Human resources manager jobs in Marysville, WA

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

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

Join the Bellevue Club and Hotel team. As the premier athletic and social club on Seattle's Eastside, the Bellevue Club is a gathering place for the Northwest's most celebrated and visionary citizens. Dedicated to the well-being of its members, the property merges 250,000 square feet of world-class fitness facilities and four innovative dining spaces with unique recreational, social, and business areas. Members enjoy yoga classes, tennis matches, lunches with family, wine dinners and more. The property is also home to the Bellevue Club Hotel, a luxury 66-room boutique hotel, and a full-service spa with cutting-edge wellness offerings. Bellevue Club is looking for a full-time HR Coordinator to join our HR team! The HR Coordinator will support the HR Department by performing a variety of personnel-related administrative tasks including the new hire and on-boarding experience. This is a hybrid position requiring three days per week on site. The Ideal Candidate Will Have: 2 or more years of HR related experience Bachelor's degree in HR or related field is preferred PHR Certified preferred Hospitality experience preferred Ability to speak effectively and respond to questions from employees, members, and guests of the Club. Ability to multitask, work in a fast-paced environment and have a high-level attention to detail. Ability to work independently and to partner with others to promote an environment of teamwork. Excellent interpersonal skills with strong written and verbal communication abilities. Essential Duties and Responsibilities: Assist with day-to-day operations of the HR functions and duties. Manage the recruiting process by reviewing job posting requests, posting job ads on careers pages, and processing incoming resumes. Maintains accurate records of active job openings and received applications; manages internal and external job postings. Initiate background checks as part of the hiring process Onboard new hires and create employee profiles. Conduct new hire orientations. Maintain employee records, ensuring completion and accuracy of details such as employee contact information, job classification, pay rates, organizational structure, and other key details. Update HR tracking logs including referral bonuses. Provide clerical support to all employees. Assist in planning employee events and projects as needed. We Offer: Pay range: $35-37/hour FREE Medical, Dental, Vision coverage after 60 days of employment 401(k) plan with a generous employer match Free access to Club facilities and amenities Complementary group fitness classes Discounts at Club restaurants, Spa services and products Opportunities for advancement in other roles within the Bellevue Club Employee Recognition Training and Development A luxurious, recently remodeled hotel and cutting-edge fitness facility A unique, thriving, fun and busy environment. Free parking and other great perks! How to Apply: If you are looking for a fun, professional yet casual atmosphere and a great work environment, apply today directly at ***************************** *This organization Participates in E-Verify/Esta Organizacion Participa en E-Verify. *Bellevue Club | Hotel is an Equal Opportunity Employer.

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

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

Janicki Industries is an innovative, family-owned aerospace company located at the foot of the Cascades. We focus on engineering and manufacturing complex projects for companies in the aerospace, defense, and space industries. We are looking for a Director of Human Resources to join our growing team. POSITION DESCRIPTION The Director of Human Resources reports to and directly supports the Vice President of Human Resources. This position plans and administers policies relating to all phases of human resources activity, assists with employee benefits, participates in recruitment activities, trains supervisory personnel in HR policy and legal issues, and oversees compliance efforts and report preparation either personally or through subordinate employees. This role also oversees HR staff and participates in weekly management meetings. The following essential job functions are performed as the Director of Human Resources * Lead and coach a team of HR professionals, managing workflow to maximize efficiency and ensure compliance with company policies, procedures, and all applicable laws * Translate strategic goals into operational HR plans supporting business-critical functions such as operations, engineering, and manufacturing * Partner with senior leaders to coach and develop people managers and emerging talent * Serve as a thought partner to leadership, providing guidance on change management, interpersonal challenges, and organizational growth * Support the continuous improvement of programs that enhance workforce development, retention, and engagement * Support scalable leadership development frameworks to strengthen communication, accountability, and decision-making * Design and implement initiatives to boost employee engagement, manager effectiveness, and company morale * Support the creation and delivery of learning programs that enhance performance management and leadership skills * Oversee consistent and compliant execution of HR operations, including onboarding, benefits, HRIS administration, and the full employee lifecycle * Ensure compliance with all applicable state and federal employment laws and regulations * Investigate and oversee resolution of discrimination, harassment, and other employee relations issues * Maintain the Affirmative Action Program; file annual EEO-1 and VETS-100A reports; maintain records and reporting to meet legal requirements * Oversee and enforce policies related to drug testing, disciplinary actions, and Last Chance Agreements * Review and update HR policies, procedures, and the Employee Handbook to reflect current laws and best practices * Support the development and implementation of compensation structures and total rewards programs * Administer salary guidelines to ensure internal equity and legal compliance. * Ensure consistent application of growth, promotion, and development guidelines across departments * Serve as a steward of company values and mission, fostering a positive, inclusive, and high-performance culture * Support cultural integration efforts during periods of organizational change, restructuring, or expansion * Stay current with HR best practices and legal developments through ongoing education and professional networks (e.g., SHRM) * Represent the company in community and HR-related external activities as needed * Demonstrate the ability to work individually and collaboratively with cross-functional teams * Manage multiple tasks and deadlines effectively while maintaining punctual and regular attendance * Perform other duties as assigned QUALIFICATIONS * Due to our ITAR and EAR regulations, applicants must be a US Citizen or of Legal Permanent Resident Status as defined by 8 U.S.C. 1324b (a) (3). * This position requires the ability to obtain a U.S. Secret Security Clearance (U.S. Citizenship Required). Janicki will assist with gaining this access once employed. Special Access Program or other Government Access Requirements are mandatory for this position and requires candidate agreed to enter a Continuous Evaluation program. EDUCATION/EXPERIENCE * Bachelor's degree in Human Resources, Business, or a related field; industry-relevant degrees also considered. MBA or advanced degree preferred * HR certification (PHR, SPHR, SHRM-SCP) preferred * 10+ years of progressive HR experience, including leadership of a high-performing team * Proven ability to develop and scale programs that support a growing, multi-disciplinary organization * Demonstrated success coaching leaders, building manager capability, and driving organizational change * Strong knowledge of employment law, compliance, and HR best practices in multi-state or industrial settings * Comfortable operating across strategic and tactical levels, can drive big initiatives and still manage day-to-day people needs * Ability to objectively coach employees and management through complex difficult, and emotional issues using judgment that is consistent with standards, practices, policies, procedures, regulation or government law * Self-Starter and self-motivated. Minimum requirement for all positions is a high school diploma or GED. ADDITIONAL INFORMATION * Salary range for this role is between $130,000 and $185,000, plus discretionary bonus, 401(k) matching, vacation, and health benefits. Employees can also receive additional pay for off-shifts. The range provided is Janicki's estimate of the base compensation for this role. Actual amount offered will be based on job-related and non-discriminatory factors such as experience, location, education, training, skills, and abilities. Not sure that you'll be the perfect fit for this role? You should still apply! We'll review your application for other opportunities. We are always on the lookout for talented people! Janicki Industries is an Equal Opportunity Employer. Janicki Industries does not discriminate on the basis of race, color, religion, sex, national origin, sexual orientation, marital or familial status, physical or mental disability, genetic information, age, retaliation, veteran/military service status, or any other legally protected status. Janicki is proud to be a military friendly employer. Applicants or employees wishing to view a copy of Janicki Industries' Affirmative Action Plan for veterans and individuals with disabilities, or applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department at **************. As a federal government contractor and a recipient of federal funding, Janicki is required to abide by federal drug testing requirements (including preemployment drug testing for cannabis). Additionally, because of Janicki's work on aerospace products and the high volume of safety sensitive positions, Janicki takes the safety of its employees very seriously and requires that employees pass a preemployment drug test prior to starting employment.

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

Jefferson Healthcare is seeking a dynamic, results-oriented, highly motivated Chief Human Resources Officer (CHRO) to join our executive team. This is a key leadership role for a strategic, innovative, emotionally intelligent HR professional with a demonstrated record of success. You will lead all HR functions, drive organizational development, and shape culture through initiatives that strengthen engagement, accountability, talent, and performance. As a trusted advisor and key architect of our long-term success, your leadership will directly impact our people, operations, and mission-driven care. Full-Time, Exempt Position Competitive Total Rewards Package Sign On Bonus and Relocation Eligible Industry-Leading Benefits, our comprehensive benefits package ranks in the top 1% of all employers in Washington State. Generous Paid Time Off Jefferson Healthcare is one of the top employers on the beautiful Olympic Peninsula and near Seattle, Victoria, Vancouver, and BC. We are a DNV accredited, 5 Star rated 25-bed Critical Access Hospital with six rural health clinics and a wide scope of specialty services; we provide exceptional care for more than 25,000 residents of East Jefferson County. Jefferson Healthcare is the largest employer in Jefferson County with over 1000 employees and growing. Port Townsend has been named as one of the coolest small towns in America ... with good reason. There are unlimited festivals, endless recreational/hiking/skiing/sailing activities, great places to eat, and a strong and vibrant community feel. National Geographic calls Port Townsend "one of the most sophisticated places west of Seattle" and 16 Best Places to Live in the US in 2015 by Outdoors Magazine. What we are looking for Bachelor's degree required; Master's degree strongly preferred. Minimum of 8-10 years of progressively responsible experience in human resources leadership, healthcare experience preferred. Must include experience across multiple HR disciplines (e.g., compensation, benefits, labor/employee relations, HRIS.) Experience in labor relations and/or labor negotiations preferred. Minimum of 5 years of leadership or supervisory experience required. Must remain current in HR knowledge and meet hospital-mandated education, certifications, and licensure requirements, as applicable. Must bring immediate credibility to the HR function through strong professional qualifications, leadership capabilities, and demonstrated integrity. Excellent interpersonal, communication, and presentation skills, along with strong organizational abilities, are essential. Human Resources certification (e.g., SPHR, GPHR, SHRM-SCP or equivalent) preferred. Learn more about Jefferson Healthcare To inquire about this position, please contact HR Operations Partner, Jessie Michaels at ********************************* Jefferson Healthcare is an Equal Opportunity and Affirmative Action Employer. We promote excellence through diversity and encourage all qualified individuals to apply. Disclaimers: As part of Jefferson Healthcare's commitment to a safe and high-quality workplace, all candidates are required to complete pre-employment screenings, including a criminal background check, and for certain positions, a drug test. Screenings are conducted in accordance with RCW 43.43.815, RCW 43.43.830-.842, and RCW 49.44.240, as well as Jefferson Healthcare's Drug and Alcohol Policy. Roles designated as safety-sensitive may be tested under a standard or modified (non-THC) drug panel, consistent with Washington State law. The base salary range for this position reflects both market competitiveness and the full compensation potential for the role. Individual offers will be determined based on a candidate's qualifications and experience beyond the stated minimum requirements. In most cases, compensation will fall between the minimum and midpoint of the range. Placement above the midpoint will be reserved for candidates whose qualifications significantly exceed the minimum requirements.

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.

Compensation and Benefits Manager Absolute Software is seeking a strategic and data-driven Compensation and Benefits Manager to facilitate the design, implementation, and administration of global compensation and benefits programs. This role ensures competitive, equitable, and compliant practices across all geographies, while also managing the HRIS platform to maintain data integrity and enable insightful reporting. What You'll Do Compensation Strategy & Execution Develop and implement global compensation strategies aligned with business objectives, market trends, and pay equity goals. Conduct market benchmarking and salary surveys to ensure competitive positioning across regions. In concert with members of the HR team, design and facilitate annual compensation cycles including merit increases, promotions, and bonus allocations. Partner with HR and Finance to forecast compensation costs and model scenarios for strategic planning. Maintain up-to-date knowledge of compensation trends and regulatory changes in all countries of operation (US, Canada, UK, Spain, Vietnam, and various countries in Latin America and Asia Pacific.) Benefits Administration Oversee global benefits programs including health insurance, retirement plans, wellness initiatives, and leave policies. Evaluate and recommend enhancements based on employee feedback, utilization data, and market trends. Manage vendor relationships and ensure effective delivery of benefits services. Lead benefits enrollment processes and ensure clear communication of offerings to employees. Ensure compliance with local, provincial/state, and federal regulations (e.g., ERISA, FLSA, CRA). Maintain accurate records, review and process PRs and invoices, and reconcile billing. Employee Support & Communication In conjunctions with our benefit brokers, serve as a point of contact for employee inquiries related to benefits, ensuring timely and empathetic resolution. In conjunctions with HRBPs, serve as a point of contact for employee inquiries related to compensation. Develop and maintain FAQs, guides, and training materials to support employee understanding of programs. Partner with HRBPs to address individual concerns and support retention strategies. HRIS Management & Reporting Oversee the HRIS platform (Workday/ADP) to support compensation, benefits, and broader HR functions. Ensure data accuracy and integrity across compensation, benefits, and performance records. Generate and analyze reports to identify trends, create slides for knowledge transfer, support leadership meetings & audits, and informed decision-making. Collaborate with IT and HR teams on system upgrades, configuration changes, and new module implementations. What You'll Bring Strong commercial awareness and understanding of global labor markets. Advanced analytical skills with proficiency in Excel (pivot tables, VLOOKUP, modeling). Advanced knowledge of US, Canadian and UK benefit programs. Working knowledge of benefit programs for other countries. Strong research skills to identify gaps and enhancements for global benefit programs. Excellent project management and organizational skills. High attention to detail and commitment to data accuracy. Strong communication skills and ability to explain complex concepts clearly. Experience with HRIS platforms and data reporting tools. Preferred Experience Bachelor's degree in Human Resources, Business, or related field. 5+ years of experience in compensation and benefits, preferably in a global context. Working knowledge of US and Canadian employment laws; international experience a plus. Experience with compensation modeling and benefits optimization. The pay range Seattle Metro Area (hybrid office/home) - range of US $100K - 140K Vancouver Metro Area (hybrid office/home) - range of CAD 90K - 130K Absolute's compensation program is based on regional market. Candidates outside of Seattle and Vancouver metro area can be provided location specific ranges Why Work For UsYou're resilient and passionate about securing the Work from Anywhere era. So are we. We're in search of the best and the brightest - everyone from innovators, sellers and marketers to financers, operators and especially customer relationship managers - we're looking for top tier talent to help us shape the next decade of security, drive innovation that enables customers with truly disruptive solutions and are dedicated to making a meaningful difference. Headquartered in Seattle, Washington with international offices in Vancouver - BC, Austin - TX, Boulder - CO, Ankeny - IA, Reading - UK and Ho Chi Minh City - Vietnam, Absolute Security accelerates customers' shift to work-from-anywhere through the industry's first self-healing Zero Trust platform, ensuring maximum security and uncompromised productivity. Only Absolute is embedded in more than half a billion devices, offering a permanent digital connection that intelligently and dynamically applies visibility, control and self-healing capabilities to endpoints, applications, and network access to ensure their cyber resilience tailored for distributed workforces. Our vision is to be the world's most trusted security company - and to empower end users to connect securely and from anywhere, to all the applications they need to collaborate and get their work done, without interruptions and with an optimal network experience. Absolute currently serves approximately 16,000 customers with more than 13 million activated endpoints globally. G2 recognized Absolute as a Leader in the Winter 2022 Endpoint Management and Zero Trust Networking Grid Reports, reflecting our continued customer satisfaction across product lines. To learn more about Absolute, visit our website at **************** or visit our YouTube channel Absolute Security is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. If you need assistance or an accommodation due to a disability, you may contact us at [email protected]

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. 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: $67,725 - $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.

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.

Pariveda Solutions is seeking a proactive and people-focused professional to fill the full-time role of Employee Experience Specialist for our Seattle, Los Angeles and San Francisco offices. The Employee Experience Specialist role is more than just office management-it's about creating a welcoming, efficient, safe and engaging workplace that reflects our values and supports our people. This role will report to the Human Resource Business Partner (HRBP) and will be the heart of the Seattle, Los Angeles and San Francisco offices, collaborating with local senior leaders to foster and enhance positive employee experiences for our Seattle, Los Angeles and San Francisco employees. As the Employee Experience Specialist, you'll oversee the daily office operations, support HR and facilities functions, and lead initiatives that foster strong, connected and inclusive company culture. This role is based in Seattle and requires being in-office 2-3 days per week and traveling to Los Angeles and San Francisco, California at least once per quarter. We Look For: Bachelor's Degree from an accredited college or university or comparable experience 4-6 years of work experience in a similar role, preferred Excellent written and verbal communication skills Polished professional presence and demonstrated experience working with senior leaders A proactive approach to problem-solving with strong decision-making skills Sound prioritization and judgment Proven ability to work independently and collaboratively Ability to maintain a high degree of confidentiality Attention to detail and solid time management Thrive in a fast-paced, changing environment Ability to prioritize multiple tasks and projects Ability to foster connection and In-depth understanding of entire MS Office suite You Can Expect To: Serve as a local culture advocate by building a deep knowledge of our company culture, core values and employee development processes; monitor and promote employee engagement; celebrate milestones and foster a positive workplace environment Partner on culture initiatives by collaborating with local leadership to implement programs that enhance employee engagement, experience and connection Foster connection and collaboration in a virtual environment, bringing energy, empathy and creativity to team interactions; build a sense of community despite geographic distance Actively engage with remote colleagues and contribute to a vibrant, inclusive team culture across locations Plan and execute local events by organizing all hands meetings, leadership meetings, etc. to strengthen relationships and support business functions Facilitate meetings and processes by supporting and advising on the performance review process, candidate interviews, etc. to ensure smooth delivery of key people and talent programs Support HR processes by integrating new employees into the office, conducting culture trainings, etc. Oversee office operations by managing facilities, vendor relationships, office supplies, space planning, conference rooms, etc. to ensure a safe, functional and welcoming environment Ensure safety and business continuity by maintaining emergency preparedness plans, coordinating drills and liaising with building management on security and safety matters Providing administrative and operational support by supporting budgeting processes, expense approvals and other activities that enable local leadership to operate effectively Pariveda Benefits Transparent and Equitable Salary. The base salary for this role begins at $87,800. Actual salaries may vary based on factors including, but not limited to experience and performance. Comprehensive medical, dental, and vision insurance for you and your family Employer Health Savings Account (HSA) contribution 2% 401(k) match, vested immediately Company ownership through Employee Stock Ownership Plan (ESOP) 4 weeks PTO, 10 holidays, 1 floating holiday Paid sabbatical after 5 years of service for Principals and above Paid parental leave & breast milk shipping costs reimbursed for work travel Employee Assistance Program (EAP), health concierge,and financial wellness tool Company paid cell phone plan and device stipend Life insurance Short-Term and Long-Term Disability Pariveda Solutions aspires that our employee diversity is representative of the markets in which we serve. Employment decisions are based solely on merit and business needs and not on race, color, religion, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, marital status, national origin, citizenship status (if authorized to work in the U.S.), uniform service member, military or veteran status, ancestry, age (over 40), physical or mental disability including HIV or AIDS, medical condition, genetic information, political affiliation, or any other category protected by applicable federal, state, or local law. The Company provides equal employment opportunity in all aspects of employment and employee relations, and all other terms, conditions, and privileges of employment in accordance with applicable federal, state, and local laws. #LI-Hybrid

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 *

Part-time Description Program/Department: Gateway Fellowship / HR Job Title: Employee Relations Specialist Reports To: HR Director The Employee Relations Specialist at Gateway is a part-time role, focused on onboarding, record management, HR support, and training coordination. The role ensures efficient HR operations, contributing to a positive employee experience and supporting the overall mission of Gateway. As a member of the Gateway OneTeam, you will support and demonstrate an understanding of the church's mission: Presenting Hope and Developing People. Key qualifications include possessing a character that reflects biblical godliness, demonstrating a meaningful, personal relationship with Jesus Christ, and active involvement in a local body of Christian believers. Job Status: Part-time (M-F) 25 hrs/wk; 52 wks/yr) Salary Range: $20 - $25/hr Work Location: in person BENEFITS Sick, Vacation, and Holiday pay EMP (Employee Assistance Program) Tuition discount at all Crosspoint Christian School campuses, including the Learning Center 403b Plan (Employee Contribution) KEY RESPONSIBILITIES - Focus: recruiting, onboarding, and employee experience. Manage job descriptions, postings, and recruitment activities, including candidate tracking and communication. Support the candidate process, verifying director compliance with reference checks, interview scheduling standards, and ensuring candidates move through the hiring process efficiently. Prepare and manage offer letters, conduct background checks, and oversee onboarding workflows (including key distribution, alarm access, welcome letters, and IT coordination). Process employee changes such as job updates, compensation adjustments, and supervisor assignments. Assist with the offboarding process for departing employees. Coordinate director and supervisor training, distribute HR resources, support timecard management, and provide guidance for working in Paylocity. Maintain accurate and organized employee records, including filing, record keeping, and documentation of HR processes, and assist the HR Director with employee reports and audits. Provide support for employee questions, such as holiday days, etc. Responsible for procurement and tracking of birthdays, work anniversaries, and other employee milestone gifts and celebrations. Schedule and coordinate conference rooms for HR Director meetings. Support and complete other HR duties as required Requirements QUALIFICATIONS Bachelor's degree preferred; equivalent HR or administrative experience considered. 3+ years' experience in HR support, employee relations, or client-service HR role. Knowledge of HR processes, payroll systems (Paylocity preferred), and benefits administration. Strong interpersonal, communication, and organizational skills. Must have a passion and skillset for building and maintaining processes and procedures Ability to handle confidential information with discretion and professionalism. Salary Description $20-$25/hr

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.

Job Description Chief Human Resources Officer Jefferson Healthcare is seeking a dynamic, results-oriented, highly motivated Chief Human Resources Officer (CHRO) to join our executive team. This is a key leadership role for a strategic, innovative, emotionally intelligent HR professional with a demonstrated record of success. You will lead all HR functions, drive organizational development, and shape culture through initiatives that strengthen engagement, accountability, talent, and performance. As a trusted advisor and key architect of our long-term success, your leadership will directly impact our people, operations, and mission-driven care. Full-Time, Exempt Position Competitive Total Rewards Package Sign On Bonus and Relocation Eligible Industry-Leading Benefits, our comprehensive benefits package ranks in the top 1% of all employers in Washington State. Generous Paid Time Off Jefferson Healthcare is one of the top employers on the beautiful Olympic Peninsula and near Seattle, Victoria, Vancouver, and BC. We are a DNV accredited, 5 Star rated 25-bed Critical Access Hospital with six rural health clinics and a wide scope of specialty services; we provide exceptional care for more than 25,000 residents of East Jefferson County. Jefferson Healthcare is the largest employer in Jefferson County with over 1000 employees and growing. Port Townsend has been named as one of the coolest small towns in America ... with good reason. There are unlimited festivals, endless recreational/hiking/skiing/sailing activities, great places to eat, and a strong and vibrant community feel. National Geographic calls Port Townsend "one of the most sophisticated places west of Seattle" and 16 Best Places to Live in the US in 2015 by Outdoors Magazine. What we are looking for Bachelor's degree required; Master's degree strongly preferred. Minimum of 8-10 years of progressively responsible experience in human resources leadership, healthcare experience preferred. Must include experience across multiple HR disciplines (e.g., compensation, benefits, labor/employee relations, HRIS.) Experience in labor relations and/or labor negotiations preferred. Minimum of 5 years of leadership or supervisory experience required. Must remain current in HR knowledge and meet hospital-mandated education, certifications, and licensure requirements, as applicable. Must bring immediate credibility to the HR function through strong professional qualifications, leadership capabilities, and demonstrated integrity. Excellent interpersonal, communication, and presentation skills, along with strong organizational abilities, are essential. Human Resources certification (e.g., SPHR, GPHR, SHRM-SCP or equivalent) preferred. Learn more about Jefferson Healthcare To inquire about this position, please contact HR Operations Partner, Jessie Michaels at ********************************* Jefferson Healthcare is an Equal Opportunity and Affirmative Action Employer. We promote excellence through diversity and encourage all qualified individuals to apply. Disclaimers: As part of Jefferson Healthcare's commitment to a safe and high-quality workplace, all candidates are required to complete pre-employment screenings, including a criminal background check, and for certain positions, a drug test. Screenings are conducted in accordance with RCW 43.43.815, RCW 43.43.830-.842, and RCW 49.44.240, as well as Jefferson Healthcare's Drug and Alcohol Policy. Roles designated as safety-sensitive may be tested under a standard or modified (non-THC) drug panel, consistent with Washington State law. The base salary range for this position reflects both market competitiveness and the full compensation potential for the role. Individual offers will be determined based on a candidate's qualifications and experience beyond the stated minimum requirements. In most cases, compensation will fall between the minimum and midpoint of the range. Placement above the midpoint will be reserved for candidates whose qualifications significantly exceed the minimum requirements. Job Posted by ApplicantPro

As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills, and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits, and natural beauty. **Overview** The Department of Psychiatry and Behavioral Sciences (PBSCI) within the UW School of Medicine is the third largest clinical department with 350 full-time faculty members, 500 courtesy faculty members, and 350 staff. Department faculty provide clinical services in 5 hospitals, outpatient mental health clinics, and 14 primary care locations, in addition to telepsychiatry consultations to more than 150 clinics in Washington and beyond. As the only academic psychiatry department serving the five state WWAMI region (Washington, Wyoming, Alaska, Montana, Idaho), the Department's highly competitive residency training program is largely responsible for developing the mental health workforce in the Pacific Northwest. The Department's robust research portfolio totals $60 million in grants and contracts per year for projects ranging from clinical neurosciences to treatment development to health policy and population health. The Department is recognized as an international leader in developing, testing, and implementing Collaborative Care, an integrated care model increasingly seen as a solution for population-based mental health care. Other areas of excellence include Addictions, Autism, High Risk Youth, Neurosciences, and Trauma, and the Department is developing innovative new programs in Technology and Mental Health, Global Mental Health, Maternal and Child Mental Health, and Targeted Intervention Development. **The Department of Psychiatry and Behavioral Sciences is recruiting for a Faculty Recruiter/Academic HR Manager.** **Position Purpose** The University of Washington (UW) is proud to be one of the nation's premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoy outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty. The Department of Psychiatry and Behavioral Sciences within the UW School of Medicine is recruiting for an experienced Human Resources Manager with a focus on faculty recruitment. Psychiatry is the third largest department in the School of Medicine and has centralized administrative support for the entire department. This individual will report to the Faculty Human Resources Business Partner and will provide general faculty and academic HR support and faculty recruitment efforts. The position will be part of a team of human resource professionals supporting the department that is composed of an Associate Director for HR, two lead Human Resources Business Partners (Faculty/Academic and Staff focused), two Human Resources Coordinators (Faculty/Academic and Staff focused), a Program Operations Specialist with a focus on payroll, and two Human Resource Dept/Admin Manager positions (one focused on staff and this position focused on faculty and academic appointments and recruitment). As a unit, they provide full support for departmental faculty, academic, and staff human resources and payroll. **Position Complexities** Given privileged and highly confidential information and trusted to act upon this information accordingly and with discretion; manages appointments of individuals who are located across the WWAMI region; must interact and collaborate with multiple offices and individuals in several states. **Position Dimensions and Impact to the University** This position is critical to supporting the educational mission of the department, school and University. It is required to ensure the department remains compliant in its training of residents and medical students by managing the appointments of clinical faculty supervisors. **Responsibilities** Academic Human Resources Faculty Recruitment Efforts: + Develop and implement recruitment campaigns targeting psychiatry residents and other candidate pools (e.g., emails, mailers, LinkedIn, conferences). Includes development of print and digital recruitment collateral and talking points through partnership with the Department's Associate Director of Communications. + Manage full cycle recruiting: posting positions and advertisements in Interfolio, targeted trade journals and websites, sourcing diverse candidates, screening applications, and preparing offer letters. + Partner with service chiefs and leadership to identify top candidates and forecast hiring needs; maintain candidate banks for future positions. + Proactively source and actively network with internal and external partners (including department chairs, residency program directors) to expand candidate pipelines and identify candidates for recruitment. + Organize and represent the department at recruitment events and national professional society meetings (including occasional travel). + Keep abreast of information to use in our recruitment efforts (e.g., rankings, why WA is the best state in America, UW Medicine best employer, etc.). + Maintain recruitment metrics (e.g., open/filled positions, time-to-fill, forecasted needs, separations) and report trends. + Advise service chiefs and leadership on the recruitment regulations, best practices, and compensation guidelines. + Ensure compliance with federal, state, and university recruitment and hiring policies and laws. Faculty and Academic Personnel Onboarding and Offboarding + Support recruitment of new faculty, acting, clinical, tenure, without tenure and research faculty, as well as trainee appointments (postdoctoral scholars, fellows, non-ACGME fellows, clinician researchers, etc.) including posting advertisements, coordinating search committees, advising the Chair, and scheduling visits in accordance with Department, School of Medicine, and University policies. + Manage and submit annual hiring plan to the School of Medicine. + Partner with the lead Faculty HR Business Partner to ensure compliance with all policies and requirements for Interfolio postings, Workday entries, onboarding, and collective bargaining agreements. + Manage collection and timely submission of appointment packets; Coordinate Medical Staff appointment packets with Office of Medical Staff Appointments (OMSA); request AMC access for all appointments, and EPIC access for clinically active appointments. + Oversee onboarding and separations in compliance with the University and School of Medicine requirements. Faculty and Academic Personnel Appointments, Reappointments, and Promotions + Implement appointment, reappointment, and promotion processes under delegated authority from the lead Faculty HR Business Partner. + Manage all appointments, reappointments, and promotions in compliance with University and School of Medicine requirements and deadlines. + Oversee annual and term faculty (courtesy, clinical, acting, adjunct, affiliate, and visiting) appointments, reappointments, promotions, CTM and Workday updates, onboarding, and separations. + Oversee the annual merit review process. + Manage reappointments and separations for trainees (postdoctoral scholars, Fellows, Non-ACGME Fellows, clinician researchers, etc.) in accordance with collective bargaining agreements in Workday and on PsycSource, the department's intranet and internal ticketing/tracking system. + Prepare annual materials and communications for faculty and academic personnel actions, ensuring review materials are distributed to voting faculty. + Support mandatory and non-mandatory promotion processes for regular and research faculty. Faculty and Academic Personnel Compensation + Manage faculty compensation actions (e.g., X/Y shifts, ADS, TPS, MAC, SAAC, retentions), prepare justification letters for the Chair, and complete CTM and Workday updates and business processes. + Process FTE changes and ensure data accuracy in SOM CTM system and Workday. Compliance + Maintain electronic records of faculty appointments, licensure, outside compensation, annual review, and other documents within the department. + Identify and address issues requiring early intervention using independent judgment, collaborating with other decision makers as needed. + Respond to audit requests from the School of Medicine in a timely manner. + Advise and provide guidance to department faculty and staff on new Academic HR policies and procedures. + Run Workday reports to track reappointments, ensuring timely processing and extensions. + Assist with academic personnel leave tracking and reporting. Process Improvement + Identify opportunities for process improvement; draft proposals, implement plans, and evaluate outcomes. + Continuously evaluate and improve recruitment policies and procedures. + Perform other faculty affairs tasks as assigned. **Minimum Qualifications** + Bachelor's Degree in human resources, business, social sciences, communications, or related field AND two years experience OR equivalent combination of education and experience. **Additional Qualifications** + Demonstrated understanding of HR management principles, including recruitment (e.g., outreach, sourcing, networking), engagement, development, compensation, employee relations, employment law, and benefits. + A thorough understanding of State and Federal policies related to human resources. + Strong customer service orientation with the ability to maintain a positive attitude. + Successful, demonstrated ability to provide very high-quality customer service. + Solutions-oriented, demonstrating strong initiative and follow-through. + Ability to handle confidential information with tact, discretion, and diplomacy, and to maintain strict confidentiality. Work with confidential information and take appropriate action. + Successful history and ability to work on large, complex projects in a deadline-driven environment. + Must be a self-starter who works successfully from stated goals without instruction. + Must be able to work independently with exceptional organizational, planning, time management skills, and initiative. Must also be able to work as a member of a team and to collaborate with others. + Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a calm demeanor under pressure and communicate effectively at all levels within an organization. + Professional level competency with general MS Office applications, e.g., Word, Excel, Outlook, Teams, and ability to learn new software applications as necessary to do the job. + Ability to thrive while working with a high volume of work and critical, time-sensitive deadlines. A flexible and open mindset is essential. + Ability to research and synthesize information and communicate effectively to lay audiences in verbal and written form. + Possess in-depth knowledge of Workday transactions and functionality, including initiation, approvals, process-flows, downstream impacts, and business consequences. **Desired Qualifications** + Three to five years of relevant work experience. + Experience with academic personnel. + Experience with Psychiatry and Psychology specialties. + Experience organizing and staffing recruitment booths and in creating recruitment and outreach materials. + Experience creating recruitment plans, candidate banks, outreach strategies, and networking through multiple avenues (e.g., professional societies, affinity groups, listervs, etc.). + Proven expertise at managing both academic and staff human resources at a UW department level. + Familiarity with UW systems such as Workday, Interfolio, and other HR service platforms. + Working knowledge and interpretation of university policies and procedures. + Ability to represent the department and university in positive and engaging ways. + Comfort with and ability to express complex employment factors to a variety of audiences. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $70,764.00 annual **Pay Range Maximum:** $106,140.00 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.