Human resources manager jobs in Federal Way, WA

Amphenol CMT is a leading innovator in the design and manufacturing of advanced medical devices that transform and elevate patient care. We specialize in engineering high-performance interconnects, flex circuits, molded components, precision bearings, and fully integrated solutions for surgical, interventional, monitoring, and other mission-critical applications. Guided by a culture of innovation, collaboration, and lean principles, we deliver exceptional solutions and premium service that set new standards in the industry. As part of the global Amphenol family-one of the world's largest providers of high-technology interconnect, sensor, and antenna solutions-CMT is proud to contribute to products that enable the electronics revolution and improve lives worldwide. MicroConnex, a CMT business unit, is a recognized leader in developing and fabricating specialized flex circuit technologies for high-density, demanding applications-further expanding our expertise and impact across critical industries. SUMMARY The HR Generalist supports employees and managers across U.S. manufacturing sites and remote locations by delivering high-quality HR services that strengthen the overall employee experience. This role focuses on recruiting, onboarding, employee engagement, training, and talent lifecycle support, while also assisting with core HR operations such as policies, compliance, and employee relations. The HR Generalist will play a key role in building a positive workplace culture, supporting career growth, and ensuring a consistent employee journey from hire to exit. ESSENTIAL JOB FUNCTIONS Partner with hiring managers and recruiter to manage full-cycle recruiting, including job postings, candidate screening, interviews, and offers. Coordinate onboarding activities to provide a smooth and engaging new hire experience, including orientation and integration support. Support the employee lifecycle by administering talent management processes such as performance reviews, career development planning, and training initiatives. Assist with employee engagement programs, surveys, and activities to foster connection and retention across sites and remote teams. Partner with leaders to identify training needs and deliver or coordinate employee development programs. Act as a point of contact for employees regarding HR policies, practices, and procedures. Provide support in employee relations, including guiding employees and managers on day-to-day issues. Ensure compliance with federal, state, and local employment regulations. Assist with HR reporting, audits, and maintaining accurate employee records. Contribute to HR projects and initiatives that enhance the culture, employee experience, and organizational effectiveness. Back-up for other HR team members *Other duties as required in support of the department and the company* SUPERVISOR RESPONSIBILITIES The responsibilities of this role do not include supervising other employees. QUALIFICATIONS To succeed in this job, an individual must satisfactorily perform each essential job function. The requirements below represent the required knowledge, skill, and ability. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. EDUCATION and EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or related field preferred. 4 + years of progressive HR experience required. Experience with recruiting, onboarding, and training programs strongly preferred. Manufacturing or multi-site workforce HR experience a plus. Robust Lean System, Six Sigma and continuous improvement environment experience a plus CERTIFICATES, LICENSES, REGISTRATIONS SHRM-CP or PHR preferred but not required. LANGUAGE REQUIREMENTS Excellent verbal and written communication skills in English. Conversational in any other language is a plus. JOB SKILLS Strong knowledge of HR practices across recruiting, onboarding, training, and employee engagement. Familiarity with HRIS systems and applicant tracking systems. Strong communication and relationship-building skills with employees at all levels. Ability to balance employee advocacy with organizational goals. Strong organizational skills and attention to detail. Adaptability to support both onsite and remote employee populations. Must be able to work in a fast-paced environment and be a self-starter. Strong analytical and problem-solving skills. Ability to act with integrity, professionalism and confidentiality. Advanced in Microsoft Office Suite and Sharepoint. PHYSICAL DEMANDS As part of their job duties, the employee must sit for lengthy periods while operating a computer. They frequently use their hands to type, handle objects, and communicate verbally. Additionally, they may need to stand, walk, reach, and occasionally lift objects weighing up to twenty (20) pounds. This role requires lifting, carrying, pushing, pulling, reaching overhead, reaching at or below shoulder level, and keyboarding. According to ADA regulations, reasonable accommodation will be provided to ensure that individuals with disabilities can perform the job's essential functions. WORK ENVIRONMENT This is an air-conditioned work environment where employees have desks or cubicles and work in a fixed location. The physical environment is usually comfortable, well-lit, and equipped with the necessary facilities and hardware. The company culture is a culture of teamwork, communication, continuous improvement, business casual, strategic, and goal-oriented. The working conditions are stable, predictable, and secure. ENVIRONMENTAL POLICY Amphenol CIT is fully committed to minimizing the environmental impact of its operations, activities, and products. To achieve this, we adhere to all applicable environmental regulations and laws, prevent pollution, and continuously improve our environmental performance in all our global operations. This is possible through an Environmental Management System that provides a framework for setting and reviewing our environmental objectives and targets. We aim to identify and reduce any negative environmental impact our business activities may have. PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS ASTM F-2412-2005, ANSI Z41-1999, or ANSI Z41-1991 rated safety toe shoes in specific areas. Clear ANSI Z87.1 safety-rated glasses in specific areas. Hearing protection in specific locations. Ability to compile with JSA in specific areas. EXPORT COMPLIANCE DISCLAIMER This position includes access or potential access to ITAR and EAR (Export Administration Regulations) technical data. Therefore, candidates must qualify as US Persons, defined as US Citizens or Permanent Residents (Green Card Holders). TRAVEL Approximately 5% of travel is expected. SALARY INFORMATION: According to several states' laws, this position's salary range falls between $70,000 and $80,000 hourly/annually. However, this salary information is merely a general guideline. When extending an offer, Carlisle Interconnect Technologies considers various factors such as the position's responsibilities, scope of work, candidate's work experience, education/training, essential skills, internal pay equity, and market considerations. Certain roles are also eligible for additional rewards, including merit increases and annual bonus. These awards are discretionary and allocated based on individual and company performance. U.S.-based employees have access to medical, dental, and vision insurance, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others. U.S.-based employees also receive, per calendar year, up to 11 scheduled paid holidays, up to 80 hours of paid time off and sick paid time off. AMPHENOL CMT RESERVES THE RIGHT TO MODIFY, INTERPRET, OR APPLY THIS IN ANY WAY THE COMPANY DESIRES. THIS IN NO WAY IMPLIES THAT THESE ARE THE ONLY DUTIES, INCLUDING ESSENTIAL DUTIES, TO BE PERFORMED BY THE EMPLOYEE OCCUPYING THIS POSITION. THIS JOB DESCRIPTION IS NOT AN EMPLOYMENT CONTRACT, IMPLIED OR OTHERWISE. THE EMPLOYMENT RELATIONSHIP REMAINS "AT-WILL." THE AFOREMENTIONED JOB REQUIREMENTS ARE SUBJECT TO CHANGE TO REASONABLY ACCOMMODATE QUALIFIED DISABLED INDIVIDUALS. Amphenol CMT is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. For more information regarding EEOC requirements please visit **************************************************************** *********************************************************************************************** Amphenol CMT participates in the United States Department of Homeland Security E-Verify program. The E-Verify program is a web-based employment eligibility verification system for newly hired employees operated by the U.S. Citizenship and Immigration Services. Any candidate that needs an accommodation or assistance with the application process should contact HR at ********************************

At MoodysNWC, we're looking for a proactive, adaptable, and highly organized Operations Coordinator who thrives on keeping people, processes, and priorities moving. You'll own the details, support the big picture, and make sure nothing slips through the cracks in our fast-paced consulting environment. What You'll Own Operations & Office Management You're the hub of logistics and daily operations. Manage office supplies, mail, and IT equipment inventory Ensure new hires are fully set up before Day 1 with laptops, workspace, system access, and welcome materials Run new hire orientation to ensure a smooth onboarding experience Coordinate conference room bookings and in-office schedules Manage the operations inbox-triage requests and direct them appropriately Track recurring internal tasks and deadlines, helping leadership stay on top of what's next Compile and share a regular report of upcoming deliverables, deadlines, and operational tasks with the leadership team to support visibility and accountability Attend key internal meetings and take/distribute notes and action items Plan and coordinate internal events, team offsites, and client appreciation efforts Support travel booking and logistics for senior leaders Coordinate with vendors and manage basic service relationships Handle administrative tasks such as filing, document prep, and collecting signatures People & HR Support You'll help maintain the systems and culture that keep our team thriving. Maintain accurate employee records and documentation Support benefits administration and respond to employee policy questions Assist with onboarding and offboarding logistics Support internal engagement initiatives and team-building efforts Client & Financial Operations Support You'll help ensure our client operations and internal workflows stay tight and organized. Track deliverables and milestone dates across client engagements Support invoice coordination, expense tracking, and financial documentation in collaboration with the finance team Prepare light internal reports and status updates when needed Executive & Calendar Support You'll be a steady hand behind the scenes. Schedule meetings and coordinate calendars for senior leaders Prepare agendas, materials, and follow-ups for key internal meetings Various tasks as assigned to support the leadership team You'll Thrive Here If You… Have a strong sense of ownership and initiative-you notice problems before they become problems Communicate clearly and know how to manage up Are comfortable juggling multiple responsibilities and shifting priorities Have a sharp eye for detail but can also think a few steps ahead Enjoy being helpful and creating order in fast-paced environments Qualifications 2-3 years of experience in operations, client management, HR, office coordination, or administrative support Strong written and verbal communication skills Tech-savvy and a fast learner; proficient in Microsoft Office and GSuite Discretion and professionalism in handling confidential information Bonus: experience working in consulting, professional services, or startup environments Perks & Benefits Benefits: Full medical, dental, and vision coverage, PTO accrual - up to 40 hours per year. Hybrid schedule (minimum 3 in-office days per week), standard working hours (i.e., 8 am - 5pm PST, with necessity to flex hours up/down based on business need) Variety, visibility, and opportunity to grow with the company About MoodysNWC MoodysNWC is a results-driven management consulting firm headquartered in the Seattle metro area. We specialize in digital product and program management and partner with Fortune 100 clients to drive meaningful outcomes. Our team is full of sharp, resourceful, and collaborative people who care deeply about delivering quality work. Diversity, Equity & Inclusion MoodysNWC is an equal opportunity employer. We believe diversity drives innovation, and we are committed to creating a workplace where everyone feels seen, heard, and supported.

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 *******************************************

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 **************************************

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.

About the Role: We are seeking a proactive and hands-on HR Assistant Manager to support our growing team in Seattle. This role is ideal for someone who thrives in fast-paced environments, values being on the ground with employees, and enjoys managing the day-to-day HR operations that keep a business running smoothly. Youll play a key role in building a positive workplace culture while ensuring compliance, consistency, and care in every HR function. Key Responsibilities: Serve as the local point of contact for HR-related inquiries, employee relations, and workplace issues Support recruitment efforts including job postings, screening, interviewing, and onboarding Assist with payroll processing, benefits administration, and maintaining HRIS records Coordinate employee engagement activities, training sessions, and performance review processes Ensure HR policies and procedures are consistently followed and updated per local and federal labor laws Handle day-to-day administrative tasks including document management and compliance reporting Partner with leadership to support organizational goals, culture initiatives, and team development Qualifications: 3+ years of HR experience, preferably in a generalist or assistant manager capacity Strong knowledge of Washington state labor laws and HR best practices Excellent communication, organization, and interpersonal skills Hands-on experience with HRIS systems and Microsoft Office/Google Workspace Ability to work on-site in Seattle and collaborate closely with on-site staff Bilingual in Korean is a plus, but not required What We Offer: Competitive salary and benefits Opportunity to grow into an HR Manager role Supportive team culture with an emphasis on inclusion and collaboration A chance to make a direct impact on employees and company culture

Purpose The Human Resource Generalist with Labor Relations responsibilities will provide comprehensive human resources support across multiple functional areas while serving as the primary resource for labor relations activities. This role ensures compliance with labor agreements, fosters positive employee and union relationships, and supports organizational goals through effective HR practices. Health, Wellness & Retirement benefits: * Medical, Dental & Vision insurance * Paid time off & paid holidays * Retirement with contribution match * Life & AD&D, pet insurance * Employee assistance program, & more! Compensation: * The target wage range for this position is $77,417.60 to $94,733.60 annually. * Final offers are individually based on various factors, including skill set, years of experience, location, qualifications, work schedule and other job-related reasons. Primary Responsibilities: * Labor Relations Functions * End-to-end case management and resolution of labor-related processes, including interpretation of union contracts, handling grievances, responding to union requests for information, and managing union escalations. * Deliver targeted leader training on union-related issues and new processes. * Facilitate labor-management discussions, ensuring follow-through on action items and communication plans. * Assume a leadership role in Joint Labor/Management initiatives; research, evaluate, and interpret policies and practices to resolve complex issues. * Educate union representatives on organizational change initiatives and develop strategies to gain union support. * General Human Resource Functions * Provide guidance and support to managers on performance management, workforce planning, and employee relations. * Conduct investigations into allegations of discrimination, harassment, retaliation, and other workplace concerns. * Manage leave of absence and accommodation requests in partnership with third-party vendors, ensuring compliance and timely communication. * Conduct exit interviews, analyze data for trends, and recommend improvements. * Support HR projects and initiatives as assigned. * Perform other duties as assigned. Required Skills: * Excellent verbal and written communication skills. * Strong knowledge of labor contract administration, grievance procedures, and union/management rights. * Experience advising and coaching managers in a unionized environment. * Excellent analytical, problem-solving, and critical thinking skills. * Ability to communicate clearly and concisely, both orally and in writing, with all organizational levels. * Strong organizational skills with exceptional follow-through and time management. * Ability to maintain professionalism and composure during challenging conversations. * High level of confidentiality and sound judgment. * Proficiency in Microsoft Office Suite. Education/Experience Requirements: * Bachelor's degree in human resources, Business, or related field. * Minimum 5 years of experience in Human Resources and Labor Relations. * Experience working with labor unions and collective bargaining agreements. Preferred Requirements: * Professional HR certification (SPHR, SHRM-SCP, etc.). * Experience in healthcare or similar regulated industry. * Medical, FQHC experience preferred. About Neighborcare Health: Since 1968, Neighborcare Health has been removing barriers to health care for our neighbors. We believe everyone deserves a place to call their health care home, where a team of medical, dental and mental health professionals work in collaboration with each patient to develop a personal health improvement plan. We are one of the largest providers of primary medical, dental and behavioral health care services in the Seattle area serving low-income and uninsured families and individuals, seniors on fixed incomes, immigrants, and people experiencing homelessness. Each year we care for nearly 60,000 patients at our nearly 30 non-profit medical, dental and school-based clinics. We ask everyone to pay what they can, but no one is turned away due to inability to pay. Our clinics are located in neighborhoods where health disparities are the greatest, and our care teams, who speak over 55 languages and dialects, are as diverse as our patients. No matter who you are, or where you come from, regardless of your insurance, income or immigration status, you are welcome at Neighborcare Health. Learn more about us here. #WORK4NCH

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 client is more than a grocery retailer - they are a vibrant cultural destination with a legacy rooted in family, community, and food. With nearly a century of history, this organization has grown into one of the Pacific Northwest's premier specialty grocery brands, serving generations of customers with a deep appreciation for tradition, innovation, and cultural connection. Their success is built on collaboration, curiosity, and care. Whether you've worked in retail, HR, or are looking to bring your leadership skills to a values-driven environment, this is a place where your work will make a real impact. Who We're Looking For We are seeking a strategic, data-driven HR leader who can shape the future of the business by investing in what matters most: its people. This leader will combine HR expertise with operational acumen, the ability to analyze workforce trends, and the discipline to execute strategies that support a large hourly workforce while advancing organizational goals. You will: Partner with leaders to plan, execute, and continuously improve talent strategies. Use data, analytics, and workforce insights to inform decisions and drive measurable outcomes. Lead organizational change and continuous improvement efforts that enhance employee experience and operational efficiency. Build strong relationships across departments, balancing strategic vision with hands-on execution. Key Responsibilities Collaborate with executive leadership to develop and execute short- and long-term people strategies aligned with business objectives. Consult across departments on organizational effectiveness, culture, talent management, and workforce planning. Champion diversity, equity, inclusion, and belonging in all aspects of HR programming. Lead and oversee Benefits, Compensation, Employee Relations, Learning & Development, Talent Management, and HRIS. Ensure HR practices are compliant and reflect best practices for a retail and food operations environment. Use analytics to identify trends, forecast workforce needs, and provide actionable insights to leadership. Partner with operations leaders to support a high-volume, hourly workforce with scalable solutions. Drive continuous improvement across HR processes and practices. Serve as a senior point of contact for complex employee relations issues and labor relations with union partners. Mentor, coach, and develop managers and direct reports to build stronger teams and improve retention. Requirements Bachelor's degree in business, Human Resources, or related field; master's or advanced HR certification (SPHR/SHRM-SCP) preferred. 10+ years of HR leadership experience, including 3-5 years leading people, projects, or processes. Proven expertise supporting hourly employee populations. Strong capability in data analytics, workforce planning, and insight-driven decision making. Demonstrated experience leading organizational change and continuous improvement initiatives. Deep experience in Talent Management, Employee Relations, Compensation, and Organizational Development. Exceptional leadership and interpersonal skills with the ability to influence across all levels of the organization. Excellent communication, facilitation, and presentation skills. What's Offered A flexible, inclusive, and friendly work culture Competitive starting wages Paid holidays from day one Excellent medical, dental, and vision benefits A generous retirement plan Paid time off, long-term disability, and life insurance Employee discounts on food and gift items Supplemental insurance options Opportunities for growth and advancement 💲 Salary: $150,000 - $185,000 + 15% bonus target

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, ************, *********************

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

Benefits of Working at Nisqually Red Wind Casino Include: FREE Medical/Dental/Vision (Spouse and dependent coverage is also available at low rates and reasonable deductibles) FREE Short-Term Disability, Life and Accident Insurance FREE Meals FREE gaming license renewals 3X Life Insurance Coverage Up To $500,000 Relocation Fees Negotiable Paid Time Off & Floating Holidays 401(K) Retirement Program Tuition Reimbursement Health & Wellbeing Reimbursement Team Member Assistance Program (The Team Member Assistance Program (EAP) provides our team members and their eligible dependents with confidential access to short-term, professional counseling and legal services at no additional cost.) Team Member Awards and Incentives Flex spending and Dependent care spending Periodic Team Member contests and giveaways Team Member dining and gift shop discounts POSITION OBJECTIVE: Oversee HR operations, ensuring prompt, courteous, and professional service to all guests. Our Mission: To enhance continued economic viability and quality of life for the Nisqually Indian Tribe, our Team Members, and the neighboring communities. Our Vision: Creating incredible experiences. Our Core Values: Integrity, Communication, Accountability, Respect, Teamwork JOB SUMMARY: Oversee all HR functions: organizational structure, employment, database maintenance, benefits, relations, training, policy development, and workplace culture. Set standards for professionalism, ethics, and integrity. Promote a positive environment encouraging teamwork and personal development. Prevent liability and litigation using knowledge of employment practices and law. Provide technical assistance in employment, evaluation, training, wages, benefits, and labor relations. Supervise HR Team Members and manage the HR budget. Assist in developing and achieving strategic goals. Requirements QUALIFICATIONS Required skills and knowledge: 4-Year degree in HR Management in a related field with HR concentration or in an equivalent position and training. HR Certification/Accreditation. 5 years of HR management experience, including 1 year at the Executive HR Director level. Knowledge of employment laws, benefits, salary structures, management development, and Team Member relations. Strong leadership, business acumen, and guest service skills. Experience in strategic planning and budget management. Excellent communication, strategic thinking, problem-solving, and interpersonal skills. Ability to work with senior leadership, regulators, and the board of directors. Intermediate computer skills, including HRIS systems. Organizational abilities and a guest service mindset. Adaptability to an Indian Gaming environment. Ability to work in a team, solve problems, take initiative, and adapt to change. Positive attitude, decision-making skills, and ability to meet deadlines. Ability to work all shifts, including nights, weekends, and holidays. Ability to work independently and keep current with new technologies. Pass NRWC pre-employment testing and obtain a Class III Gaming License. PREFERRED REQUIREMENTS: Experience in Tribal Gaming. Certification in Red Wind's “Service First “Program. 3 years as Executive Director of HR. Master's Degree or higher in Human Resource or related field. Experience with Tribal HR Law. PHYSICAL REQUIREMENTS: Ability to bend, reach, push, pull, squat and lift up to 25 pounds. Ability to sit, stand or walk for extended lengths of time. Manual and finger dexterity for operation of personal computer and routine paperwork. Ability to tolerate a noisy, smoke-filled environment. ESSENTIAL FUNCTIONS OF THE JOB: Oversee HR policies, practices, and activities. Ensure compliance with legal requirements and regulations. Respond to policy and program inquiries. Develop and maintain communication programs/processes. Conduct research to identify best practices and trends. Forecast staffing needs and oversee recruiting. Create new policies and procedures. Complete annual salary surveys and oversee Wage Committee. Develop and maintain job descriptions. Design and facilitate HRIS systems, database and HR business analytics. Ensure compliance and maintenance of personnel records. Oversee training and development programs. Conduct investigations into harassment and other complaints. Advise Executive Team on HR management issues. Select and manage Team Member benefit providers. Function as labor relations manager. Review onboarding and exit interviews to improve retention. Oversee onboarding programs, evaluation system and retention efforts. Ensure compliance with grievance procedures, drug and alcohol policy, and other regulations. Contribute to succession planning and tribal training. Serve on committees and prepare reports. Perform other duties as assigned. NATIVE AMERICAN HIRING PREFERENCE Rev. 12.08.2025

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.

We are dedicated to growing a culture of belonging through our values: Respect | Trust | Diversity | Inclusion | Equity First review of applicants will begin on 12.03.2025 and weekly thereafter. It is in your best interest to apply early. The Hiring Manager reserves the right to close the recruitment at any time. At the Department of Licensing (DOL), we recognize the importance of work life harmony and strive to create a culture where employees feel valued and respected. Our employees are trusted and encouraged to be a part of process improvements that impact their work, create value for our customers and help build trust in our government. Our Human Resources Division is currently recruiting for a HR Data and Systems Consultant with advanced technical expertise in HR and payroll processes, procedures, and regulations to join the Data and Systems Team. As one of the most visible state agencies and the second-largest revenue generator in Washington State, we engage with over 6 million residents each year and collect nearly $3 billion in taxes and fees. We understand that our services are vital to the daily lives of our customers, enabling them to live, work, drive, and thrive. We take this responsibility to heart and are dedicated to providing equitable and meaningful access to our services for every resident. If you are passionate about data and understand the potential implications of its inaccuracy, please read on. Reporting to the Data and Systems Supervisor, you will be responsible for managing all Human Resource Management System (HRMS) related actions for our employees and positions. Working largely independently you will evaluate, research, and resolve complex technical human resources related issues and inquiries. The work you will do is critical to our employees are properly compensated for their work in supporting our Washington residents, live, work, drive, and thrive. Some of what you will do: * Maintain data integrity by reviewing documents before entry into the Human Resource Management System (HRMS). * Key personnel actions pertaining to new hires, rehires, appointment changes, and separations into HRMS. * Research, analyze and audit personnel actions. * Produce routine reports using HRMS, such as Monitoring tasks and Periodic Increment date report. * Collaborate with Payroll and HR Consultants to ensure accurate data entry and reduce negative impacts on employees. What you will bring: * Five (5) years of progressively responsible, paid, professional experience in Human Resources* or related field. * Two (2) years of experience using Microsoft Suite office products including Excel, Work, One Note, Outlook, and Teams. * One (1) year of experience: * Applying knowledge of CBA's and WAC's. * Entering data into a statewide/enterprise Human Resource Management System (such as SAP, Workday, etc.). * Ability to: * Communicate respectfully and effectively with diverse groups of people. * Handle shifting priorities and switch directions quickly while maintaining a calm, professional attitude. * Analyze and evaluate data and come to a conclusion and ask questions when needed. * Maintain attention to detail while processing a variety of HR related actions. * Understand and follow agency values of respect, trust, diversity, equity, and inclusion through behaviors, and decisions. * Promote and support a respectful, equitable, and inclusive workplace for all employees. * Promote and support respectful, equitable, and inclusive delivery of services to customers. * Respect and maintain confidentiality. * Understand the importance and significance of what records must be released and what is confidential. * Take action to learn and grow. * Take action to meet the needs of others. * Experience in proper handling of confidential personal information and highly sensitive matters that may require special handling. * Skills in communicating complex concepts orally and in writing. * Skills in organizing and prioritizing workload with conflicting timelines and payroll deadlines. Professional human resource experience means working full time as a human resource professional performing HR functions. Up to four (4) years of relevant education may substitute year for year for experience. (Associates degree = 2 years Bachelor's degree = 4 years) Relevant education will include a focus on business, human resources, social or organizational behavioral sciences, or related field from an accredited college or university by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA). What may help set you apart: * One (1) year of experience as a professional HR Consultant with the State of WA, where an essential function of the job was utilizing the Human Resource Management System and maintaining data integrity. * HR Certification, such as a PHR or SPHR. * Generalists experience consulting on a variety of HR functions, such as classification, compensation, and recruitment. * Additional years working as a human resource professional. Additional Conditions of employment: * This position is expected to work at a minimum two (2) days in-office per week or more as business needs arise. * The ability to travel for meetings and trainings. * Prior to a new hire, a pre-employment screening including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position. DOL is committed to the full inclusion of all qualified individuals. In keeping with our commitment, we will take the steps to assure that people with disabilities are provided reasonable accommodations. For information about this position, the interview process, or available accommodations, contact Dawn Loduha. Come join us in changing the way government delivers services and help build a legacy of commitment to and excellence in diversity, equity, and inclusion! How to Apply: * Select the Apply button at the top of this job announcement. Applications with blank fields, or supplemental question responses with comments such as "see attachments" may be considered incomplete. You are welcome to include the name and pronoun you would like to be referred to in your materials and we will honor this as you interact with our award-winning diverse and inclusive organization. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, women, LGBTQ+, people with disabilities, and veterans. We value the unique traits and attributes that each employee brings to the job. Through the diverse perspectives of an inclusive workforce, we will create a more respectful, productive, and unified team to better serve the public of Washington. Veteran/Military Spouse Preference Notice To take advantage of veteran/military spouse preference, please notify the Talent Acquisition Team. Use a subject line that includes the title of this recruitment. The Washington State Department of Licensing is an equal opportunity employer and does not discriminate on the basis of age, sex (including gender identity), marital status, sexual orientation, race, religion, 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 dog guide or service animal by a person with a disability. Persons requiring accommodation in the application process, during the recruitment process, or who need this job announcement in an alternative format, may contact the Human Resources Office at ************ or may email the Talent Acquisition Team. Applicants who are deaf or hard of hearing may call our ASL interpreter via Video Phone at ************. We do not use the E-Verify system; therefore, we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit ************** The candidate pool certified from this recruitment may be used to fill future similar vacancies for up to sixty days.

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide. Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen. We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor's "Best Places to Work in the U.S. 2024" list, and U.S. News & World Report's "Best Companies to Work for 2024" list. In addition, we have been recognized for having one of the country's Top 50 Midsize Early Talent Programs by RippleMatch's 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com. Why Insperity? Flexibility: Over 80% of Insperity's jobs have flexibility. We want your time to have balance, whether it's spent with coworkers, clients, family or your community. Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training. Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work. We are currently seeking a Human Resource Specialist to join our team.This position is responsible for aligning resources and services to deliver customized Insperity Human Resource (HR) service solutions that result in improved performance management and positively impacts our clients' business. Collaborates with client management and key decision makers to build meaningful relationships and provide guidance as a trusted HR Business Partner. Demonstrates depth and breadth of service and level of care expected with internal and external customers. Responsibilities: * Manages a book of business by consistently contributing to clients' overall success and growth while maintaining high customer satisfaction and retention. * Advises client management and key decision makers utilizing in-depth knowledge of employee relations, legislation interpretation and application, benefits, wage and hour, employee performance management and development. * Collaborates with client management and key decision makers on alignment of HR business strategy and goals. * Consults with client management and key decision makers on HR-related issues, suggests new HR strategies, and provides HR guidance when appropriate. * Evaluates and anticipates HR-related needs and strategizes with client management and key decision makers on HR-related needs. * Analyzes trends by leveraging internal partners and resources to develop solutions, programs, and policies to ensure compliance and mitigate risk. * Cultivates relationships across internal and client partners to deliver value-added service and solutions to client management and key decision makers. * Manages and resolves complex employee relations issues by conducting effective, thorough, and objective investigations. * Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance; engages with internal support teams including DE&I, FLSA, background screening, benefits, and COEs. * Delivers performance management guidance to client management and key decision makers, including conflict resolution, coaching, counseling, career development, and disciplinary actions. * Collaborates with client management and key decision makers to improve work relationships, build morale, and enhance teamwork to advance employee retention. * Delivers HR policy guidance, interpretation, and best practice recommendations. * Provides guidance and input on organizational structure and strategizes with client management and key decision makers on workforce and succession planning. * Participates in evaluation and identification of training needs for client management and key decision makers to ensure training objectives are met. * Proactively engages with client management and key decision makers to continually understand evolving organizational strategy and goals. * Ensures all client and client-related interactions are properly and timely documented in the appropriate client management systems and databases. * Assists in the accomplishment of Insperity Company goals. * Helps other employees to accomplish Insperity Company goals. * Performs other duties as may be assigned by department supervisor. * Participates in the Disaster Recovery plan as required. Qualifications: * Bachelor's Degree in Human Resources, Business Administration or a related field or equivalent work experience is required. * Two to five years of related Human Resources experience is required. * Professional or Senior Professional in Human Resources (PHR, SPHR) and/or SHRM Certified Professional or Senior Professional (SHRM-CP, SHRM-SCP) certification preferred. * Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state, and local laws and regulations. * Strong customer service experience in a team environment. * Strong business acumen. * Adaptive, resilient, and able to negotiate, and influence behavior toward positive outcomes. * Strong time management, detail-orientation, and organizational skills with the ability to effectively multi-task and prioritize. * Project management skills and experience managing multiple projects. * Communicates tactfully and effectively, verbally and in writing, with all levels of an organization and maintains effective work relations with those encountered in the course of employment. Able to communicate to a wide audience and translate complex human resources issues and concepts into understandable terms. * Effective problem solving/decision making skills. * Proficient in the design and delivery of formal and informal presentations. * Proficiency with Microsoft Office programs and demonstrated ability to learn other applications as needed. * Travel up to 15% of time Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is: Pay transparency range: $70,304 - $75,049 At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.

**_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 (***************************************************************************************************************************

Why PlayStation? PlayStation isn't just the Best Place to Play - it's also the Best Place to Work. Today, we're recognized as a global leader in entertainment producing The PlayStation family of products and services including PlayStation 5, PlayStation 4, PlayStation VR, PlayStation Plus, acclaimed PlayStation software titles from PlayStation Studios, and more. PlayStation also strives to create an inclusive environment that empowers employees and embraces diversity. We welcome and encourage everyone who has a passion and curiosity for innovation, technology, and play to explore our open positions and join our growing global team. The PlayStation brand falls under Sony Interactive Entertainment, a wholly-owned subsidiary of Sony Group Corporation. Director, HR Business Partner - PlayStation Studios Seattle (preferred) or Los Angeles - will require 3 days in the studio per week At PlayStation, we believe that play has no limits-and neither does our people strategy. We are looking for a Director, HR Business Partner to join the PlayStation Studios People team and lead the HR function for some of our premier 1st party game studios. In this role, you'll be a strategic partner to the Head of Production who oversees these studios and studio leadership to shape the future of our teams and help bring world-class games to life. As a key member of the PlayStation Studios People leadership team, you'll guide a talented team of HR Managers and deliver people strategies that strengthen our studios, enable creativity, and drive business results. You'll play a critical role in workforce planning, talent development, organizational design, and leading change in a fast-moving, global environment. This is a unique opportunity to influence the culture and employee experience at the heart of PlayStation game development. Key Responsibilities: Strategic HR Leadership Develop and execute people strategies that directly support business objectives, with measurable impact on engagement, retention, and leadership effectiveness. Partner with leaders to evolve organizational design that connects capabilities to business strategy and future workforce needs. Serve as a credible thought partner and member of the PlayStation Studios senior leadership team. Talent & Workforce Planning Lead workforce planning, collaborating with talent acquisition and talent enablement to anticipate business needs. Partner with leaders to identify capability gaps and implement targeted initiatives to close them. Build succession plans for critical studio leadership and creative roles. Change & Transformation Own the people-side of transformation projects, including large-scale change management and communications. Anticipate industry trends (e.g., AI, remote/hybrid models, evolving creative workforce needs) and evolve HR strategies accordingly. Inclusion and Belonging Link business strategy to inclusion and belonging goals, embedding inclusion into workforce planning, hiring, and talent development. Challenge the status quo and advocate for initiatives that create more inclusive studio environments. Leadership & Coaching Provide 1:1 coaching to senior leaders to enhance leadership effectiveness. Mentor and develop HR Managers, building a strong HRBP bench for the future. Act as a culture carrier for PlayStation Studios HR. People Analytics & Insights Leverage data and evidence-based insights to identify trends, inform decisions, and proactively address risks. Create compelling narratives from analytics to drive senior leader alignment. Collaboration & Governance Partner cross-functionally with Legal, Finance, IT, and Global HR Shared Services to ensure alignment and compliance. Ensure HR policies and practices meet legal and regulatory requirements across the studios. Handle escalated issues from studio HR teams and Studio Heads. Required Knowledge and Experience 15+ years of progressive HRBP experience across multiple organizations/industries, with proven ability to apply insights in new environments. Direct HRBP experience influencing senior executives (VP+) in a global, matrixed organization. Experience in game development studios or with game publishers is required. Demonstrated success in large-scale workforce planning and Human Capital Plan development, including change management. Strong ability to leverage data to drive people strategies and inform executive decision-making. Track record of building strong, trusted relationships with executives and employees at all levels. Experienced in partnering with Global HR Shared Services to deliver HR support at scale. Outcome-oriented leader with a bias for action who drives initiatives to resolution while balancing competing priorities. Bachelor's degree in HR, OD, business administration or related field required. PHR, SHRM-CP, or GPHR certification a plus. #LI-SF1 Please refer to our Candidate Privacy Notice for more information about how we process your personal information, and your data protection rights. At SIE, we consider several factors when setting each role's base pay range, including the competitive benchmarking data for the market and geographic location. Please note that the base pay range may vary in line with our hybrid working policy and individual base pay will be determined based on job-related factors which may include knowledge, skills, experience, and location. In addition, this role is eligible for SIE's top-tier benefits package that includes medical, dental, vision, matching 401(k), paid time off, wellness program and coveted employee discounts for Sony products. This role also may be eligible for a bonus package. Click here to learn more. The estimated base pay range for this role is listed below.$211,500-$317,300 USD Equal Opportunity Statement: Sony is an Equal Opportunity Employer. All persons will receive consideration for employment without regard to gender (including gender identity, gender expression and gender reassignment), race (including colour, nationality, ethnic or national origin), religion or belief, marital or civil partnership status, disability, age, sexual orientation, pregnancy, maternity or parental status, trade union membership or membership in any other legally protected category. We strive to create an inclusive environment, empower employees and embrace diversity. We encourage everyone to respond. PlayStation is a Fair Chance employer and qualified applicants with arrest and conviction records will be considered for employment.

HR Specialist II Job ID: 25-12135 Pay rate range - $33/hr. to $36/hr. on W2 100% Onsite Must Have * Experience delivering cross functional projects * Experience managing, planning and organizing events of all sizes, or experience prioritizing and handling multiple assignments at any given time while maintaining commitment to deadlines * Comfortable manipulating data YOE: * 2+ YOE Program management/event management experience in HR field Day to Day: * Main components is in person immersion summits * Primarily support operations of the program * Participant tracking, managing data, managing sim requests from participants, booking space, future planning for events, pre-planning for events - ensuring they are assigned to correct summit * Some involvement in learning other programs in case of illness or attrition * Operational support on Day 1 leader program Job Description This role will support operations across multiple development programs with a focus on managing and executing global development summits. The ideal candidate will be an operations and events professional who exhibits impeccable attention to detail and organizational skills in both planning and execution. This position requires strong interpersonal skills and the ability to collaborate effectively, as you'll be working with agencies, vendors, and internal stakeholders across various levels of the organization. We're looking for an individual who can adapt to changing situations, is good at problem-solving, and can deliver results in a fast-paced environment. This role will have an emphasis process management, documentation, and operational excellence. You'll contribute to ensuring these internal events align with business objectives while fostering a sense of community and recognizing achievements within the organization. This position offers an opportunity to contribute to the internal culture of through impactful events, requiring a balance of strategic thinking, creativity, and operational skills. * Job details *

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. 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.