Human resources manager jobs in Spokane Valley, WA

Human Resource Coordinator HUMAN RESOURCE COORDINATOR We're A Team That Guides Each Other! Dillabaugh's Flooring America in Boise, ID is searching for a Payroll & Human Resource Coordinator to join their growing team. If you can complete tasks with the highest operational efficiency, be a team player, and have a passion to interact with people, then this is the career opportunity you have been waiting for! Dillabaugh's has been delivering peace of mind and confidence to homeowners and contractors since 1982. They desire to be everyone's trusted flooring, cabinetry, and granite advisors just like they've been for countless families in the Treasure Valley for over 40 years. Their goal is simple: to deliver an experience that instills confidence, creativity, and peace of mind surrounding everyone's investment. To learn more about Dillabaugh's Flooring America check out: ********************************** What We Offer: Hourly Range: $26 - $29 (based on experience) Full Time: 40 hrs./5-day work week (Monday - Friday: 8 am to 5 pm) 30 to 60 day paid training Medical, Dental, & Vision Insurance Life Insurance Retirement Plan w/up to 3% company contribution Paid Vacation, Sick Leave & Time Off Employee discounts on products & services Potential for growth within organization Responsibilities: This role will report to the Accounting Division Controller Accurately process weekly and bi-weekly payroll using Paycom Maintain accurate & confidential employee records, managing sensitive matters such as promotions, role changes & terminations Respond promptly to employee payroll & compensation inquiries Administer employee benefits including health, dental, vision & 401(k) plans, handling enrollments, termination & changes Monitor payroll tax compliance across multiple states (ID/OR) Facilitate smooth new hire onboarding, including system setup, orientation & documentation Partner with managers & team leads to support employee needs Resolve basic HR questions & reinforce policies & procedures Assist with HR compliance & reporting, including ACA, OSHA, EEO & policy audits Oversee workers' compensation documentation & claim coordination Contribute to continuous improvement of HR & payroll systems Desired Skills & Qualifications: Minimum of 3-5 years proven work experience in HR Generalist, Payroll Specialist, HR Manager, Talent Acquisition Specialist, Employee Relations, or similar role. Valid driver's license & reliable form of transportation (REQUIRED) Will need to pass a drug test (REQUIRED) Strong working knowledge of Microsoft Office, HRIS & PPS Knowledge of general human resources & payroll procedures/policies Excellent verbal & written communication skills Strong collaboration skills & ability to delegate effectively Organizational skills & the flexibility to jump from priority to priority Advanced time management, interpersonal skills & detailed oriented Strong mathematical & analytical skills Exceptional critical thinking & problem-solving abilities Strong personal & professional ethics A positive attitude & desire to exceed expectations Knowledge of Paycom a plus (Willing to train) How to Apply: Use the response option in this job board Attach an up-to-date resume outlining your experience for the position A cover letter is always appreciated * Qualified candidates will be contacted by email to complete the first stage of the interview process* Dillabaugh's Flooring America is an Equal Opportunity Employer

Make a Difference in YOUR Career! Our vision is both simple and ambitious: to put our drinks on every table. We are the leading global independent beverage solutions provider. We serve a broad range of national and international retailers as well as Global, National and Emerging (GNE) brands. Our products are distributed worldwide from our production sites in Europe, North America, and Australia. Although our own branding may not appear on the labels of the beverages we produce, there is a good chance you are reading this while sipping one of our drinks. Our ambition is to continually improve and it's what keeps us at the top of our game. We are solutions-based. We are innovative. We seek out new challenges and conquer them. This is our company ethos, but it's our people's too: Refresco is at the cutting edge of a fast-moving industry because we have passionate people pushing the boundaries of what's best. Stop and think: how would YOU put our drinks on every table? Position Description The Human Resources Business Partner is responsible for providing effective and efficient Human Resource management at their production location. The job holder supports the plant leadership team to recruit, retain, develop and motivate high quality employees to enable the plant to achieve organizational objectives. This position reports to the Regional Director of HR. Essential Job Functions: Daily management of all HR related issues at the production location. Ensure comprehensive understanding of and adherence to all HR policies and procedures as well as external influences such as employment State/Provincial legislation and political inference. Provides a progressive, best practice service to all Managers at the production location covering areas such as, but not limited to recruitment and selection, employee onboarding, performance management, training and development, organizational change, communication programs, industrial relations and workforce planning. Develops and implements consistent framework of employment standards which ensure competitiveness in the communities in which we operate and which position Refresco as an employer of choice. Establishment of departmental performance standards and objectives ensuring the monitoring and delivery of these. Source and develop external partnerships with vendors such as recruitment agencies and maximize the quality of service and return on investment. Establishment of departmental performance standards and objectives ensuring that these support the overall business plan. Work with and networks with HR colleagues across all locations to ensure sharing of best practices. Actively involved in activities in the local communities that will build the Refresco employer brand. Work with the Talent Acquisition team to ensure effective hiring and onboarding of hourly and salaried employees at their location. Manage the plants payroll functions and ensure timely and complete delivery of all necessary payroll related files to the central payroll team. Delivers direction to the Human Resources admin and ensures HR administrative tasks get executed in a timely and complete manor. Trains supervisors and managers on the Manager Self Service features in our Payroll and Time & Attendance system. Act as a first point of contact for all benefits related questions at the location, actively supports employees during open enrollment and ensures all benefits related information is being entered into the system in a timely and complete manner. Encourage a safe working environment by actively participating in safety related activities and by facilitating and or participating in safety committee meetings at the location. Ensures a timely and complete delivery of Human Resources data and metrics for either standardized reports or ad hoc information requests. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. Required Skills: Proficiency in Microsoft Word, Excel, Outlook, PowerPoint and HRIS. Strong organization and communication skills, ability to multi-task while paying attention to detail and working in a high volume, fast paced environment. Demonstrated professional success payroll administration, recruitment and employee relations. Ability to speak effectively interact with all levels of management. Ability to manage multiple assignments and coordinate activities to meet specific deadlines. Ability to interpret the company's policies and procedures to management and hourly employees. High level of accountability, quality and innovation (strives for high performance, emphasizes problem prevention, develops ideas for improvement, document new processes, ensures accuracy of information). Comfortable working independently and showing initiative. Competencies: Business Acumen and Data Literacy-Is knowledgeable regarding most business practices and processes. Is literate in business language and comfortable communicating about all facets of the business. Makes recommendations that support organizational goals. Makes decisions that drive people capabilities to the organization's advantage. Clearly communicates using financial metrics and concepts when making the case for new projects or initiatives. Communication-Seeks to understand others' points of view, looking at verbal and nonverbal cues to encourage open and honest discussions. Invites and encourages others to participate in discussions. Projects a sincere and genuine tone. Remains calm when dealing with others who are upset or angry. Provides and seeks support to improve communication. Does not jump to conclusions or act on assumptions. Tailors' messages to meet the different needs of different audiences. Accurately interprets responses of others to their words and actions. Provides feedback effectively and with empathy. Coaches' employees and managers on how to effectively communicate. Problem Solving and Decision Making- Takes action to remove obstacles and address problems before they impact performance and results. Initiates the evaluation of possible solutions to problems. Makes effective decisions about work task prioritization. Appropriately assesses risks before making decisions. Effectively navigates through ambiguity, using multiple data points to analyze issues and identify trends. Coaching & Conflict Management- Uses "active listening" to understand viewpoints of others. Adjusts one's position or view to try and resolve conflict. Change Champion-Follows, implements, and communicates change management strategies and plans. Leverages change management best practices. Education and Experience: Bachelor's degree in business, Human Resources or related field (or equivalent related experience). Five (5) years of management experience in Human Resources with prior experience in staffing and employee relations. Experience with Washington State Labor Law required. Previous manufacturing HR experience preferred. Experience handling highly confidential and sensitive information. Experience conducting first-line and management training. Experience with applicant tracking systems and HRIS applications. Knowledgeable in Microsoft Office applications including Word, Excel, PowerPoint, and Outlook. Working Conditions: Physical Demands - Continuously sitting for prolonged periods, as the job is administrative in nature. Visual/Sensory - This position requires attention to detail, requiring attention with one or two senses at a time. Work environment - Work and environment fasted paced, requiring ability to remain focused under pressure. Mental Stress - There is pronounced pressure from deadlines, project management, accuracy or similar demands. Travel Requirements: Limited A Career with Refresco Refresco Beverages US Inc. offers the following competitive pay and comprehensive benefits: Pay Range: $99k - $110k, plus eligibility for performance-based bonuses based on company objectives. Cell Phone Allowance: $63.50/month Status: Exempt Medical/Dental/Vision Insurance Health Savings Accounts and Flexible Spending Accounts Life and AD&D Insurance, critical illness, hospital indemnity, and accident insurance Short-term disability and long-term disability Pet Insurance Legal Benefits 401(k) Savings Plan with Company Match 12 Paid Holidays 15 Vacation Days and 6 Paid (Sick) Time Off Days Well-being Benefit Discount and Total Reward Programs The applicant who is hired will receive wages within the range that will be based on several factors, including, as applicable, criteria such as years and type of experience, relevant education, training, qualifications, certifications/licensing, skills, geographic location, performance, market considerations, seniority system, merit system, systems that measure earnings by quantity or quality of production, and business or organizational needs. How to apply: . click apply for full job details

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.

Pacific Northwest University of Health Sciences (PNWU), located in Yakima, Washington, seeks an accomplished and solution oriented executive to serve as the Vice President of Human Resources and Workplace Experience (VPHRWE) to reimagine, elevate, and advance the role of human resources within the organization and to play a critical role in helping to shape the future of PNWU's workplace culture and employee experience. Since graduating its inaugural class of 70 Doctors of Osteopathic Medicine in 2012, PNWU has grown substantially, with five health science programs designed to meet the needs of rural and medically underserved communities. The College of Osteopathic Medicine, School of Physical Therapy, School of Occupational Therapy, School of Dental Medicine, and the Master of Arts in Medical Sciences program focus on producing healthcare professionals who reflect and serve the local communities. Located on a collaborative, 70-acre health sciences campus, with 690 students across five health programs, 97 faculty members, and 203 staff, PNWU serves as a hub of collaboration and innovation. The VPHRWE will join PNWU at a time of meaningful momentum with the continued advancement of a dynamic strategic plan (2025-2028), ongoing expansion of academic offerings, and deepening of clinical partnerships. In addition, the recent appointment of the institution's seventh President, Dr. Michael H. Mittelman, marks a pivotal moment for PNWU, as the University continues to expand its mission-driven work in health sciences education and service to underserved communities. Reporting directly to President Dr. Michael H. Mittelman and serving as a key member of the President's executive leadership team, the VPHRWE is the principal steward of PNWU's human-capital strategy, aligning strategy, resources, and operations to advance institutional priorities and shared accountability. Following the institution's two decades of rapid growth, this leader will have the opportunity to build a modern, sophisticated, and strategic human resources organization, to establish best practices, policies, systems, and programs to effectively support the evolving needs of the organization and its mission-driven employees at all levels. As a result, the HR organization will be known for service excellence, transparent communication, and evidence-based decision-making. Particular areas of focus for the VPHRWE include shaping a transformative and future-focused strategy for human resources, implementing best practices for the recruitment and hiring of top talent, delivering comprehensive training for managers and supervisors, implementing programs to elevate workplace experience, and deepening campus-wide trust through transparent communication and engagement. In addition, a key priority for the VPHRWE is fostering a culture of university-wide succession planning, leadership development, and structured role-based learning pathways that cultivate supervisor capability and support employee career progression. This ensures that the University not only retains top talent but also empowers individuals at every level to advance and realize their professional goals. As a result, the VPHRWE will support a dynamic and resilient workforce, driving operational excellence and positive outcomes for the community, and will sustain university-wide employee engagement and productivity across the institution. Requirements The PNWU community desires a leader who brings demonstrated experience advancing transformational change in complex mission-driven environments, who possesses broad human resources knowledge and a strong record of driving efficiencies and innovation in HR business practices, fostering collaboration across all levels of an organization, and delivering strategic consultative services to organizational leadership. In addition, the ideal candidate will have a reputation as a transparent and trusted colleague, an excellent listener, and will possess the humility to roll up their sleeves and be known as a solution-oriented problem solver. Unquestionable integrity, strong management skills, and the courage to take a firm stand or apply a gentle touch as a situation requires will be critical. A deep resonance with and eagerness to embrace PNWU's service-centered mission and values and contribute to and advance these within the University and beyond will be paramount. The leader will bring experience supporting a workforce of diverse constituents, an appreciation for and understanding of the nuanced needs of faculty, including clinical faculty, and at least ten years of progressively responsible human resources experience, including supervisory experience with an institution of higher education or healthcare system of comparable size and complexity. Prior experience in a graduate health sciences institution is strongly preferred. All applications, nominations, and inquiries are invited. Applications should include, as separate documents, a CV or resume and a letter of interest addressing the themes in the leadership profile available at ******************** Professional references are not requested at this time. WittKieffer is assisting Pacific Northwest University of Health Sciences in this search. For fullest consideration, candidate materials should be received by November 3, 2025. Application materials, nominations, and inquiries can be directed to: Sarah Palmer and Luis Bertot at PNWU_********************** Anticipated annual salary range for the opportunity is $220,000 - $275,000, commensurate with experience and qualifications. Relocation assistance available. Benefits include medical, dental, and paid time off. Full details: PNWU Employee Benefits. PNWU is an equal opportunity employer and makes employment and student application decisions on the basis of merit. The University shall not discriminate against faculty, staff, volunteers, students, or applicants on the basis of race, ethnicity, color, religion, sex, gender, national origin, age, disability, sexual orientation or gender identity, marital status, or any other characteristic protected by law for any reason including recruitment, selection, and promotion. As well, PNWU prohibits all forms of harassment by students, employees, guests, or volunteers whether intentional or unintentional, on campus or at other owned or contracted facilities.

SUMMARY OF POSITION: The Director of Human Resources (HR) is responsible for the human resource function for the Washington City Mission, a Christ centered, nonprofit organization dedicated to serving individuals and families experiencing homelessness. This role ensures the organization attracts, develops, and retains a highly qualified, mission-driven workforce while maintaining compliance with all employment laws and fostering a safe, inclusive, and supportive environment. DUTIES AND RESPONSIBILITIES: Leadership and Strategy Serve as a member of the senior leadership team, contributing to organizational strategy, workforce planning and culture development. Align HR policies and practices with the organization's mission, values, and strategic goals. Promote a culture of diversity, equity, inclusion, and respect throughout the organization. Recruitment & Staffing Oversee recruitment, selection, and onboarding processes to ensure the shelter attracts and retains qualified and mission-driven employees. Partner with managers to forecast staffing needs and develop creative recruitment strategies. Employee Relations and Development Provide leadership in resolving employee relations issues, ensuring fair and consistent application of policies. Oversee performance management processes, including evaluations, coaching, and progressive discipline. Develop and implement professional development and training programs to support staff growth and retention. Administer compensation, benefit, and leave programs, ensure competitive offerings appropriate to the nonprofit sector. Collaborate with finance to develop and monitor HR budgets Manage relationships with benefits brokers and vendors Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and nonprofit best practices. Maintain personnel records in accordance with applicable laws and organizational policies. Develop and enforce workplace safety and wellness initiatives, ensuring compliance with OSHA and other regulations. HR Operations Lead the development and implementation of HR policies, procedures, and employee handbook updates. Manage HR technology systems, ensuring accuracy and efficiency in payroll, timekeeping, and employee records. Provide HR metrics and reports to leadership and the board as needed. SKILLS AND QUALIFICATIONS: Mature Christian, committed to and passionate about sharing the gospel and building disciples of Jesus Christ with the needy, homeless, addicted, and mentally ill. Strong knowledge of employment law. HR best practices, and nonprofit HR management. Demonstrate ability to build trusting relationships and resolve conflicts with fairness Excellent leadership, communication and organizational skills. Commitment to the mission of serving individuals and families experiencing homelessness Ability to manage sensitive information with confidentiality and integrity EDUCATION/EXPERIENCE: Bachelor's degree in human resources, Business Administration, or related field required; master's degree preferred At least 7-10 years of progressive HR experience, with 3-5 years in a leadership role. Nonprofit and/or social services sector experience strongly preferred. Ability to manage sensitive information with confidence and integrity.

MISTEQUA CASINO HOTEL JOB ANNOUNCEMENT POSITION: Human Resources Manager STATUS: FULL-TIME REPORTS TO: General Manager SALARY: $62,000/yr - D.O.E. DATE OPENED 12/2/2025 DATE CLOSED: 12/15/2025 POSITION SUMMARY Serves as the principal advisor to the General Manager and Department managers on human resource issues. Develops and implements policies and documentation procedures. Manages and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and team member services by performing the following duties: ESSENTIAL DUTIES AND RESPONSIBILITIES (These functions are intended as a general illustration of the work performed in this job classification and are not all inclusive for this position) Analyzes wage and salary reports and data to determine competitive compensation plan. Assures compliance of Spokane Tribal Law & Order Code, Spokane Tribal Gaming Agency, and applicable federal and state employment laws. Responsible for creating, updating, and enforcing policies. Must comply with the Mistequa Casino Hotel Team Member Handbook. Must be a champion for the casino's guest service vision and SMILE standards. Provides leadership for, and assists when needed, HR staff for the hiring, development, and retention of all casino team members, and recommends budget to assure adequate resources are available to accomplish established objectives. Monitor and evaluate all reporting functions to ensure proper planning for short and long-term strategies, including budgeting, staffing, planning and goal setting. Establish and maintain department objectives, standards, procedures, and budget in accordance with company policy to ensure the proper management of department. Advise operating departments in matters including, but not limited to compensation and benefits, team member relations, team member development, casino culture and training. Consult with management on issues pertaining to policy execution and team member conduct to ensure the safeguarding and fulfillment of company values, vision, and mission according to established objectives. Oversees the strategic development of programs that provide motivation and job satisfaction, team member development, excellent guest service, and positive workplace environment. Works with the General Manager and managers to support desired changes in behavior and achieve the goals set for training initiatives. Must be capable of compiling training material and presenting to individuals or groups of team members. Examples include orientation, handbook, and management/supervisor-level training. Communicate with fellow managers to maintain consistent procedures, guidelines, and practices; informs management of potential liabilities and problems. Maintain an open line of communication to identify and address team member and departmental concerns. Collaborates with other tribal businesses and programs to develop tribal members for jobs. Evaluate systems utilized by Human Resources department to ensure maximized efficiencies and results. Other duties as assigned. SUPERVISORY RESPONSIBILITIES Supervises all Human Resources staff under his/her direction, in accordance with the organization's policies and applicable laws. Manages responsibilities including benefits, recruitment, interviewing, hiring, and training team members; planning, assigning, and directing work; appraising performance; rewarding and disciplining team members; addressing complaints and resolving problems. GENERAL CONDITIONS Must have ability to: Communicate effectively with all levels of team members, guests, and outside contacts. Speak in front of large audiences. Work effectively in a fast-paced environment. Move around all work areas effectively and efficiently. Able to work periodically under conditions of extreme urgency (creating higher levels of job stress). JOB QUALIFICATIONS Must be 18 years of age. BA in Business Administration/related field or 6 years in Human Resources. Must have a minimum of three to five years progressive supervisory experience in human resources administration or equivalent supervisory experience. Thorough knowledge of all Tribal, State and Federal employment laws and regulations. Diverse and in-depth knowledge of the following areas of Human Resources: employment, training, compensation, benefits, and team member relations. Knowledge of and experience in risk management and labor relations helpful. Excellent organizational, planning and communication skills required. Expertise with MS office (e-mail, Word, Excel, PowerPoint). Must have the ability to create business correspondences, forms, reports, charts, and graphs. Excellent Guest Service skills. Ability to be a team player and motivate team members. Ability to work independently and use good judgment. Excellent administrative skills. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The physical demands of the HR Manager are the ability to acquire and communicate information. WORK ENVIRONMENT The work environment characteristics described here are representative of those a team member encounters while performing the essential functions of this job. Primarily works in office environment but duties include all casino facilities where you may experience moderate noise. Capable of working for extended periods of time at workstation performing tasks on computer and working with documents. REGULATORY AND COMPLIANCE RESPONSIBILITIES In addition to the other duties described herein, each team member has the following responsibilities related to compliance with laws and regulations: Must be 18 years of age to obtain and maintain an appropriate license with Spokane Tribal Gaming Commission - the HR Manager position requires a Class C license. Attend required training sessions offered by the casinos. Perform the duties described in compliance with local laws and regulations. Take the necessary steps to ensure minors are not allowed to gamble or loiter in gambling areas, drink alcoholic beverages, or purchase tobacco. Have knowledge of the ordinances, regulations, laws, policies, and procedures relating to the team member's department. Consult Internal Control Procedures and Policy Manuals for guidance. Report illegal activity to Security or the appropriate levels of Management. ALL EMPLOYEES ARE REQUIRED TO SUBMIT TO A PRE-EMPLOYMENT DRUG TEST, AND AT RANDOM FOLLOWING EMPLOYMENT ALL EMPLOYEES MUST PASS A CRIMINAL BACKGROUND INVESTIGATION AND BE ABLE TO OBTAIN A SPOKANE TRIBAL GAMING LICENSE THE MISTEQUA CASINO HOTEL RESERVES THE RIGHT TO HIRE ACCORDING TO ITS INDIAN PREFERENCE POLICY ALL POSITIONS WITH MISTEQUA CASINO HOTEL ARE SUBJECT TO A 90 DAY ORIENTATION PERIOD APPLICATIONS ARE AVAILABLE AT THE MISTEQUA CASINO HOTEL HUMAN RESOURCES DEPARTMENT AND GUEST SERVICES FOR INFORMATION CONTACT: CINDY HUNDLEY @ **************, ************** Ext 288 OR FAX: *************** E-MAIL: ******************

Director of Human Resources JobID: 367 Classified: District Office/Human Resources Additional Information: Show/Hide Notice of a CLASSIFIED EMPLOYMENT OPPORTUNITY FOR THE 2025-26 SCHOOL YEAR This is an 8 hour per day, year-round, classified, exempt position providing administrative and supervisory support for the Human Resource department. FIRST YEAR ANNUAL SALARY: $101,982.40 Benefits: Medical, Dental, Vision, Life, LTD, VEBA, Retirement, Paid Holidays, Personal, Vacation and Sick Leave Successful applicants must be 18 years of age and hold a high school diploma or its equivalent (Job description is attached) Questions? Please contact: Mallory Balcomb, *****************, ************ Deadline: Open until filled; for best consideration please submit your application no later than January 5, 2026. The Orcas Island School District 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 or 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 complaints of alleged discrimination: Civil Rights Compliance Coordinator: Eric Webb, Superintendent, ************, **************, Orcas Island School District, 557 School Rd., Eastsound, WA 98245 Section 504/ADA and Title IX Coordinator: Lorena Stankevich Director of Special Services ************, ********************, Orcas Island School District, 557 School Rd., Eastsound, WA 98245 School Board Approved on November 12, 2025

The City of Yakima is seeking a Director of Human Resources experienced in public HR administration, labor laws, civil service, benefits and safety regulations. The Director of Human Resources must be an effective communicator with strong conflict resolution, negotiation and public speaking skills. He/She must be a strategic planner, analytical thinker and quick problem-solver under pressure. This position is responsible for providing leadership, and assisting in and/or overseeing a variety of human resource management functions including but not limited to: * Directing HR programs: employment, training, compensation, collective bargaining, benefits, and employee assistance. * Serving on labor negotiation teams; preparing materials and cost analyses. * Managing grievances, disciplinary actions, and workplace counseling. * Administering employee benefits and health programs; managing broker relationships and medical reserve fund. * Overseeing onsite medical clinic operations. * Leading investigations, policy development, and special projects. * Managing self-insured Workers' Compensation Program and safety training. * Supporting recruitment, testing, and civil service processes. * Administering performance evaluations and deferred compensation programs. * Preparing and managing department budget. * Conducting job analysis, training programs, and employee orientations. * Providing city-wide HR communications and reports to City leadership. This position reports to the City Manager. Click here to view the full classification details. MINIMUM CLASS REQUIREMENTS: Bachelor's degree in Personnel Management, Human Resources Management, Psychology, Industrial Relations, Public Administration, or a related field, plus seven (7) years of progressively responsible professional human resources experience including two (2) years lead/supervisory experience. Additional human resources management and supervisory experience may substitute for educational requirements. LICENSES, REGISTRATIONS AND/OR CERTIFICATES: Certification as Senior Professional in Human Resources (SPHR) certification from HR Certification Institute (HRCI) or Senior Certified Professional (SHRM-SCP). Certification as Certified Labor Relations Professional (CLRP) from National Public Employer Labor Relations Association is also highly desired. HOW TO APPLY: Fully complete an online application AND include a resume and cover letter addressing your interest in the position and top qualifications. All applications must be completed in full. The resume does not substitute for education and/or work history information required in the application. The position will be open until filled with a priority application review deadline of 4:00 PM, December 10th.

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

The Director, People will be responsible for translating enterprise HR strategy into actionable, scalable solutions that drive organizational performance. Reporting to the VP of HR, this senior leader partners with operational and executive leadership to ensure HR programs, practices, and systems enable business goals during a period of significant growth and change. Serving as both a strategic architect and an execution leader, the Director, People will shape and implement initiatives that strengthen leadership capability, reduce turnover, and elevate the employee experience. This role requires someone who can balance strategy with hands-on execution, influence with credibility, and process rigor with empathy. As a key member of the People leadership team, the Director, People will drive cultural alignment, organizational design, and sustainable talent solutions, building the infrastructure needed for long-term operational excellence. Accountabilities: Strategic & Operational Leadership Translate enterprise HR strategy into actionable plans and roadmaps aligned with business outcomes. Partner with the VP to assess organizational needs and design HR programs that meet evolving demands. Team & Talent Leadership Lead, coach, and develop a team of HR Business Partners and Generalists for high-quality HR delivery. Build HR team capability to balance daily operations with long-term strategic initiatives. Workforce Planning & Organizational Design Support workforce planning, job architecture, spans and layers, and organizational design. Provide data-driven recommendations to optimize structure, capacity, and capability. Retention & Engagement Implement retention and engagement strategies that address turnover, workload, recognition, and well-being. Monitor employee experience trends and partner with leaders to act on insights. Leadership & Capability Development Drive leadership development through coaching, frameworks, and targeted programs. Partner with the VP to scale leadership readiness across all levels. Performance & Employee Relations Oversee performance management cycles, feedback practices, and employee listening programs. Serve as the escalation point for complex employee relations matters while ensuring compliance. People Data & Systems Ensure HRIS accuracy, integrity, and analytics that generate actionable workforce insights. Provide leaders with data to inform decisions on turnover, productivity, and workforce health. Talent Mobility & Succession Implement internal mobility pathways, career progression, and succession planning frameworks. Change & Culture Act as a change leader for organizational initiatives to drive communication, adoption, and alignment. Champion values-based leadership and reinforce cultural expectations through programs and coaching. Compliance & Risk Ensure compliance with labor laws, regulations, and internal policies across all sites. Partner with the VP and legal/compliance teams to proactively mitigate HR risk. Enterprise Collaboration Collaborate with HR Centers of Excellence for cohesive program delivery. Partner with operational leaders to align people initiatives with production, safety, and quality goals. Other Duties as Assigned Support executive leadership on strategic initiatives impacting people, culture, and organizational health. Attributes • Safety First: Ensures HR policies, training, and practices create a safe, compliant, and supportive workplace for all employees. • Have Humanity: Leads with empathy, designing programs that respect employees' well-being, diversity, and work-life balance. • Be Transparent: Builds trust through open communication, data-driven decision-making, and clear, consistent messaging. • Drive Innovation: Challenges outdated practices and implements creative, scalable HR solutions that support growth. • Be Resilient: Navigates organizational change and workforce challenges with steadiness and adaptability. • Always Reliable: Provides dependable HR support and consistently delivers on commitments to the business and employees. • Grit: Tackles complex workforce challenges with persistence and determination, ensuring long-term people and business success. Required Knowledge/Experience: • Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred: PHR/SPHR, SHRM-CP/SHRM-SCP). • 10+ years of progressive HR experience, with at least 5 years in a senior HR leadership role in a manufacturing, industrial, or similar environment. • Proven success leading HR teams and aligning people strategies to business outcomes. • Deep knowledge of labor laws, employee relations, and HR best practices. • Track record of driving organizational health, engagement, and culture transformation initiatives. • Strong ability to balance strategic thinking with hands-on execution. • Experience building scalable HR programs and infrastructure in a growing organization. • Exceptional interpersonal, communication, and influencing skills across all levels. • Proficiency in HRIS systems (Paylocity a plus) and Microsoft Office Suite. • Bilingual in Spanish a plus (if applicable to workforce).

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

Serving both public and private-sector clients throughout the United States and Canada, our client is a market-leading, full-service environmental remediation company in Missoula, Montana. The company is currently seeking a Director of Human Resources. Job Description The ideal candidate is personable, engaging, and enthusiastic about leading the HR team and all HR functions across the company. Reporting directly to the President/CEO as part of the senior management team, the Director of Human Resources will have the following responsibilities: Implement practices and objectives that encourage an employee-centric, high-performance company culture Take a hands-on approach to recruiting and developing a superior work force that values quality, productivity and goals Advise and assist company managers regarding human resources issues Talent acquisition and implementation of employee learning, development and rewards programs Manage a three-person staff Qualifications The following skills are desired for the Director of Human Resources: Adept at HR functions, employee relations, organizational effectiveness, work force management, technology and data Business and HR strategy; able to evaluate and interpret information with a critical eye in order to make business decisions and recommendations Well-versed at HR in the global context as it relates to diversity and inclusion, risk management, corporate social responsibility, employment law and current regulations Solid leadership skills, with the ability to direct and contribute to organizational processes and initiatives Strong ethical practice focused on integrating the company's core values throughout all business and organizational processes Business acumen enabling a keen understanding of how to apply information that contributes to the company's strategic plan Able to manage relationships and provide service, support and guidance throughout the organization and with key stakeholders Excellent communication skills that enable effective exchange of information with stakeholders Global and cultural awareness that values and considers the viewpoints and backgrounds of employees throughout the organization Required Education and Experience: Bachelor's degree or equivalent in human resources, organizational development or business 10 years of progressive leadership experience in human resources Active affiliation with appropriate human resources organizations and networks SPHR or SHRM-SCP certification required Additional Information Contact: Karen Spaeder

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.

Description: The Human Resource (HR) Manager will be responsible for overseeing various HR functions that support staffing, policy development, and employee relations. This role serves as a trusted partner to employees and leadership by providing guidance, developing efficient HR systems, mitigating risk, and maintaining compliance with applicable federal, state, and local regulations. Job Responsibilities: Staffing and Recruitment Work alongside hiring managers to ensure open positions are filled efficiently with qualified and missionally aligned personnel. Lead the full recruiting cycle in partnership with hiring managers, including drafting and posting job openings, managing applicant pipelines through screening, interview coordination, and offer letter issuance. Guide new hires through the onboarding process, including HRIS setup within systems like Paylocity and completion of employment documentation (e.g., I-9 verification). Assist in creating or updating job descriptions, posting job openings on various platforms (NWCS website employment page, Indeed, etc.), reviewing applicants and scheduling interviews. Oversee the annual teacher contract issuance cycle, ensuring accurate, timely distribution and collection of fully executed agreements. Manage background screenings for new/current employees, coaches and volunteers. Conduct exit interviews and provide recommendations for improving employee retention. Policy Development and Compliance Exhibit a proactive commitment to maintaining up-to-date knowledge of evolving employment laws and policy requirements and translating changes into compliant processes and policies within the organization. Provide coaching and training to supervisors to ensure compliance with policies. Serve as the first point of contact for policy-related questions and assist with employee accommodation and leave of absence requests, ensuring compliance with legal and district standards. Leads in the annual review of the employee handbook and ensures it is updated for new state or federal regulation and alignment to organizational standards. Employee Relations and Support Serve as the primary point of contact for employee inquiries related to HR policies, procedures, and programs for both employees and supervisors. Assist with employee relations by addressing workplace issues and providing guidance to supervisors on disciplinary actions and conflict resolution. Assist in creating accommodation requests and managing employee leave of absences Support annual job performance reviews by supervisors. Coordinate the onboarding of new staff with the Business Office and supervisor. Record Keeping and Documentation Maintain accurate employee files and document all disciplinary actions and significant personnel situations. Work with CFO and business office to evaluate processes and technologies to support the overall HR processes and organizational goals. Schedule and Benefits: Compensation: $20.00-$27.00 per hour, depending on experience. Schedule: Full time, 12-month employee Benefits: Eligible for benefits, including medical, dental and vision. Also eligible for tuition discount. Time Off: Paid time off including vacation and personal time off. School closures (e.g., Christmas Break, Spring Break) are generally unpaid unless requested by supervisor to complete specific projects/tasks. Requirements: Minimum Qualifications: Demonstrates a personal commitment to Jesus Christ and lives in alignment with biblical values. Must be willing to affirm and abide by the School's Statement of Faith and actively participate in a local, Bible-believing church. Bachelor's Degree in Human Resources, Business Administration or related field. 3-5+ years of progressively responsible HR experience overseeing recruiting, onboarding, employee relations, leave and accommodations, and compliance. Proficient in Microsoft Office suite and experience using Paylocity or other similar HRIS system. Ability to maintain confidential employee records, handle sensitive information, and ensure accurate documentation and audit-readiness. Highly organized with strong project management capability, successfully balancing competing deadlines and HR initiatives. Exceptionally detail-oriented, ensuring accuracy in job postings, applicant tracking, contracts, offer letters, employee documentation. Strong communication and interpersonal skills, with the ability to coach, influence, and serve employees and leaders with professionalism and tact. Northwest Christian Schools is an equal opportunity employer and reserves the right to prefer employees who share its Christian faith and values where it is appropriate and legally permitted. Employment decisions are made without regard to race, color, national origin, sex, age, disability, or veteran status. Organization reserves the right to revise or change job duties and responsibilities as the need arises.

JOB TITLE: Assistant Director, Human Resources DEPARTMENT: Human Resources EMPLOYMENT TYPE: Professional 10. $65,000 - $75,000; Salary depends on education and experience. Full-time, 12-mos., benefit eligible Unlock Exceptional Benefits at FVCC (Worth ~$25K)! You'll receive generous employer contributions towards your Health/Vision & Dental, up to 15 vacation days, 12 sick days, and 12 holidays. Plus, build your future with the Montana Public Employee's Retirement System and a 403(b) match up to 7%. And that's not all - Public Loan Forgiveness plus invest in your continued education when you explore Tuition Waiver benefits for you and your dependents! CLOSING DATE: Open Until Filled, however, priority will be given to application materials received by January 9, 2026. SUMMARY Flathead Valley Community College is an outstanding public community college located on a beautiful campus in Kalispell, Montana with panoramic views of the northern Rocky Mountains and Glacier National Park. Our vision is to improve lives through learning, and the trustees, faculty and staff are dedicated to values that foster and preserve the spirit of our college and promote and support the well-being and economic development of the communities we serve. FVCC seeks an innovative leader who can help our team take its strategy to the next level. This role provides a key role between the institution's mission and the culture, organization, talent, and capabilities to meet those needs. ESSENTIAL FUNCTIONS * Works as a collaborative member of the human resources team to identify, evaluate, and develop initiatives and programs that deliver the College's strategic priorities. * Partners with employees, students, and the community; responds to and resolves related questions, problems, and complex inquiries with positive and welcoming manner, models excellent customer service standards. * Guides employees and supervisors regarding federal or state laws, human resources/payroll policies and procedures, and union collective bargaining agreements. * Guides the College's payroll services, collaborates with business services and supervisors, and serves as a subject matter expert for the human resources information and payroll system. * Oversees the campus workers' compensation, unemployment, and employee leave programs. * Supports employee life cycle processes from onboarding to offboarding, including benefits, retirement counseling and administration. * Assists with position classifications, job evaluations, and reclassifications. Conducts research for compensation-related data and completes salary surveys. * Coordinates the campus professional development and tuition waiver programs to enhance employee skills and leadership and connect their contributions to the success of students and the College. * Performs accurate record keeping, reporting, and audits for compliance with state and federal legal regulations, such as, but not limited to, the Affordable Care Act, Department of Labor, Integrated Postsecondary Education Data System (IPEDS), Montana University System, and public retirement systems. * Actively participates in the development of a climate that promotes and supports innovation and efforts to continuously improve services to students, faculty, and the College. * Establishes and initiates effective, timely communication for employees and supervisors. Prepares and edits correspondence and forms, including announcements, communications, and human resources website and timekeeping system; prepares reports, charts, and statistics in support of human resource operations. * Collaborates with unions, maintains collective bargaining agreements, and serves as a member of negotiating teams. * Works closely and cooperatively with campus departments, faculty, and staff on cross departmental topics to resolve issues and lead change. * Maintains department's supplies, expenses, purchases, and budget. * Remains current in practices, trends, and research related to areas of assignment. * Cross-trains to perform other departmental and team functions; backfills for staff as needed, may supervise staff. * Creates and maintains a collaborative and collegial environment with colleagues and maintains effective working relationships. * Maintains professional ethics and confidentiality in accordance with applicable laws and policies. * Advances the mission of FVCC by serving on committees and contributing to the community in college-related activities. * Assists the Executive Director and team with special projects and initiatives. * Performs other duties as assigned. * Reports to the Executive Director of Human Resources MINIMUM QUALIFICATIONS * Bachelor's degree in human resources, business management, or related field, AND two years of directly related work experience; OR, * Associate's degree in related field AND four years of human resources experience; OR, * An equitable combination of six years of higher education and directly related human resources/payroll work experience. PREFERRED QUALIFICATIONS * Master's degree in human resources or related field. * Human resources/payroll/benefits work experience in educational environment or public organization. * Work experience with human resource and payroll information systems. * Professional level human resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) KNOWLEDGE, SKILLS, AND ABILITIES * Knowledge of principles, practices and standards of human resources, payroll, and benefits administration. * Ability to produce accurate, detailed work and analyze complex or difficult payroll and benefits issues. * A strong service orientation and ability to deal constructively with conflict. * Demonstrated analytical, critical thinking, project management, event coordination, and problem solving and resolution skills. * Knowledge of applicable state and federal regulations. * Knowledge of collective bargaining agreements. * Skill and ability to operate human resource and payroll information systems, and current technology, and strong personal computer skills and familiarity with, Microsoft Excel and Word software. * Ability to work within policies and procedures of FVCC. * Ability and willingness to serve as an ambassador for the College by interacting appropriately with the college community and community. * Ability to maintain effective and positive professional relationships. * Ability to follow and issue directions . * Demonstrated communication, technology, presentation, customer service and interpersonal skills. * Ability to work effectively with people from a variety of culturally diverse backgrounds. * Ability to intermittently work non-traditional schedules including evenings, weekends, etc. Ability to maintain regular and acceptable attendance levels. * Ability and discretion to maintain a high level of confidentiality * Ability to successfully pass a criminal background check. * Ability to respond in the event of an emergency. * This is a Medium Duty job, according to the Selected Characteristics of Occupations Defined in the Revised Dictionary of Occupational Titles, U.S. Department of Labor and Industry. Medium Duty involves exertion of 20-50 pounds of force occasionally, and/or 10-25 pounds frequently, and/or up to 10 pounds continuously to move objects. APPLICATION PROCEDURE: To be considered for this position, applicants must apply online at ******************************************* paper submission of applications or resume materials are not accepted for open positions. FVCC does not retain application materials for future consideration. NOTE: FVCC's applicant tracking system will time-out after 45 minutes of inactivity. Please have your documents ready to upload before you click the Apply button. * Letter of application indicating how you meet the minimum qualifications and detail your work experience as it relates to the position's Knowledge, Skills and Abilities; AND * A current, comprehensive resume or curriculum vitae; AND, * Unofficial transcripts for all degrees held AND/OR Professional Certifications (if more than one transcript or certification, combine and upload as one document). As a condition of employment, the successful candidate will submit official transcripts for all d degrees held and applicable certifications to FVCC HR prior hire. Only transcripts from accredited institutions will be accepted.), AND * Three professional references, with complete contact information, must be provided on the application form. Professional references must be individuals most familiar with applicant's work experience, skills, and work behaviors and supervisory experience. Do not list family and friends for professional references. EMPLOYMENT VERIFICATIONS, REFERENCE CHECKS AND CRIMINAL BACKGROUND CHECKS: Prior to any offers of employment, FVCC conducts thorough employment verifications and reference checks and may contact organizations and individuals not listed on an applicant's application or resume. Additionally, FVCC conducts post-offer criminal background checks. EQUAL EMPLOYMENT OPPORTUNITY: FVCC is an equal opportunity employer. It is FVCC's policy that all individuals are entitled to equal employment opportunities regardless of race, color, religion, creed, political ideas, sex, gender identity, sexual orientation, age, marital status, veteran's status, service in the uniformed services as defined by state and federal law, physical or mental disability, national origin or ancestry except as authorized by law. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career development programs, as required by federal and state laws. FVCC BOARD POLICY: The FVCC Board Policy Manual is available to review at ******************************************************************************** REASONABLE ACCOMMODATIONS FOR PERSONS WITH DISABILITIES: FVCC provides reasonable accommodations upon request to qualified individuals with disabilities during all phases of employment including the application and selection process. No applicant will be penalized as a result of such a request. VETERANS' PREFERENCE ACT: Preference applies in hiring and provides a uniform method by which special consideration is given to qualified Veterans. Veterans' Preference laws do not, however, guarantee Veterans a job, nor do they give Veterans' preference in internal actions such as promotion, transfer, reassignment, and reinstatement. Applying for a preference is voluntary and that all information related to a preference is confidential and used only during the hiring process; the information will be maintained in a separate confidential file. To claim Veterans' Preference, you must complete the Veterans' Preference Form (form is available at ******************************************** and email it along with document(s) that verify your eligibility for employment preference to ***********. Claims for Veterans' preference must be received by Human Resources prior to position closing date. WINDFALL ELIMINATION PROVISION: Based on the Windfall Elimination Provision, FVCC employment may not be covered by Social Security. To learn more about the Windfall Elimination Provision click *****************************************

Job DescriptionDescription: The Arc Western Montana is hiring a Chief Human Resources Officer (CHRO) to lead a small but dedicated HR team and provide hands-on support to staff across the organization. This is an important leadership role. The successful candidate will enjoy people-centered work and practical HR operations. The CHRO helps shape a healthy, inclusive culture while staying closely connected to the daily work of recruiting, training, coaching, employee relations, and staff support. This is a doing role that fits someone who is comfortable wearing many hats and being visible across the organization and the community. Position: Chief Human Resources Officer Location: The Arc's Center, just off Russell in Missoula What we offer: $78,000 to $90,000 per year, depending on experience Paid Time Off (PTO): 3 weeks in the first year, with increases for additional years of employment Health Insurance: Medical and dental coverage starting at $95 per month Vision Insurance Life Insurance Pet Insurance Retirement Plan: 403(b) with up to 3.5% company match Your role: Serve as a trusted resource and culture leader by guiding employees and managers on HR questions, performance issues, and compliance matters. Support a workplace grounded in safety science, curiosity, and clear communication. Key responsibilities include: Providing hands-on partnership for employees and managers Managing employee relations and supporting a positive, safe workplace Coaching and guiding an HR team of three Supervising recruiting, hiring, and workforce development Overseeing onboarding, staff training, and professional growth Partnering with the COO, CEO, and Executive Team on workforce planning Ensuring compliance with OSHA, ADA, FMLA, EEO, and other employment laws Managing compensation, benefits, and workforce sustainability Supporting internal communication and working with marketing to strengthen community connection Representing The Arc in community settings and helping expand organizational visibility Ready to make a difference? Apply today! Equal Opportunity Employer: We provide equal employment opportunities and prohibit discrimination based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law. Requirements: What we're looking for: Bachelor's degree from an accredited college Minimum of four years of HR management and supervisory experience PHR or SPHR certification Strong communication, problem-solving, and interpersonal skills Ability to balance daily HR operations with leadership and planning responsibilities Valid driver's license and insurability

(18323) At One&Only, we exist to create joy for our guests through anticipation, creativity, precision, empathy and warmth. We tailor every aspect of our guests' stay to bring their dreams and desires to life. With an atmosphere that's chic but wonderfully unstuffy, and a team who are meticulous but warm, we seek to exceed our guests' expectations at every possible turn. Amidst fragrant pines and glistening peaks, One&Only Moonlight Basin is a glamorous return to simplicity. Fill days cascading down cool waters, unearthing the magic of Yellowstone National park, skiing on world renowned slopes and retreating to floating evergreen spaces. With abundant knowledge and generosity, we anticipate our guest's every need and surpass expectations. Whether we are designing the perfect family day out or arranging a romantic private dinner, we approach everything with imagination to spark a sense of playfulness, discovery and adventure. This is not simply our job, it's our passion. Job Summary The Director, Human Resources leads day-to-day HR operations for One&Only Moonlight Basin, providing strategic people leadership and operational HR excellence across all aspects of human resources. This position reports to the General Manager and drives the hotel's people strategy encompassing employee relations, compensation and benefits, performance management, training, recruitment, housing, wellness, and colleague engagement while partnering with Heads of Department and Executive Committee to achieve key performance indicators including GOP, LTO, and Colleague Engagement Survey results. The role manages the HR team while serving as a strategic business partner to operations, ensuring seamless delivery of HR services that support the property's goals and maintain One&Only's standards of excellence. The position balances strategic people planning with hands-on HR operations, ensuring compliance with Kerzner International standards and local Montana labor regulations while fostering a positive colleague culture aligned with the resort's luxury positioning. Key Responsibilities Strategy & People Planning * Produce and maintain hotel People Plan ensuring alignment with property goals and business objectives * Implement sustainable strategy for seasonality of employment addressing peak and off-peak staffing needs * Develop annual HR Strategy for property aligned with brand standards and business requirements * Identify root causes for people-related issues and provide data-driven solutions and recommendations Employee Relations * Ensure disciplinary processes are maintained and fair procedures followed by all Heads of Department * Maintain 100% compliance with Kerzner International disciplinary and grievance policies * Maintain open-door policy providing advice and guidance to colleagues on workplace matters * Train HR team on employee relations processes ensuring consistency and best practices * Summarize disciplinary actions monthly presenting to General Manager with recommendations HR Administration * Ensure smooth workflow of HR functions including onboarding, offboarding, filing, and payroll administration * Provide advisory service on HR SOPs, Kerzner International policies, local labor law, and staffing matters * Ensure full compliance with Kerzner International people processes and deadlines * Conduct monthly colleague file audits maintaining documentation standards * Review and check payroll prior to General Manager approval ensuring accuracy Recruitment * Conduct interviews for Supervisory and Head of Department positions * Maintain 100% compliance with Kerzner International recruitment standards * Work with VP, Global Human Resources on recruitment of senior leadership positions * Supervise HR team on line-level recruitment ensuring quality hiring practices * Review manning levels and recruitment strategies ensuring optimal staffing Performance Management * Ensure departing colleagues complete exit interviews and provide monthly summary to leadership * Administer probationary review processes ensuring timely follow-up and communication * Ensure appropriate training for HODs and Supervisors on performance management * Maintain active Talent Reviews and follow up on Development Plans * Manage pay increase process coordinating with General Manager and Director of Finance Reporting & Analytics * Provide monthly turnover analyses and statistics to HODs and HR teams * Maintain records of internal promotions, transfers, and organizational changes * Complete monthly and mid-month HR finance forecasts * Update departmental reports providing clear performance overview to leadership HR Communication * Conduct monthly departmental HR meetings with documented minutes * Maintain colleague communication platforms ensuring accessibility * Conduct weekly one-on-ones with direct reports and General Manager * Attend and participate in HOD meetings, Executive Committee meetings, and all-hotel meetings * Facilitate regular colleague meetings and engagement activities Employee Wellness * Conduct weekly Heart of House walkabouts ensuring maintenance and cleanliness standards * Organize social and sports activities monthly promoting colleague engagement * Coordinate wellness events supporting colleague health and wellbeing * Analyze sickness trends identifying root causes and implementing solutions * Ensure CSR events take place quarterly connecting colleagues with community * Monitor colleague dining quality ensuring consistent service delivery Payroll & Budget Management * Ensure payroll submitted to Finance on agreed date maintaining accuracy * Track holidays, lieu days, and overtime analyzing patterns for staffing optimization * Review payroll figures with leadership challenging overspending and casual usage * Prepare annual HR Budget including training, recruitment, housing, and general expenses Third-Party Contracts & Housing * Manage third-party contracts for colleague services including transportation, dining, and accommodation where applicable * Work with Housing team maintaining colleague accommodation to hotel standards Team Management * Supervise HR team providing leadership, direction, and professional development * Ensure all direct reports have Personal Development Plans and career progression opportunities * Maintain effective communication flow across the organization Compliance & Continuous Improvement * Ensure 100% compliance in HR Audit conducting regular reviews * Coordinate Colleague Engagement Survey action plans ensuring implementation and follow-up * Ensure Training Manager delivers relevant training aligned with business needs * Champion HOD training in Recruitment, Capability, Conduct, and Grievance * Perform other reasonable duties as directed by General Manager Skills, Experience & Educational Requirements * Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification preferred * 8 years of progressive HR experience in luxury hospitality * Prior experience as standalone HR Manager or Director in large 5-star resort essential * Robust knowledge of local labor law and employment regulations * Proven track record as strategic business partner to operations * Strong employee relations expertise with complex colleague matter resolution * Excellent leadership and team management capabilities * Outstanding communication and influencing skills * Strong analytical abilities with HR metrics and reporting experience * Proficiency in HRIS systems and Microsoft Office Suite * Ability to balance strategic thinking with hands-on operational execution * Flexibility to work varied hours including evenings, weekends, and holidays as needed Our brand is expanding faster than ever before. We are investing in the growth of our company, and that means we are committed to investing in you. Join a team that is open-hearted, intuitive, generous, and spontaneous in spirit. We believe in making our guests happy beyond anything they have ever imagined. We wow them at every turn and create memories that will last a lifetime. You will be at the heart of this vision, to constantly innovate to deliver Amazing Experiences and Everlasting Memories.

HUMAN RESOURCES DIRECTOR Reports to: Superintendent Term: 260 Days Hours/day: 8.0 Building: District Office Exemption Status: Exempt Union Affiliation: Not represented Salary: Non-Represented Classified Salary Schedule (initial placement upon entering the district will be no higher than step 4) Benefits: Eligible for SEBB Health Insurance, DRS Retirement contributions, VEBA HRA contributions Leave: 29 days of vacation leave per year, 12 days of sick leave POSITION SUMMARY: Under the direction of the Superintendent, the Human Resources Director will execute all HR procedures and programs for district staff and provide customer service as needed to ensure district human resources needs are met. The Human Resources Director is responsible for the establishment and operation of all personnel systems, procedures and records of all employees and employee groups consistent with federal and state laws, district policies and sound administrative procedures and practices. The Director provides the Superintendent and administrators with bargaining agreement interpretation, budget preparation, staffing information and other related data to ensure an efficient and legal operation. The Human Resources Director works closely with Payroll Specialist and Finance Director to issue contracts and ensure employee pay is accurate and timely. The Human Resources Director coordinates district investigations and acts as an advisor to administrators on labor relations. The Human Resources Director observes strict confidentiality with all personnel information and sensitive circumstances. ESSENTIAL RESPONSIBILITIES: This list of essential functions is not exhaustive and may be supplemented as necessary. Depending upon individual assignment, the employee may perform all or a combination of several of the following duties: Labor Relations * Serves as primary resource to the Superintendent on all matters associated with employees. * Learns and maintains working knowledge of current federal and state laws and regulations that apply to human resources management. * Learns and maintains working knowledge of local, state and federal employment requirements. * Implements and administers board policies and district procedures pertaining to district personnel. * Assures a fair and equal opportunity for all applicants by following principles and concepts contained in the district's Affirmative Action Plan. Acts as the Affirmative Action Officer for the district. * Provides guidance concerning district personnel policies and procedures, and disciplinary actions. * Liaison on matters involving personnel investigations. * Collaborates in the implementation of Reduction in Force (RIF) when required, working with Superintendent, union officials and legal counsel, issues RIF notifications. * Issues annual 'Reasonable Assurance' letters to all classified staff, substitutes and co-curricular staff. * Tracks, issues, posts, and maintains mandatory employee notifications, i.e. FLSA posters, CHIPRA notice, etc. Recruitment/Operations * Develops, facilitates, and implements all phases of the recruitment process, including identification of a qualified, diverse pool of applicants. Supports interview committee by providing interview questions, interview schedule, and scheduling candidates as needed. * Responsible for all staffing operations including position changes, position transfers and separations district wide, in collaboration with staffing operations teams. * Oversees onboarding process of all new hires including background check and fingerprinting compliance gathering all onboarding paperwork. * Coordinates district participation in the career fairs, attends as district representative. * Develops and modifies job descriptions for all positions in the District as needed. * Conducts new hire orientation, including overview of available benefits, selected board policies, payroll, district resources, etc. * Provides orientation and training for all substitutes. HRIS, Contracts, Payroll * Enters all HR related employee information into the information system Skyward/Qmlativ. * Gathers all data required for accurate placement of certificated staff on the certificated salary matrix; Enters clock hours, processes verifications of experience, academic and in-service credits, and verification of degrees. * Calculates salary changes (e.g. additions, reductions, increases, contract starts and stops, etc.) to ensure accuracy of annual salaries and placement of employees on appropriate salary schedule. * Prepares and distributes annual contracts of employment as required, including teacher and administrator base salary, supplementary contracts, all stipend contracts and annual classified position summary reports. * Prepares the annual certificated and classified Personnel Budget in Skyward/Qmlativ, prepares salary calculations for use during the annual budgeting process and during negotiations. * Generates and submits all personnel actions regarding certificated and classified staff, such as salary placement and changes, new hires, resignations, retirements, leaves of absence, account code changes, etc., to Payroll. * Prepares personnel report referencing all employee changes to submit to the school board for approval. * Assists the district in its migration from the information system, Skyward, to the information system, Qmlativ. Benefits Administration * Acts as primary Benefits Administrator for School Employee Benefits (SEBB) and provides customer service and support to employees on all benefits-related issues. * Communicates annual open enrollment timelines and assists staff with questions. * Issues SEBB eligibility notices to all staff regarding their eligibility status, according to SEBB defined conditions and timeframes. * Issues DRS retirement contribution eligibility notices to all staff regarding their eligibility status, according to DRS defined conditions and timeframes. * Publishes federal and state benefits as required by law. * Ensures information regarding additional benefits are communicated to staff throughout the year. * Manages the district's workers compensation program. * Acts as point of contact regarding all benefit-related questions. Leaves * Processes long-term leave requests in compliance with federal law, state law and collective bargaining agreements. Monitors employee leave status. * Works closely with supervisors to ensure that they are aware of long-term employee absences. Records Management * Maintains tracking sheets of new hires, seniority, provisional status, evaluations, separations, measles vaccinations, teacher credentials/certification renewals, accommodations, leaves, ongoing HR projects, etc. * Publishes annual certificated and classified seniority lists as required by collective bargaining agreements. * Ensures the completion of all employee evaluations and observations as required by district policies and collective bargaining agreements. * Oversees personnel record management and ensures compliance with the Washington State Public Schools (K-12) Records Retention Schedule. Compiles, maintains and files all reports, records and other documents as required. Documentation * Annually updates and distributes employee handbook. Implements and maintains procedures to ensure that employees are informed of personnel policies, procedures and programs that affect them. * Updates and maintains collective bargaining documentation including settled agreements and memoranda of understanding, letters of agreement, etc. * Creates, updates and maintains all personnel-related forms and posts to online forms page. Reporting * Prepares and submits district, state, and federal personnel-related reports by established deadline. * Acts as district administrator of the OSPI Educator Equity Data Collection process and provides evidence of board approval of all out of endorsement assignments, annually. * Responsible for maintenance and submittal of the Affirmative Action Plan, Staff Hiring Projections, Sexual Harassment Policy and Procedure Efficacy report, TPEP evaluation status, S-275, and SEES survey. * Available to attend board meeting as required. Negotiations * Bargains on behalf of the district for both certificated and classified collective bargaining agreement negotiations alongside other bargaining team members. * Provides necessary personnel data and information to promote informed negotiations. * Understands, interprets and communicates collective bargaining agreements to administrators and staff. Training & Professional Development * Ensures and documents all state mandated and required training for all new employees and annual updates for all employees, paraeducator competencies, ETS tests, first aid / CPR training, etc. * Assists with preparations and delivery of in-service training for staff, including clock hour proposals through the NWESD pd Enroller system, as requested. * Attends meetings, workshops, and seminars as assigned to convey and/or gather information required to perform job functions. Technical Administration and Support * Acts as district-wide system administrator of Red Rover- online automated absence management system, Benefits 24/7- online health benefits system, PowerSchools-online recruiting system, and Vector Training Solutions - online school safety training system. * Maintains the district Human Resources website and all subpages of it. Other * Acts as Title IX Officer and Civil Rights Compliance Officer for the district. * Maintains consistent presence at assigned worksite and regular work hours. * Performs related duties as assigned. MINIMUM QUALIFICATIONS: * High school diploma or equivalent. * Bachelors degree in human resources, business administration, or equivalent. Qualifying experience may be substituted for education. * Valid Washington State driver's license or equivalence of mobility. * Washington State Patrol and FBI fingerprint clearance. * Legally authorized to work in the U.S. * Demonstrated commitment to valuing diversity, equity, and able to contribute to an inclusive working and learning environment. * Able to be self-reflective and possess self-awareness. * Maintain employee and employer confidentiality and handle confidential, difficult, and sensitive matters in an ethical and professional manner. * Maintain high standards of customer service and professionalism when interacting with staff and the public. * Able to establish genuine, empathetic connections with others in such a way that enhances professional relationships and performance. * Able to independently prioritize and appropriately manage multiple time sensitive tasks and projects. Demonstrate excellent organizational and time management skills and be task and deadline driven. * Able to communicate effectively, both orally and in writing in a manner that demonstrates an understanding of and sensitivity to the individual or audience being addressed. * Able to adapt positively to changing circumstances. * Possesses a learning mindset and a passion for knowledge and continuous improvement. * Excellent written and verbal communication skills. * Excellent documentation and editing skills. * Ability to compose and format professional correspondence and reports. * Ability to read and interpret specific contracts, policies and laws and apply them with good judgment in a variety of situations. * Ability to coordinate creative and successful recruitments. * Ability to format web pages to provide information to users in an accessible, intuitive, and logical manner. * Knowledge of proper English grammar, spelling, and usage. * Proficiency using PC computer; Microsoft Office software including Word, Excel and PowerPoint. Ability to independently learn and use various software programs. * Proficiency with Google suite including, Gmail, Drive, Forms, and Sheets. * Able to provide responsive customer service and support for users of specific employee software programs. * Ability to proficiently read, write, and perform accurate arithmetic calculations. * Skillful in understanding and working with fundamental bookkeeping and accounting practices. * Skillful in establishing processes and procedures that are efficient, effective, and customer oriented. * Ability to keep accurate records and perform detailed work in reference to preparation, computation of data and analyzing information both verbally and in written form. * Ability to operate a variety of office equipment and machines. PREFERRED QUALIFICATIONS: * Experience working in education. * Experience working in human resources within education organizations. * Experience with Skyward and/or Qmlativ or other human resources information systems. * Experience and/or training with cultural, ethnic and language diversity. * Bilingual candidates are encouraged to apply. WORK ENVIRONMENT: Environment is a fast-paced office with constant interruptions and inflexible deadlines in which one may deal with angry and distraught people. The employee is confined to a work area; required to have precise control of fingers and hand movements; must be able to work at a computer monitor for prolonged periods; must be able to crouch, bend, kneel and lift/move objects such as files, boxes, etc. The employee may be exposed to infectious diseases carried by children. The noise level in this environment is moderate. The employee is exposed to visual display terminal for prolonged periods. EVALUATION: The Human Resources Director shall be evaluated annually by the Superintendent, pursuant to the currently established district procedures and evaluation criteria. The process shall include an evaluation of the employee's performance of the above essential job functions.

Thank you for your interest in positions at Idaho State University. Once you have applied, the most updated information on the status of your application can be found by logging into your profile and reviewing your status. For answers to additional questions, please review our frequently asked questions. HR Associate for Customer Service, Human Resources (3194) Pocatello - Main Institution Information Idaho State University, established in 1901, is a Carnegie-classified doctoral research and teaching institution, with a culture built on trust, compassion, stability, and hope. ISU serves over 12,000 students in Pocatello, Meridian, Twin Falls, and Idaho Falls. Students and faculty at ISU are leading the way in cutting-edge research and innovative solutions. We are proud to offer exceptional academics nestled in the grand, natural beauty of the West. We invite you to apply to be a part of our University community! Job Description To perform specialized human resource and administrative support tasks to maintain professional human resource functions; perform related work. The HR Associate for Customer Service provides general customer service response on behalf of the Human Resources department related to payroll and time entry, new hire paperwork, benefits, general EPAF guidance, and make referrals to other HR team members as appropriate such as but not limited to Employee Relations, Compensation, HR Data, FMLA, Recruitment, and HR policy/procedure. Additionally, this role serves as the primary contact for customer service to the HR Office, oversees the intake of new hire paperwork, and provides administrative support for the HR team. This position is not eligible for new visa sponsorship at this time. Candidates who already hold valid U.S. work authorization may be considered. Key Responsibilities * Provide general customer service response on behalf of the HR department related to payroll and time entry, new hire paperwork, benefits, general EPAF guidance, and make referrals to other HR team members as appropriate such as but not limited to Employee Relations, Compensation, HR Data, FMLA, Recruitment, and HR policy/procedure. * Serve as the primary contact for customer service to the HR Office; answering phones, serving customers in person, and assisting with coordination and sending HR-related communications/correspondence. * Provide customer service, guidance, and training to onboarding and new hire paperwork; monitor and respond to HR email inbox and provide front line support on specific onboarding and new hire paperwork questions. * Provide administrative support for HR team members as needed (meeting scheduling, correspondence, travel, EPAF, etc). * Responsible for oversight and management of the HR website and updates, and assisting HR team with website improvements. * Maintaining HR technology inventory related to hardware and software, and related replacement schedule, license and membership renewals. * Manage the intake of new hire paperwork, update satellite campuses on and keep up to date with any changes to policy or procedures that impact the I-9. * Complete all verifications of employment and related requests and tracking. * E-Verify all new hires; Initiate background checks on non-benefited employees. * Train and help supervise CPIs or other student employees; serve as point of contact for student employees regarding schedules and project assignments. * Serve as the office ReqMaster, Travel Delegate, and PCard Holder; maintain office supplies and office organization. * Assist with onboarding and offboarding HR team members; HR team resource for IT, NetCom, & other related office management. * Create, coordinate, and maintain electronic personnel files. Minimum Qualifications Some knowledge of: * Human resource management concepts. Good knowledge of: * Administrative support functions including organization skills, composing business documents, compiling and summarizing data, and customer service. Experience: * Interpreting and applying employment laws, rules, regulations and policies. Specialty Items - Some positions at ISU may require one or more of the following. Experience: * Preparing written correspondence and reports. * Using Microsoft Excel for complex data analysis. Some knowledge of: * Interviewing methods. * Computerized record systems. Additional Information The anticipated compensation rate for this role is $19.01 per hour, commensurate with education and experience. Benefits include comprehensive health, dental, and vision; life insurance; disability plan; employee assistance program (EAP); excellent retirement options and company contribution; and generous paid time off/sick leave accrual. To be considered for this opportunity, apply on or before December 14, 2025. All offers of employment are conditional pending the successful completion of a background investigation, provided by HireRight. Note: Thank you for your interest in positions at Idaho State University. Once you have applied, the most updated information on the status of your application can be found by logging into your profile and reviewing your status. For answers to additional questions, please review our frequently asked questions. Posting Number: req2651 Type: Working 12 months per year Position: Classified Staff Division: OPERATIONS Idaho State University is an Equal Employment Opportunity employer, including Veterans and individuals with disabilities. The State of Idaho is committed to access and reasonable accommodations for individuals with disabilities, auxiliary aids and services are available upon request. If you require an accommodation at any step in our recruitment process, you are encouraged to contact ************** (TTY/TTD: 711), or email *****************************. Preference may be given to veterans who qualify under state and federal laws and regulations. _____________________________________________________________________________________________