborating across agencies, and working with a community of public servants who care deeply about their work. What we need you to bring--Required Qualifications: * Demonstrated cultural competency and commitment to advancing equity, diversity, and inclusion in public sector HR practices. * Demonstrated knowledge of enterprise-wide human resource systems, including civil service, classification, compensation, labor relations, and benefits administration. * Ability to develop and implement HR strategies that align with organizational goals and statewide priorities. * Skill in interpreting, applying, and developing personnel policies, rules, and labor contracts within a complex regulatory and political environment. * Ability to lead strategic workforce planning initiatives using data and analytics to inform decisions and address statewide talent challenges. * Proficiency in guiding cross-agency collaboration and stakeholder engagement to implement enterprise HR policies and practices. * Understanding of legal and regulatory frameworks related to labor law, collective bargaining, and public sector employment. * Ability to represent the organization in high-stakes negotiations, public forums, and media interactions with professionalism and clarity. * Skill in coaching, mentoring, and supporting leaders and HR professionals across the enterprise. * Experience leading organizational change and process improvement efforts. * Ability to manage complex, high-impact decisions related to workforce strategy, policy development, and labor relations. * Inclusive communication skills that foster trust, transparency, and collaboration across diverse employee groups. Desired Qualifications: * Bachelor's degree in public administration, human resources, labor relations, law, organizational leadership, or related field. * Senior Human Resources leadership experience in state, local or federal government. * Experience supporting union-represented employees. * Experience influencing legislative or public policy impacting workforce systems, labor relations, or employment law. * Proven experience managing HR operations during organizational transformation, consolidation, or restructuring. * Demonstrated innovation in HR technology adoption, including the use of AI, automation, or data visualization tools to improve service delivery. * Track record of successful collaboration with elected officials, union leadership, and community stakeholders in high-profile or politically sensitive situations. * Experience navigating multijurisdictional HR systems (e.g., tribal, federal, state, local) or large, decentralized organizations. * Recognition as a thought leader in human capital strategy, talent development, or public sector workforce trends. * Experience leading or participating in national or regional workforce coalitions, advisory groups, or interagency task forces. * Demonstrated agility in responding to crises, such as natural disasters, public health emergencies, or economic disruptions, with workforce continuity and care. * Fluency in trauma-informed and employee well-being practices in large or high-stress organizations. * Understanding of fiscal management related to HR budgeting, workforce cost modeling, or compensation forecasting. We are most interested in finding the best candidate for the job, and that candidate may be one from a less traditional background. Don't let doubts stop you from applying for this position. If you have transferable experience, please tell us about it or contact us with questions about the required qualifications and how your experience relates to them. What we offer: At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees. Please visit our Recruitment Page for a full list of benefits available to employees. Here's a quick glance at some of the unique benefits that OFM offers: * An environment of diversity, equity, inclusion and belonging * Medical, Dental, Vision, and Life Insurance * 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year * State retirement programs Application Process: Once you've decided to apply for a state government job, you'll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person is going to read it. We do not use AI or other technology that screens your application and rejects it. So please be sure to provide clear and detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you need reasonable accommodation in applying, please call 7-1-1 or **************. When completing your application, we encourage you to attach all of the following: * Cover letter: describing your qualifications for this specific position * Resume: that details your applicable experience and education. * References: at least three professional references and their contact information. Questions: OFM's Staff ASL interpreter is available to all deaf and hard of hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at ****************************. The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply. This position is exempt from civil service rules. For more information, please see WAC 357-19-195.

Director of Talent and Human Resources Reports to: Chief Executive Officer; supervises Manager of Human Resources and Talent Salary: $93,636- $111,904 Location: Seattle, WA. The position regularly spends time at all four Impact school sites (Tukwila, Seattle, Renton and Tacoma) for a minimum of half a day at each site each week. Job Type: Full-Time Who You Are You are fiercely passionate about staffing, both recruitment and retention. You believe that there is nothing more important in a school than the quality of the educator in the classroom. You have experience leading HR and are comfortable navigating complicated situations and policies. You are innovative, solutions oriented, and excited to roll up your sleeves and continue making Impact a great place to work for all employees. Characteristics and Qualities of an Ideal Applicant Below are some of the skills, experiences, and dispositions that we're looking for in an applicant. We don't expect strong candidates to excel in every one of these. You are passionate about Human Resources and implementing HR policies You have an eye for innovation and love to improve systems and processes You are passionate about the full recruitment life cycle and You enjoy collaborating across teams Who We Are Our model is grounded in social emotional learning, personalized instruction, project based learning, and a culture of positivity. We prepare a diverse student body to succeed in college and impact communities as the next generation of equity-driven leaders. Students at Impact's flagship school performed in the top 2% in ELA and Math, statewide, as compared to other schools serving 60% or more low income children. Essential Functions of the Director of Talent & Human Resources Talent-Recruitment Leadership Lead on talent recruitment processes to attract mission-driven, qualified, and diverse candidates for both school site and home office positions. This applies to both recruitment for future and immediate needs. Implement and monitor systems to track progress toward hiring goals that can be shared with Lead Team and school leaders. Lead on candidate engagement strategies throughout the summer and school year. Partner with leaders throughout the organization to ensure selection processes are consistent, aligned to core values, rigorous, and competency based. Ensure hiring managers are fully prepared to execute interview tasks and utilize hiring rubrics. Collaborate with IPS leadership to evaluate the employee experience and identify strategies to continually improve Impact's Employee Value Proposition. Lead partnerships with external organizations that support Impact's talent pipelines and form new partnerships to proactively solve for emerging talent needs. Work in partnership with organization leaders on communications plans for topics related to talent, HR, and the employee experience. Analyze workforce data to ensure our recruitment, retention, and employee experience practices are equitable and result in a workforce that reflects the diversity of our student population. Identify and address any disparities in employee experiences and outcomes across different demographic groups to foster an inclusive work environment. Human Resources Leadership The Director of Talent supervises a Manager of Human Resources and Talent. Many of the tasks below may be accomplished through effectively managing this individual on key HR operations. Ensure employee onboarding is welcoming for new hires, aligns to Impact core values, and satisfies key compliance requirements and support mid-year hires with HR onboarding. Manage and update faculty handbook, ensuring HR policies are current, aligned to best practices, and legally sound. Build leader capacity through ensuring processes are user friendly, critical paths are up to date, and leading training on key HR (and talent) processes. Facilitate complaint processes, procedures, and investigations- particularly for complaints regarding discriminatory or sexual harassment or other employee relations issues. Proactively identify gaps in HR processes, practices, and policies and develop trainings and materials to ensure ongoing excellence in HR. Oversee HR administration functions, including payroll, benefits administration, and HRIS management. Compliance Oversight Oversee compliance for and ensure timely completion of all faculty regarding fingerprints, certifications, Safe Schools, and Food Handlers Permits. Ensure that HR compliance reports, such as S275, OSPIs Educator Equity Report, and Commission reports, are completed timely and accurately. Skills and Characteristics: Human Resources & Talent Leadership: Proficiency in managing day-to-day operations of the talent and human resources functions. Organization and Management: Strong planning, organization, and people management skills to lead efficient, effective, and ethical human resources. Problem-Solving: Ability to analyze complex situations and propose creative solutions in alignment with the organization's vision and values. Influencing and Relationship Building: Ability to build and maintain strong relationships with a myriad of stakeholders internally and externally. Analytical Skills/Continuous Improvement Mindset: The ability to analyze data, keep current with latest research, trends, and metrics to make informed decisions and drive continuous improvement and capacity building across the organization. Compensation & Benefits Impact's competitive benefits make us stand out as an employer. Home office employees: Receive a generous PTO package, including major holidays, the week between Christmas and New Years, the week of July 4th, 18 flexible PTO days Have a comprehensive benefits package, which includes medical, dental, vision, and long term disability insurance Are part of the state's retirement system, with generous employer contributions Can access Impact's Employee Assistance Program, which offers a suite of services including free counseling sessions Can participate in various professional development opportunities with Impact's partner organizations Flexible work from home schedule Educational Background, Experience & Additional Requirements: Bachelor's degree required. Master's Degree in Human Resources Management, Business Administration, or related field, preferred Minimum of 5-7 years progressive human resources and talent management experience, with experience managing HR functions in a school or education environment preferred. Experience in managing HR teams is required. Strong communication and interpersonal skills and delivery (verbal and written) to a diverse population of skill and culture Highly disciplined, organized, and technically-inclined to manage various personnel programs and software applications Ability to handle confidential and sensitive information with professionalism and discretion Proven high emotional intelligence to remain focused under high demand of timelines, constant change, and limitation Demonstrated leadership in establishing and driving program objectives, timelines, milestones, etc. Ability to develop and execute diversity talent recruitment strategies. Demonstrated strengths in people leadership with and without direct managerial relationship, collaboration, analytics, and resourceful problem-solving Experience working with HRIS systems required, experience with Skyward a plus Experience working with Washington State Department of Retirement Services and SEBB is a plus Additional Requirements Prior to the start date of employment all employees need to obtain clearance on a criminal justice fingerprint and background check. Prior to being made an offer, the hiring manager will ask candidates to complete a character and fitness form from the Washington State Office of Superintendent of Public Instruction. An offer is contingent upon verification that the person is authorized to work in the United States for any employer Equal Employment Opportunity Equal employment opportunity and respect in the workplace are fundamental principles at Impact Public Schools (IPS). IPS prohibits and does not tolerate harassment, intimidation, bullying, discriminatory, or retaliatory behavior. All aspects of your employment are based upon your personal capabilities and qualifications, without regard to race, color, religion/creed, sex/gender (including pregnancy and gender identity), sexual orientation or perceived sexual orientation, national origin, alienage or citizenship status, disability, age, military status, marital status, partnership status, status as a victim of domestic violence, genetic predisposition or carrier status, or any other protected class as established by federal, state, or local law. The following employee(s) has been designated to handle questions and complaints of alleged discrimination: Amy Kiyota, CEO, 3438 S. 148th St., Tukwila , WA 98186, *************. Non-Discrimination Statement ImpactPublic Schools does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression, gender identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and concerns of alleged discrimination: Impact Public Schools Civil Rights and Title IX Coordinator at Impact Public Schools: Amy Kiyota, CEO [3438 S 148th St Tukwila, WA 98168, ************, ********************] Section 504 Coordinator: Lauren Ellis, Sr. Dr. of Growth [3438 S 148th St Tukwila, WA 98168, ************, *******************] Impact | Commencement Bay Elementary Civil Rights and Title IX Coordinator at Impact | Commencement Bay Elementary: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Section 504 Coordinator: Elizabeth Rodriguez, Principal [1301 E 34th St. Tacoma, WA 98404, ************, ***********************] Impact | Salish Sea Elementary Civil Rights and Title IX Coordinator at Impact | Salish Sea Elementary: Caitlin Dietz, Principal [3900 S Holly Park Drive, Seattle WA 98118, ************, *******************] Section 504 Coordinator: Lindsay Townsend, Assistant Principal at Impact | Salish Sea Elementary [3900 S Holly Park Drive, Seattle WA 98118, ************, **********************] Impact | Puget Sound Elementary Civil Rights and Title IX Coordinator: Eliza Gabriel, Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, *********************] Section 504 Coordinator: Shalea Semana, Assistant Principal at Impact | Puget Sound Elementary [3438 S 148th St. Tukwila, WA 98168, ************, ********************] Impact | Black River Elementary Civil Rights and Title IX Coordinator at Impact | Black River Elementary: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, ********************* Section 504 Coordinator: Anne Cabrera, Principal [16950 116th Ave SE, Renton, WA 9805, ************, *********************

The **College of the Environment Dean's Office** is currently searching for a talented Human Resources Director to join our team. The **Human Resources Director** provides strategic human resources leadership, oversight, and consultation to leadership, faculty and staff of the College of the Environment in all matters related to human resources. The HR Director interprets and guides compliance with UW Faculty Code, Executive Orders, Administrative Policy Statements, UW staff and academic HR policies and College policies, as well as federal and state regulations and employment laws. The Human Resources Director will also bring a diversity, equity, and inclusion lens to their consultation practice to help clients foster inclusive and equitable workplaces. This Director oversees successful human resources operations across the College and is the primary liaison for the College to UWHR and related offices. Lastly, this position oversees the development and operations of ENV HR Shared Services, a centralized resource support to ENV units. This role is responsible for guiding and overseeing both staff and faculty HR operations and compliance throughout 14 units and the Dean's office. The Director is a representative of the Dean and of the College, and in that role makes decisions about and provides advice on complex faculty, staff, and organizational issues affecting the employment and livelihoods of 2,000+ employees. The Director uses professional judgment to formulate intelligent and creative solutions to challenging situations that meet workplace needs while adhering to University policies and procedures, and relevant rules, regulations, and employment laws. The HR Director must be highly effective at working with many different individuals with varied interests and goals and at different professional levels, including the Dean, Associate Deans, unit Chairs and Directors, Administrators, postdoctoral scholars, staff and faculty members, and central HR and administrative offices' staff. **Duties & Responsibilities:** **Human Resources Management and Leadership: (30%)** + Provide consultation, mentorship, and leadership to College staff and faculty charged with human resources management across the employment life cycle and human resources spectrum, including: recruitment, hiring, performance, termination, compensation, retention, engagement, benefits, leave, accommodations, performance management, layoffs, dismissals, labor relations, diversity and inclusion, training and development, ethics, communication, records management, and risk management. + Collaborate with Dean, Associate Dean, and others to develop and implement College-wide human resources policies and practices that support the College's strategic goals and objectives and improve organizational culture. Contribute to other College policies with human resources impacts. + Interpret and ensure compliance with College and UW human resources policies and procedures, local, state and federal employment laws and industry best practices. + Represent the Dean's Office and College of the Environment as primary HR point of contact to UW Campus HR Operations. Facilitate problem resolution between units and these offices, and interpret and share information from and to these offices. + Review and approve College-wide human resources actions by delegation of the Dean. Hold Dean's Delegate, Additional Approver, HR Partner, Academic Partner, and UW Hires Hiring Manager roles in Workday. + Oversee leave administration, providing guidance on leave use and parameters, and return to work plans. + Partner with Director of Finance and unit Administrators to prepare for and implement annual faculty and professional staff merit salary increase process. + Build out operations of HR Shared Services in the Dean's Office. Work closely with HR Shared Services Specialists, IT Director, and others to establish, stabilize, and improve processes and systems to enable successful shared services HR work on behalf of units. **Academic Human Resources Administration: (25%)** + Collaborate with Associate Dean to interpret and guide unit, Dean's Office, and College Council compliance with UW Faculty Code for faculty appointments, promotion and tenure, voting, professional conduct, reappointments, merit reviews and other salary changes, etc. + Serve as primary point of contact for Academic Human Resources, Office of Academic Personnel, and unit staff on academic personnel matters. Provide consultation and mentorship to department staff and Chairs/Directors on academic personnel topics, including faculty performance issues. Liaise between parties to provide information and facilitate solutions to problems. Oversee academic personnel data audits and submissions for entire College. + Oversee the promotion and tenure process (including extensions), sabbatical applications, and reappointments; provide advice and guidance to Chairs/Directors, staff and faculty members on these processes. + Review and approve new faculty hire offer letters, administrative appointment offers, and retention offers (A/B and regular); negotiate for university resources as necessary with other offices; work closely with Dean's Office team and unit staff to coordinate all aspects of offers from conception through completion. + Oversee submission and tracking of faculty hiring plans, job advertisement review and approval, visa applications, outside work requests, and endowed faculty appointment nomination process. + Oversee postdoctoral scholar appointment process, including disseminating, advising, and enforcing requirements under the collective bargaining agreement. **Staff Human Resources Administration, including for the College's Office of the Dean: (25%)** + Utilize knowledge of UW's professional and classified staff classification and compensation practices and rules to inform the College's staff hiring practices, position reviews, reorganizations, and compensation changes. Help supervisors achieve organizational goals in alignment with employment laws, UW employment policies and collective bargaining agreements. + Advise supervisors on employee retention and total rewards options based on research and consideration of pay equity, compression, market factors, and candidate record. + Advise supervisors and employees on confidential and often stressful personnel concerns and conflicts. Support and guide supervisors through performance reviews and disciplinary actions, including letters of expectation, corrective actions, layoffs and dismissals. Help employees and supervisors understand their options as outlined in labor contracts and the professional staff program, and work to resolve conflicts. + Consult with supervisors and unit HR staff on position development, recruitment, and negotiation strategies. + Consult with unit leadership and UW Human Resources to ensure layoffs are necessary and appropriate. Review all layoff requests and manage layoff process to ensure timely notification. **Personnel Management: (20%)** + Supervise Human Resources team in the Dean's Office. + Assign and prioritize work to optimize efficiency and responsiveness. + Review work and provide direction and correction as necessary. Help employees solve problems with people, process, and technical issues. + Coach and mentor to facilitate professional growth in university human resources management. Cross-train to ensure back-up coverage is in place and so employees have additional learning opportunities. Seek out professional development opportunities and support participation. **Minimum Requirements:** + Bachelor's degree in social sciences, business, or other related field. + Five or more years of human resources management experience, including both staff and academic human resources in a university setting. **Additional Qualifications:** + Direct knowledge of and experience with major human resources functions and their administration at a university, e.g., workforce planning, recruitment and retention, compensation, employee and labor relations, employment law, and diversity and inclusion. + Superior interpersonal skills and ability to build and maintain effective working relationships across the College and University. + Demonstrated ability to effectively communicate orally and in writing with diverse individuals at many levels across a complex, multi-department organization. Able to interpret and communicate complicated and evolving policies and procedures to provide actionable advice. + Ability to exercise discretion, maintain confidentiality, demonstrate good judgment, build trust, and work collaboratively with others as both leader and team member. + Proven self-motivation, resourcefulness, curiosity, tenacity, and problem solving ability. Willingness and desire to learn and to facilitate learning and growth of others. + Ability to work independently, self-organize, meet deadlines, and multi-task with a high degree of reliability, accuracy and efficiency. **Desired Qualifications:** + Current SHRM or SPHR certification. + Knowledge of and proficiency in University of Washington human resources policies and procedures for both faculty and staff employee populations. + Knowledge of and proficiency in Workday for HCM transactions and HRIS data extraction and analysis. + Experience leading and managing others through institutional changes and transitions. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $87,000.00 annual **Pay Range Maximum:** $130,488.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ or ********** . Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law (********************************************************* . University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.

Administration/Assistant Director Date Available: Immediate Additional Information: Show/Hide Interviews will take place on Friday, January 9th. Selected candidates will be contacted by midweek during the week of January 5, 2026. GENERAL SUMMARY Under the direction of the Executive Director and Director of Human Resources, the Assistant Director provides leadership and operational support across all major functions, including investigations, employee relations, compliance, recruitment, training, and policy implementation. The position ensures consistent application of laws, contracts, and district policies; delivers responsive HR support to schools and departments; and leads. Develop critical documents such as letters of administrative leave, disciplinary actions, memorandums of understanding, and grievance responses. ESSENTIAL FUNCTIONS * Conducts investigations involving complaints, allegations, and policy violations, ensuring thorough documentation and providing recommendations for review. * Drafts and prepares high-stakes HR documents, including administrative leave notices, disciplinary actions, memorandums of understanding, grievance responses, and related legal documentation. * Advises supervisors and administrators on discipline, employee performance, corrective action, and personnel management. * Facilitates conflict resolution, mediation, and restorative conversations among staff. * Manages sexual misconduct background checks and related compliance requirements. * Supports labor relations functions, including contract interpretation, grievance processing, and advising supervisors on application of collective bargaining agreements. * Supports district-level civil rights work, including EEOC/affirmative action planning, reporting, and related responsibilities, and compliance with federal and state nondiscrimination laws. * Regularly consults with legal counsel on relevant matters. * Leads and manages recruitment efforts, including screening, hiring processes, hiring events/job fairs, and ensuring compliance with state and district requirements. * Reviews hiring packets, verifies candidate background results, and ensures compliance and accuracy in personnel actions. * Support staffing analysis and workflow improvement for positions. * Oversees District's New Employee Orientation (NEO) and contributes to districtwide onboarding processes for all staff groups. * Provides training and guidance to district leaders, supervisors, and staff on HR processes, compliance, performance management, and personnel expectations. * Assists in the design, selection, implementation, and communication of HR programs, processes, and policies. * Assists the Director in labor relations activities, including preparing for collective bargaining, gathering and analyzing contract-related data, drafting proposals, and supporting labor-management meetings. * Queries personnel databases and conducts data analysis to support HR decision-making, reporting, and special projects. * Represents the Human Resources Department and the District, as needed, on committees/district initiatives, at conferences, and professional meetings. * Performs other/related duties consistent with the scope and intent of the position. REPORTING RELATIONSHIPS This position reports to the Director of Human Resources. MENTAL DEMANDS Experiences frequent interruptions; required to meet deadlines; must maintain attention to detail; regularly engages with individuals experiencing conflict, distress, or sensitive personal issues. MINIMUM QUALIFICATIONS Education and Experience * Bachelor's degree in Human Resources, Business/Public Administration, Education, or related field; Master's degree preferred. * Five (5) years of progressively responsible experience in human resources, school administration, or related leadership roles involving investigations, supervision, and employee relations. * Three (3) years of supervising or leading others. * Experience supporting or administering employment laws, HR policies, and compliance requirements. * Experience working with collective bargaining agreements, grievance processes, or labor-management relations. Preferred Qualifications * Experience in a K-12 public education environment * HELP credentials * SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification * Washington State Administrator Certificate Allowable Substitutions Such alternatives to the above qualifications that the Board may find appropriate and acceptable. Required Knowledge, Skills, and Abilities Knowledge of local, state, and federal employment laws, regulations, and HR policies. Ability to conduct fair, thorough investigations and prepare accurate documentation. Strong interpersonal skills; ability to build trust and maintain effective working relationships with diverse stakeholders. Ability to provide clear, balanced, and legally sound HR guidance. Excellent written and verbal communication skills, including drafting professional correspondence, reports, and HR documents. Ability to manage confidential information with discretion. Ability to read, interpret, and apply laws, regulations, collective bargaining agreements, and district policies. Ability to interpret and apply collective bargaining agreements and support labor-management processes. Strong analytical and problem-solving skills; ability to interpret data and prepare reports. Proficiency with Google Workspace, HRIS systems, and digital workflow platforms. Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment. Licenses/Special Requirements Requires fingerprinting and a background check to determine that there have been no convictions involving physical molestation, abuse, injury, or neglect of a minor. UNIT AFFILIATION This is a non-union, Manager Level 1, exempt position. CONDITIONS The preceding list of essential functions is not exhaustive and may be supplemented as necessary. WAGES AND BENEFITS Click here to access details on the following: Salaries/Wages - $140,173.00/annual salary Insurance Retirement Plans Paid Time Off or Vacation Paid Holidays Other Compensation Application Procedure: Apply online Non-Discrimination Policy Bethel School District does not discriminate in any programs or activities on the basis of sex, race, ethnicity, color, religion, creed, national origin, sexual orientation, gender identity, gender expression, homelessness, immigration or citizenship status, disability, neurodivergence, the use of a trained dog guide or service animal, age, and honorably discharged veteran or military status and provides equal access to the Boy Scouts and other designated youth groups. The following employees have been designated to handle questions and complaints of alleged discrimination: Civil Rights Compliance / Gender-Inclusive Schools Coordinator, Debbie Carlman, *********************, ************; Title IX Coordinator, Mel Boyd, ******************, ************; and 504 Coordinator, Melissa Munson-Merritt, ***********************, ************. All individuals may be reached at this address: 516 176th Street East, Spanaway, WA 98387. Title IX inquiries may also be directed toward the U.S. Department of Education, Office for Civil Rights (OCR). Information about the nondiscrimination and sex-based discrimination policies and grievance procedures, and how to report a concern or complaint: bethelsd.org.