Human resources manager jobs in Spokane Valley, WA - 549 jobs

Salary Range: $95k - $105k/year + $1,000/month Car Allowance + Benefits Package We are looking for an energetic talented HR professional to lead our HR operations. Candidates should have a strong understanding of Federal and State laws, have experience dealing with union environments, a history of building strong business partnerships, and have the ability to lead in a fast-paced hiring environment. An innovative problem solver with an entrepreneurial spirit that has the desire to improve HR operations. This position manages Human Resources (HR) for an Area. Implements and audits compliance with company and Region HR policies. Is a Business partner for the Area Vice President and coaches/mentors Branch HR personnel in carrying out compliant HR programs and resolving issues. Performance Investigations and provides representation at hearings on HR matters. Provides financial controls for costs related to Workers Compensation, Benefits, Unemployment and Hiring. This position will be based out of our SeaTac, WA Area office. What We Offer: Medical, Dental, Vision, Life, AD&D, & Disability Insurance, Plus 401K Options. 10 Vacation Days Accrued. 6 Sick Days 4 Floating Holidays per year. Holiday Pay - New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day. Floating Holidays - Four floating holiday (Per calendar year) Paid Family Leave - up to 12 weeks a year in accordance with State law Paid Weekly (Every Thursday) Employee Assistance Program Employee Discounts: Apple, Verizon, Vehicles & More! Requirements: Bachelor's degree preferred and 3 years' experience in a HR Manager capacity. Recruitment experience Employee Relations to include Union related experience. Management experience with direct reports Calm, polite, and professional behavior. Reliable and self-motivated. Ability to meet deadlines. High level customer service Computer literacy. All candidates must be able to pass a drug test and background check. We help keep your world a safer place. Come lead an amazing team! See a different world. EOE/M/F/Vet/Disabilities

About the Role We are seeking a visionary and execution-driven Senior Recruiting Manager to lead our global uBecome strategy for hiring and developing early career (interns & new college grads) talent across our Engineering, Science and Product organizations. As the global point of contact (POC) for all early career talent across Tech, you will drive the end-to-end strategy: from headcount forecasting and org shaping, to pipeline development and business alignment. You will work closely with Tech leadership to understand emerging skillset needs, guide workforce planning conversations, and ensure the early talent pipeline is fueling innovation and long-term capability building. In addition to leading a high-performing team focused on North America, this role offers a unique opportunity to influence and collaborate with peers in other mega-regions, with potential dotted-line leadership across EMEA, APAC, and LATAM. At Uber, the work moves fast and at global scale - and your role in uBecome is to build early-career talent ready to take on that challenge, where what you shape today directly affects how Uber moves the world tomorrow. This is not just a recruiting role-it's a strategic leadership position at the intersection of talent, business, and the future of Tech at Uber. What you'll do Business Partnership Act as the primary liaison between Talent Acquisition and Tech business leaders for all early talent hiring strategy. Understand emerging skillsets, critical capabilities, and long-term talent needs On global scale : Influence and inform early careers demand planning and intern-to-full-time conversion strategy based on business goals Global Program Strategy Lead the design, delivery, and continuous improvement of scalable, high-impact early careers programs (internship, new grad, rotational programs) Own the development of innovative, forward-looking recruiting strategies and engagement models that reflect the future of work and talent Performance & Insights Define success metrics and build dashboards to track program performance, conversion rates, candidate experience, business engagement, and brand health Leverage data to make informed decisions, optimize investments, and communicate progress and value to stakeholders Conduct regular health checks of school strategies, hiring funnel, and conversion yield Team Leadership Manage and develop a team of high-performing university recruiters, coordinators and PMs Champion a culture of excellence, agility, and learning Elevate team capabilities through coaching, cross-regional exposure, and strategic collaboration with our industry teams Required Qualifications 10+ years of experience in Talent Acquisition, with at least 5 years in Tech University/early careers hiring Proven success building or scaling early talent programs in a fast-paced, global tech environment Deep understanding of Engineering, Product and Science skillsets, and how to align early talent strategy to business needs Strong understanding of US university ecosystems, technical curricula and student engagement trend Ability to navigate global complexity, influence across regions, and partner with a diverse set of internal stakeholders Exceptional communication and influencing skills; comfortable leading conversations with senior engineering/product leaders Analytical mindset with fluency in data, metrics, and workforce planning tools Demonstrated team leadership experience with a passion for mentorship and development About the Team At Uber, we're redefining what early career means. Through uBecome, we offer a journey where ambition meets real-world impact - growing emerging talent by prioritizing long-term development over short-term skills, and building from within through hands-on learning, mentorship, and clear paths to conversion. uBies fuels innovation with fresh thinking that pushes boundaries at global scale, while advancing representation early by expanding access and opportunity for talent from all backgrounds. We expect interns and new grads to drive real business impact, contributing to meaningful work that ships, scales, and shows up in the real world. uBecome will take you there - to work that moves the real world, and a career that grows with it. For New York, NY-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For San Francisco, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For Seattle, WA-based roles: The base salary range for this role is USD$183,000 per year - USD$203,000 per year. For Sunnyvale, CA-based roles: The base salary range for this role is USD$203,000 per year - USD$225,500 per year. For all US locations, you will be eligible to participate in Uber\'s bonus program, and may be offered an equity award & other types of comp. You will also be eligible for various benefits. More details can be found at the following link ************************************** Uber\'s mission is to reimagine the way the world moves for the better. Here, bold ideas create real-world impact, challenges drive growth, and speed fuels progress. What moves us, moves the world - let\'s move it forward, together. Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form. Offices continue to be central to collaboration and Uber's cultural identity. Unless formally approved to work fully remotely, Uber expects employees to spend at least half of their work time in their assigned office. For certain roles, such as those based at green-light hubs, employees are expected to be in-office for 100% of their time. Please speak with your recruiter to better understand in-office expectations for this role. #J-18808-Ljbffr

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

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

LHH Recruitment Solutions is hiring for an HR Generalist for a small transportation company located in Kent, WA. This role is part time offering upto 30 hours a week and will be 100% on-site. This person will provide day to day HR operations to support employee relations, compliance, benefits administration, talent coordination, training, compliance, and operations and basic account receivables. What you'll be doing: Provide human resources guidelines, and aligns human resources solutions to support company Provide a variety of office organization including documentation management, filing and report packaging Facilitate training related to performance management, harassment prevention, EEO/AAP, leave administration, corrective action and termination Oversee basic accounts receivable tasks related to invoicing, deposits and monthly statements Partner with leadership to communicate and implement policies, procedures, standards and ensure compliance with applicable HR laws and regulations Advise management on employee relations issues Qualifications needed to be successful in the role: 3 + years of experience of Human Resources Experience working in a blue-collar environment Ability to interface with cross-functional disciplines Basic accounting terminology or financial aptitude Strong desire and aptitude for learning with inquisitive mind Highly organized, detail oriented and effective communicator Proven ability to self-manage while working collaboratively with a team This position is a part‑time role and, as such, is not eligible for company‑sponsored benefits. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: The California Fair Chance Act Los Angeles City Fair Chance Ordinance Los Angeles County Fair Chance Ordinance for Employers San Francisco Fair Chance Ordinance

Impekkable, an award-winning healthcare consulting and strategic hospital services firm, is seeking an HR Director to join an amazing team in Dillon, MT. Full-time, permanent position Onsite in Dillon, MT Relocation assistance provided Sign-on bonus JOB SUMMARY This executive level position is responsible for the overall management and strategic leadership for Human Resources (HR) Management and Volunteer Services. The director position serves as a source of advice and assistance on HR matters at all levels in the organization, including advice on HR implications of planned changes in management policy or programs, effects on the organization of economic/market trends, and change in labor law. The position assures the Mission, Vision and Values of the hospital are represented in all decisions for the delivery of services. The director position serves as an advisor of the Leadership Team and shares accountability for overall facility results. This role is ideal for an experienced HR professional who communicates exceptionally well, isn't afraid to speak up, and can navigate difficult conversations with professionalism and integrity. KEY RESPONSIBILITIES Lead and manage all HR functions, including recruitment, onboarding, employee relations, performance management, and retention strategies Serve as a trusted advisor to leadership and staff, providing clear, confident guidance on HR matters Facilitate difficult conversations with professionalism, empathy, and directness Promote a culture of accountability, communication, and continuous improvement Oversee compensation, benefits administration, and HR compliance Manage employee engagement initiatives and support workforce development Ensure adherence to federal, state, and local employment laws Maintain accurate HR records, policies, and reporting Partner with department leaders to address staffing needs and organizational priorities Support training, coaching, and leadership development across the hospital Assist and help train on new technology implementations (Paylocity, Premiere, etc.) REQUIREMENTS/QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field required (Master's preferred) 3 - 5 years of HR Leadership experience required, preferably in an acute care setting 1 - 3 years Supervisory experience required SHRM-SCP, SPHR, or CHHR credentials preferred Demonstrated ability to communicate clearly, confidently, and professionally at all levels Proven experience handling sensitive issues and leading difficult conversations Strong knowledge of HR laws, regulations, and best practices Ability to build trust, foster collaboration, and influence organizational culture IDEAL CANDIDATE You are a strong communicator who leads with both courage and care. You're not afraid to address challenges head‑on, advocate for what's right, and support leaders and staff through complex situations. You thrive in a rural healthcare setting where relationships matter, teamwork is essential, and your work directly impacts the community. FULL-TIME BENEFITS 403(b) with Employer match PTO/Sick Leave Health insurance Flexible Spending Account / Health Savings Account Dental insurance Vision insurance Employee Assistance Program Life insurance Offering a variety of optional health and well-being plans

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

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

Title- HR System (Workday) Administrator and Product Manager Classification- IT System Administration Journey Job Status- Full-Time - Permanent WDFW Program- Information Technology Services Duty Station- Olympia, Washington - Thurston County Hybrid/Telework- While this position offers a hybrid work arrangement, the successful candidate must be available to report to the Olympia, WA headquarters as needed. Learn more about being a member of Team WDFW! Photo Caption: Cooper Lake - Photo Credit: Pat Steele Bring your strong Human Resource Information System (HRIS) experience into a collaborative team environment where you will lead Workday integrations and manage vendor relationships that keep our HR systems running smoothly and remain adaptable to evolving needs. Collaboration is key, work alongside HR and business partners, you will translate workforce needs into intuitive system solutions that enhance the user experience, streamline processes, and support effective HR operations. Beyond technical leadership, you will supervise and mentor team members, fostering a collaborative team culture built on curiosity, accountability and delivering high impact solutions. What to Expect- Among the varied range of responsibilities held within this role, the HR System Administrator and Product Manager will, Product Manager and HRIS System Owner: * Product owner of the DFW Human Resources Information System (HRIS). * Provide vision and prioritization of service requests and project requests to implement solutions. * Be a champion of the agency's goal to consolidate HR and safety information and actions. * Work with agency contracts team to manage contracts for the selected vendor solution. Serve as the technical point of contact for vendor or product related issues. * Provide system administration of the Human Resources Information System and related workflows. * Assess customer needs to create, configure, and maintain the application environment * Troubleshoot and assist users with technical issues related to the Human Resources Information System, working cross team and with vendors to resolve issues that may arise. * Work with the customer to define current state, using that to identify and develop statements of work (SOW) for future state Vendor Management: * Develop and maintain relationships between WDFW and vendors/partners, facilitating regular business alignment meetings. * Analyze and resolve problem areas and disputes, managing the communications process with vendors. * Oversee service level agreements and contract performance, focusing vendors on technical, process, and business outcomes, innovation, competitive advantage, and increased customer revenue. * Collaborate with all teams (security, compliance, tax, HR, accounts payable, etc.) to ensure vendor compliance with existing requirements and regulatory obligations. * Recommend and implement improvements to processes, procedures, workflow, and organizational structures for contract management. Configuration Management: * Identify user business requirements by researching and analyzing user needs, preferences, objectives, and working methods, and studying how users consume content. * Plan and execute configuration management throughout the project lifecycle, including development, migration, deployment, and security. * Develop, maintain, and review configuration management processes and procedures, ensuring they are available to target audiences. * Provide advice and support to the business, project manager, and/or business analyst to manage change impacts across configuration items. * Configure and test software and hardware applications of the selected system. Requirements Gathering and Solution Implementation. * Develop prototypes and present recommendations for HR business process solutions based on requirement gathering sessions. * Utilize user journey mapping and customer-centered design principles in proposed solutions. * Maintain customer enthusiasm while interpreting and simplifying their needs into manageable and executable expectations. * Think strategically and steer conversations with customers towards out of the box functionality of the HRIS System with a focus productive agile project sprint cycles and continuous process improvement. * Strengthen relationships across the agency through continuous rapport building by identifying inefficiencies in current processes or technology and effectively communicating the long-term value of innovation. Supervision and Leadership: * Manage, assign, and evaluate work for the HRIS team members. * Provide leadership, coaching, and mentoring for team members. * Provides performance evaluations and conducts disciplinary actions. * Serve as liaison between subordinates and higher-level management. * Plan project activities, allocate resources, and communicate project details to IT staff to ensure successful completion * Identify and assign support work tasks to IT Support Specialists. Reporting and Data Analysis: * Collaborate with stakeholders to gather reporting requirements and define key performance indicators, then write and optimize SQL queries to extract, transform, and validate data for high-level reporting and analysis. * Design, build, and maintain reports and dashboards (Power BI, SSRS) that visualize trends, identify anomalies, and deliver actionable insights to support data-driven decision making. Working Conditions: Work setting, including hazards: * Works in a fast-paced hybrid work environment and is expected to lead communication and engagement with business partners, including facilitating meetings both in person and on camera. * Duties are performed in an office setting and require extensive computer use. This includes prolonged sitting or standing, repetitive data entry, and extended periods of viewing a computer monitor under standard office conditions such as fluorescent lighting. Schedule: Typically, Monday - Friday, 8:00 A.M. - 5:00 P.M. However, a flexible schedule may be required including weekend work and overtime during peak periods, system implementations, maintenance and outages. Travel Requirements: Some statewide travel may be required to attend training, meetings, and conferences. Qualifications: Required Qualifications: Option 1: Bachelor's degree in IT or related field. And Four (4) years of experience with Enterprise Software as a Service (SaaS) as system administrator human resource information systems (HRIS), and/or Vendor Manager in a medium to large organization. And Proven skills in organizing work, setting priorities, and providing clear direction and feedback to others including a demonstrated ability to lead, motivate, and support a team to achieve goals and maintain high performance. Option 2: Eight (8) years of IT experience with Enterprise Software as a Service (SaaS) as system administrator and/or Vendor Management in a medium to large organization. And Proven skills in organizing work, setting priorities, and providing clear direction and feedback to others including a demonstrated ability to lead, motivate, and support a team to achieve goals and maintain high performance. Special Requirements/Conditions of Employment: Undergo a background check, which will include fingerprinting. Preferred Qualifications: In addition to the required qualifications, our ideal applicant will possess one or more of the following: Communications or Computer related associate degree from an accredited college. * Experience administering and/or building within the Amanda environment * Experience with HR information systems, processes, and procedures. * Experience and/or certification in vendor management activities * Basic network troubleshooting skills and knowledge in network security. * Demonstrated experience presenting project materials in multiple formats (verbal, written, formal, informal) and to a range of audiences (internal teams, management and leadership). * Excellent communication skills including questioning, educating, fact-finding, persuading, negotiating, resolving, summarizing, and active listening, with the ability to interact effectively with a wide range of managerial, administrative, and professional staff. Your application must include the following: * A completed online application showcasing how your qualifications align with the job requirements. * An up-to-date resume. * A cover letter detailing your interest in the position, your relevant skills and experience, and why you are the ideal candidate. * At least three professional references with current contact information. In addition to pay and other special employee programs, there are other benefits that WDFW employees may be eligible for. Click the "Benefits" tab at the top of this announcement to learn more. Important Note: All new employees must complete an Employment Eligibility Verification Form (I-9 Form) on their first day of work. If hired for this or any position at WDFW, you will be required to provide documentation proving you are eligible to work in the United States. For a list of acceptable documents, please use the following link: *************************************************************** Union - WFSE: This position is covered by a collective bargaining agreement between the State of Washington, Department of Fish and Wildlife and the Washington Federation of State Employees (WFSE). This recruitment may be used to fill positions in addition to those listed. Veteran and Military Spouse Preference Notice: Per RCW 73.16.010 Veterans and qualifying spouses who meet the minimum qualifications of a position are eligible for preference during the initial application review stage. To receive this benefit, please do the following: * Notify us of your veteran or military spouse status by email at ****************************. * Veterans only - Attach a copy of your DD214 (Member 4 copy), NGB 22 or USDVA signed verification of service letter. * Please redact any PII (personally identifiable information) data such as social security numbers. * Subject line must include recruitment number, position, and spouse/veteran (example: 2024-1234 - Biologist 1 - Veteran) * Include your name as it appears on your application in careers.wa.gov. Diversity, Equity, and Inclusion Employer As part of WDFW's efforts to advance respectful and inclusive work environments, the Agency expects inclusivity as part of our professional interactions and communications. Therefore, we want to ensure that all individuals feel welcome, are treated fairly and respectfully. All staff are empowered to fully contribute to serving their work unit, Agency, and the citizens of Washington. The Department of Fish and Wildlife is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, disabled and Vietnam era veterans and people of all sexual orientations and gender identities are encouraged to apply. Request an accommodation: Persons needing accommodation in the application process or this announcement in an alternative format please contact Jayme Chase by phone ************ or email **********************, or the Telecommunications Device for the Deaf (TDD) at ************. Technical Difficulties: If you are having technical difficulties creating, accessing, or completing your application, please call NEOGOV toll-free at ************** or ******************. Other questions: If you have other questions regarding this position, please reach out to **************************** and reference job #2026-00639. Follow us on social media: LinkedIn | Facebook | Instagram lb

Schedule: 9:00 AM to 5:30 PM FLSA: Exempt Position Type: Full-Time/Regular Akin Gump Strauss Hauer & Feld LLP is a leading international law firm with more than 900 lawyers in offices throughout the United States, Europe, Asia and the Middle East. We are currently seeking an HR Leave Administration Manager in the Human Resources department, reporting to the Director of Benefits. The role will reside in the Washington, DC office with hybrid work capabilities and will be responsible for the administration and maintenance of the firm's U.S. leave of absence programs, policies, and procedures, as well as related federal and state employment- statutes; advising and providing assistance to office Human Resources on matters related to leave administration. The HR Leave Administration Manager is expected to serve as a positive role model and mentor, and to perform all responsibilities with a commitment to providing superior service to the firm's attorneys, advisors and staff, efficient and effective departmental operations, and an atmosphere of teamwork and continuous improvement. The HR Leave Administration Manager is expected to perform all responsibilities with a commitment to providing superior service to the firm's attorneys, advisors and staff, and maintaining an atmosphere of teamwork and continuous improvement. Key responsibilities of this position include: Oversee and administer all U.S. employee leave of absence programs, including FMLA, short/long-term disability, parental leave, family leave, Workers' Compensation, and other statutory or firm-sponsored leaves, ensuring compliance with firm policy and all federal, state and local leave regulations. Advise and provide guidance to employees and managers regarding leaves of absence, leave entitlements, policies, available benefit resources and procedures. Monitor leave balances and communicate timely updates to employees, managers and practice group leadership. With the Director of Benefits, oversee relationship management with Unum, the firm's third-party medical disability, FMLA and long-term disability insurance administrator, and the firm's external benefits brokers that manage the Unum relationship. Oversee compliance with and coordination of state disability and family leave paid benefits programs with FMLA, state and local leave protections and firm leave policies. Supervise the HR Policy and Leave Specialist, overseeing day-to-day work, prioritizing workload, setting expectations, delivering performance evaluation and feedback, supporting professional growth, and mentoring. In collaboration with the Director of Benefits and the Office of the General Counsel, ensure regulatory compliance with federal, state and local laws and statutes, update Human Resources related policies as necessary and disseminate updates to local office Human Resources teams. Assist in recommending and developing new and/or revised human resources policies, procedures, projects and initiatives related to leaves of absence. With guidance from the Office of the General Counsel, as needed, provide direction on the application of the ADA, FMLA, and other federal, state, and local statutory employment regulations to local office Human Resources teams, people managers and employees. Provide guidance to the Human Resources department, people managers and employees on the application of employee leave policies and procedures; assist in resolving complex leave issues. Manage leave of absence benefit communications, campaigns and resources, including identifying educational opportunities for firm personnel regarding leave of absence benefits and policies. Serve as a primary resource with the Human Resources Policy and Leave Specialist for local office Human Resources queries and issues related to the firm's leave of absence tracking modules in Workday. Serve as backup to Human Resources Policy and Leave Specialist for oversight of records set-up, tracking and maintenance. Serve as backup to Human Resources Policy Leave Specialist for daily Workday leave entries and updates. Liaise with Workers' compensation carrier on matters related to escalated workers' compensation claims. Organize and lead, as appropriate, status meetings with the Director of Benefits, as well as with benefit vendors regarding open cases and current projects or initiatives. Remain current in industry trends in Human Resources and the legal profession as they relate to leaves of absence and related topics. Ensure expertise in technology relevant to the position; strive for proactive use of the most current technology to further internal customer service and efficiency. Provide leave of absence data and trends for internal reporting and third-party surveys as needed. Qualifications (Experience, Knowledge, Skills & Abilities): Bachelor's degree required; advanced degree and/or professional HR certification helpful Minimum of 7 years of human resources and/or leave administration related experience with at least 3 years of management level experience Previous human resources experience in a law firm or professional services environment strongly preferred Working knowledge and experience in Workday preferred Working knowledge and experience in NetDocs management system preferred Knowledge and experience in administering FMLA, ADA, and other federal, state, and local statutory employment regulations Unfailing commitment to confidentiality and discretion; impeccable judgment and common sense Ability to establish and build credibility as a knowledgeable and trusted HR advisor and function as a strong role model within the office Excellent interpersonal skills, including strong oral and written communication skills and the ability to communicate potentially difficult, detailed and complex information to others with tact and finesse Strong organizational skills and unfailing attention to detail Ability to work independently and with a team Ability to manage vendor relationships with tact and influence, including holding vendors accountable for contract service level agreements Ability to manage multiple priorities and adjust to changing priorities in a professional manner Willingness and ability to assume new tasks and responsibilities Ability to work well under pressure, facilitate solutions and meet deadlines Ability to work extended hours to fulfill time sensitive responsibilities Thorough knowledge of MS Office, including Word, Outlook, Excel and PowerPoint Commitment to maintaining confidentiality of client and office information, and adhering to the Firm's Core Values The anticipated base salary range for this position in Washington, DC is $135,000 to $165,000. The actual salary offered will be based on several factors, including, but not limited to, relevant education, qualifications, years of relevant experience, certifications or other professional licenses held, job-related knowledge and skills, business needs, and the location from which the work will be performed. Additionally, salary or hourly wages may be only part of the total compensation package, which may also include a full range of health and other insurance benefits, financial and/or other benefits (including 401(k) eligibility), a discretionary bonus, and various paid time off benefits. Additional information about benefits and rewards can be found here . Akin Gump Strauss Hauer & Feld LLP participates in E-Verify for purposes of verifying employment eligibility #LI-DNI

About Us The Summit at Snoqualmie is a day ski resort destination serving the Pacific Northwest with 1,400+ seasonal team members across four base areas and up to 80 lines of business, including extensive food and beverage, mountain operations, and snow sports divisions. Position Overview The Director of Human Resources is an on-site leadership position critical to The Summit's success and growth. This role requires an operational HR expert with proven experience in high-volume seasonal operations, team development, and building trusted business partnerships across the organization. The Director will lead workforce planning and high-volume recruitment efforts to successfully onboard 1,400+ seasonal employees annually. This position is an in-office position that oversees all aspects of the employee experience, including employee relations, compensation planning, labor management, talent development and learning, and regulatory compliance. The ideal candidate will be a passionate, hands-on leader committed to fostering a high-performing culture and serving as a strategic business partner to resort leadership. Responsibilities Key Responsibilities Leadership & Team Management * Lead, develop, and mentor a team of 3-5 HR professionals including specialists, coordinators, and generalists * Supports senior leadership at the resort and HR Shared Services to execute Boyne Resort's programs * Excellent communicator and ability to transfer knowledge clearly and timely across all levels of the organization * Creates a talent pipeline by way of coaching for success, performance management, and career development * Provides trustworthy, cross-functional relationships with all department heads and maintains regular business reviews and is seen as a value-add resource * Instrumental in developing high-performing teams with an emphasis on our values framework L.E.A.D.S. HR Operations & Compliance * Oversee all HR operational processes including talent acquisition and workflows related to job offers, onboarding, I-9 verification, background checks, benefits administration, HRIS management, and personnel file maintenance * Experience with HCM systems including ICIMS, UKG, and BI for reporting and analytics * Understands Washington state employment laws and can communicate and effectively ensure compliance related to wage and hour, paid sick leave, workers' compensation, and industry-specific regulations for food service and mountain operations * Oversees the management of unemployment claims, workplace investigations, workers' compensation, pay programs and bonus administration, compensation and benefits, and annual compliance audits High-Volume Seasonal Recruitment * Design and execute recruitment strategies to hire 1,400+ seasonal team members across 80 departments within compressed timeframes, typically October to December * Oversees the recruiting and succession plans to create talent pipelines through job fairs, college partnerships, J-1 visa programs, and community outreach * Oversee specialized recruitment for key positions including instructors, culinary professionals, lift operators, snowmakers, and retail staff * Collaborate with department leaders to forecast staffing needs and deploy team resources to meet winter and summer hiring timelines Employee Relations & Business Partnership * Serve as primary HR Business Partner to resort leadership across food and beverage, mountain operations, snowsports schools, retail, equipment rentals and guest services * Conduct and oversee workplace investigations, progressive discipline, performance improvement plans, and terminations * Provide real-time consultation on employee concerns, conflict resolution, workplace accommodations, and complex employee relations matters * Coach managers and HR team members on effective case management and legal compliance Compensation & Talent Development * Administer compensation programs including seasonal wage structures, merit increases, and incentive programs; conduct market analysis for competitive positioning * Ensure resort is following all guidelines related to benefits enrollment, ACA compliance, leave administration (FMLA, PFML), and unique considerations such as tip reporting and certification pay * Design manager training programs, onboarding processes, career pathways, and recognition programs that reduce turnover and drive engagement * Partner with leadership on succession planning and specialized training requirements Qualifications Qualifications Required: * Bachelor's degree in Human Resources, Business Administration, or related field * 5+ years progressive HR experience with 3+ years leading HR teams * Expertise in high-volume hiring environments (1,000+ hires annually) * Deep knowledge of Washington State employment law and compliance * Proven experience managing complex employee relations, investigations, and terminations * Experience supporting diverse business units * Proficiency with HRIS and applicant tracking systems * Strong business acumen, communication skills, and ability to influence relationships * Flexibility to work weekends and holidays during peak seasons; ability to travel between base areas Preferred: * PHR, SPHR, SHRM-CP, or SHRM-SCP certification * Hospitality, retail, or logistics seasonal industry experience * Experience with J-1 visa and H-2B programs * Knowledge of food service regulations, tip compliance, and mountain safety requirements * Background supporting skilled/certified workforces Compensation: * The salary range for the Human Resources Director is $110,000-$130,000 with eligiblity for a 15% bonus. Physical Requirements Ability to navigate four base areas in office and operational environments, including outdoor areas in varying weather conditions. Extended hours required during peak periods (November-April). Regular travel between base areas. The Summit is an equal opportunity employer committed to building a diverse and inclusive workplace.

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

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

As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills, and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits, and natural beauty. **Overview** The Department of Psychiatry and Behavioral Sciences (PBSCI) within the UW School of Medicine is the third largest clinical department with 350 full-time faculty members, 500 courtesy faculty members, and 350 staff. Department faculty provide clinical services in 5 hospitals, outpatient mental health clinics, and 14 primary care locations, in addition to telepsychiatry consultations to more than 150 clinics in Washington and beyond. As the only academic psychiatry department serving the five state WWAMI region (Washington, Wyoming, Alaska, Montana, Idaho), the Department's highly competitive residency training program is largely responsible for developing the mental health workforce in the Pacific Northwest. The Department's robust research portfolio totals $60 million in grants and contracts per year for projects ranging from clinical neurosciences to treatment development to health policy and population health. The Department is recognized as an international leader in developing, testing, and implementing Collaborative Care, an integrated care model increasingly seen as a solution for population-based mental health care. Other areas of excellence include Addictions, Autism, High Risk Youth, Neurosciences, and Trauma, and the Department is developing innovative new programs in Technology and Mental Health, Global Mental Health, Maternal and Child Mental Health, and Targeted Intervention Development. **The Department of Psychiatry and Behavioral Sciences is recruiting for a Faculty Recruiter/Academic HR Manager.** **Position Purpose** The University of Washington (UW) is proud to be one of the nation's premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoy outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty. The Department of Psychiatry and Behavioral Sciences within the UW School of Medicine is recruiting for an experienced Human Resources Manager with a focus on faculty recruitment. Psychiatry is the third largest department in the School of Medicine and has centralized administrative support for the entire department. This individual will report to the Faculty Human Resources Business Partner and will provide general faculty and academic HR support and faculty recruitment efforts. The position will be part of a team of human resource professionals supporting the department that is composed of an Associate Director for HR, two lead Human Resources Business Partners (Faculty/Academic and Staff focused), two Human Resources Coordinators (Faculty/Academic and Staff focused), a Program Operations Specialist with a focus on payroll, and two Human Resource Dept/Admin Manager positions (one focused on staff and this position focused on faculty and academic appointments and recruitment). As a unit, they provide full support for departmental faculty, academic, and staff human resources and payroll. **Position Complexities** Given privileged and highly confidential information and trusted to act upon this information accordingly and with discretion; manages appointments of individuals who are located across the WWAMI region; must interact and collaborate with multiple offices and individuals in several states. **Position Dimensions and Impact to the University** This position is critical to supporting the educational mission of the department, school and University. It is required to ensure the department remains compliant in its training of residents and medical students by managing the appointments of clinical faculty supervisors. **Responsibilities** Academic Human Resources Faculty Recruitment Efforts: + Develop and implement recruitment campaigns targeting psychiatry residents and other candidate pools (e.g., emails, mailers, LinkedIn, conferences). Includes development of print and digital recruitment collateral and talking points through partnership with the Department's Associate Director of Communications. + Manage full cycle recruiting: posting positions and advertisements in Interfolio, targeted trade journals and websites, sourcing diverse candidates, screening applications, and preparing offer letters. + Partner with service chiefs and leadership to identify top candidates and forecast hiring needs; maintain candidate banks for future positions. + Proactively source and actively network with internal and external partners (including department chairs, residency program directors) to expand candidate pipelines and identify candidates for recruitment. + Organize and represent the department at recruitment events and national professional society meetings (including occasional travel). + Keep abreast of information to use in our recruitment efforts (e.g., rankings, why WA is the best state in America, UW Medicine best employer, etc.). + Maintain recruitment metrics (e.g., open/filled positions, time-to-fill, forecasted needs, separations) and report trends. + Advise service chiefs and leadership on the recruitment regulations, best practices, and compensation guidelines. + Ensure compliance with federal, state, and university recruitment and hiring policies and laws. Faculty and Academic Personnel Onboarding and Offboarding + Support recruitment of new faculty, acting, clinical, tenure, without tenure and research faculty, as well as trainee appointments (postdoctoral scholars, fellows, non-ACGME fellows, clinician researchers, etc.) including posting advertisements, coordinating search committees, advising the Chair, and scheduling visits in accordance with Department, School of Medicine, and University policies. + Manage and submit annual hiring plan to the School of Medicine. + Partner with the lead Faculty HR Business Partner to ensure compliance with all policies and requirements for Interfolio postings, Workday entries, onboarding, and collective bargaining agreements. + Manage collection and timely submission of appointment packets; Coordinate Medical Staff appointment packets with Office of Medical Staff Appointments (OMSA); request AMC access for all appointments, and EPIC access for clinically active appointments. + Oversee onboarding and separations in compliance with the University and School of Medicine requirements. Faculty and Academic Personnel Appointments, Reappointments, and Promotions + Implement appointment, reappointment, and promotion processes under delegated authority from the lead Faculty HR Business Partner. + Manage all appointments, reappointments, and promotions in compliance with University and School of Medicine requirements and deadlines. + Oversee annual and term faculty (courtesy, clinical, acting, adjunct, affiliate, and visiting) appointments, reappointments, promotions, CTM and Workday updates, onboarding, and separations. + Oversee the annual merit review process. + Manage reappointments and separations for trainees (postdoctoral scholars, Fellows, Non-ACGME Fellows, clinician researchers, etc.) in accordance with collective bargaining agreements in Workday and on PsycSource, the department's intranet and internal ticketing/tracking system. + Prepare annual materials and communications for faculty and academic personnel actions, ensuring review materials are distributed to voting faculty. + Support mandatory and non-mandatory promotion processes for regular and research faculty. Faculty and Academic Personnel Compensation + Manage faculty compensation actions (e.g., X/Y shifts, ADS, TPS, MAC, SAAC, retentions), prepare justification letters for the Chair, and complete CTM and Workday updates and business processes. + Process FTE changes and ensure data accuracy in SOM CTM system and Workday. Compliance + Maintain electronic records of faculty appointments, licensure, outside compensation, annual review, and other documents within the department. + Identify and address issues requiring early intervention using independent judgment, collaborating with other decision makers as needed. + Respond to audit requests from the School of Medicine in a timely manner. + Advise and provide guidance to department faculty and staff on new Academic HR policies and procedures. + Run Workday reports to track reappointments, ensuring timely processing and extensions. + Assist with academic personnel leave tracking and reporting. Process Improvement + Identify opportunities for process improvement; draft proposals, implement plans, and evaluate outcomes. + Continuously evaluate and improve recruitment policies and procedures. + Perform other faculty affairs tasks as assigned. **Minimum Qualifications** + Bachelor's Degree in human resources, business, social sciences, communications, or related field AND two years experience OR equivalent combination of education and experience. **Additional Qualifications** + Demonstrated understanding of HR management principles, including recruitment (e.g., outreach, sourcing, networking), engagement, development, compensation, employee relations, employment law, and benefits. + A thorough understanding of State and Federal policies related to human resources. + Strong customer service orientation with the ability to maintain a positive attitude. + Successful, demonstrated ability to provide very high-quality customer service. + Solutions-oriented, demonstrating strong initiative and follow-through. + Ability to handle confidential information with tact, discretion, and diplomacy, and to maintain strict confidentiality. Work with confidential information and take appropriate action. + Successful history and ability to work on large, complex projects in a deadline-driven environment. + Must be a self-starter who works successfully from stated goals without instruction. + Must be able to work independently with exceptional organizational, planning, time management skills, and initiative. Must also be able to work as a member of a team and to collaborate with others. + Excellent written and verbal communication skills, and strong interpersonal skills; ability to maintain a calm demeanor under pressure and communicate effectively at all levels within an organization. + Professional level competency with general MS Office applications, e.g., Word, Excel, Outlook, Teams, and ability to learn new software applications as necessary to do the job. + Ability to thrive while working with a high volume of work and critical, time-sensitive deadlines. A flexible and open mindset is essential. + Ability to research and synthesize information and communicate effectively to lay audiences in verbal and written form. + Possess in-depth knowledge of Workday transactions and functionality, including initiation, approvals, process-flows, downstream impacts, and business consequences. **Desired Qualifications** + Three to five years of relevant work experience. + Experience with academic personnel. + Experience with Psychiatry and Psychology specialties. + Experience organizing and staffing recruitment booths and in creating recruitment and outreach materials. + Experience creating recruitment plans, candidate banks, outreach strategies, and networking through multiple avenues (e.g., professional societies, affinity groups, listervs, etc.). + Proven expertise at managing both academic and staff human resources at a UW department level. + Familiarity with UW systems such as Workday, Interfolio, and other HR service platforms. + Working knowledge and interpretation of university policies and procedures. + Ability to represent the department and university in positive and engaging ways. + Comfort with and ability to express complex employment factors to a variety of audiences. **Compensation, Benefits and Position Details** **Pay Range Minimum:** $70,764.00 annual **Pay Range Maximum:** $106,140.00 annual **Other Compensation:** - **Benefits:** For information about benefits for this position, visit ****************************************************** **Shift:** First Shift (United States of America) **Temporary or Regular?** This is a regular position **FTE (Full-Time Equivalent):** 100.00% **Union/Bargaining Unit:** Not Applicable **About the UW** Working at the University of Washington provides a unique opportunity to change lives - on our campuses, in our state and around the world. UW employees bring their boundless energy, creative problem-solving skills and dedication to building stronger minds and a healthier world. In return, they enjoy outstanding benefits, opportunities for professional growth and the chance to work in an environment known for its diversity, intellectual excitement, artistic pursuits and natural beauty. **Our Commitment** The University of Washington is committed to fostering an inclusive, respectful and welcoming community for all. As an equal opportunity employer, the University considers applicants for employment without regard to race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability, or veteran status consistent with UW Executive Order No. 81 (*********************************************************************************************************************** . To request disability accommodation in the application process, contact the Disability Services Office at ************ or ********** . Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law (********************************************************* . University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, religion, color, national origin, sexual orientation, gender identity, sex, age, protected veteran or disabled status, or genetic information.

The Human Resources Director performs a variety of complex administrative, managerial and professional duties related to planning, organizing, directing and coordinating the human resource system of the city, including classification, compensation, recruitment, selection, employee relations, labor relations, employment law compliance, HRIS, employee benefits, management development, and employee health and safety. Under general direction from the Mayor and City Council, work is performed within policies and administrative regulations with wide latitude for exercise of independent judgment. This position may be appointed by the Mayor and confirmed by City Council. The job requires considerable education and experience to successfully carry out the responsibilities of the position including interpreting applicable laws and regulations, planning, developing, implementing and directing policies and programs to guide effective work behaviors and organizational management; working with political officials within and outside the City's organization; analyzing benefits trends, costing and compliance, particularly as it relates to healthcare and other benefit programs; developing and monitoring the department's budget; applying compensation rules and options; overseeing job classification, employee recruitment and selection; negotiating collective bargaining agreements and maintaining professional relationships with bargaining groups; managing departmental operations including applicable laws and regulations; directing on-line and on-site training programs; applying principles of supervision, including evaluation and motivation techniques; and employing diplomacy and mediation methods to address and resolve human resources challenges. The Human Resources Director demonstrates excellent communication and managerial skills, an attitude of cooperation, and the ability to maintain a collaborative and cooperative working relationship with elected and appointed officials, other City employees, other organizations, and the general public. The work is conducted in a general office environment with stable temperatures and a moderate level of noise. ESSENTIAL DUTIES AND RESPONSIBILITIES * Directs all aspects of the city Human Resource Management functions; develops and implements personnel policies; recommends and implements guidelines and practices; oversees personnel records management; assures completeness and confidentiality of HR records; monitors and assures city-wide compliance with federal and state statutes; solicits legal opinions in matters of liability; investigates alleged violations of law and HR regulations. * Plans, directs, and manages the work of Human Resources staff including hiring, performance evaluations, transferring, promoting, assigning of significant duties, rewarding, disciplining and terminating employment. Provides consultation to other City Department Directors regarding all human resources functions including application of policies, disciplinary actions, due process hearings and terminations. Consults with City employees on human resources policies and practices and assists employees to resolve work related problems. * Develops and recommends HR annual operating budget; completes metrics evaluation and reporting; monitors office expenditures to ensure compliance with established fiscal guidelines and budget limitations. * Oversees the city-wide recruitment and selection processes, including those regulated by civil service rules; serves as liaison to the Civil Service commission; coordinates and participates in selection of Department Directors. * Participates in city union contract negotiations process; analyzes various contractual conditions and provisions for various bargaining units of the city; prepares collective bargaining agreement proposals; projects costs of various contract features; coordinates management team discussion and assists in determining contract offers to be extended during negotiations. Oversees the City's compensation programs and system; directs internal and external studies to assure pay equity and market competitiveness; oversees the City's performance evaluation program through department heads and supervisors; develops and implements personnel management rules as required by law; monitors leave practices, overtime practices, etc. * Oversees general employee relations processes; monitors application of policies to assure fair and consistent treatment of employees, i.e., recruitment, selection, compensation, advancement, etc.; resolves complex issues related to compensation, discipline and discharge; conducts investigations as needed. * Oversees employee wellness program, identifies best practices in the wellness industry, analyzes City-wide participation rates, recommends and implements new programs; oversees employee safety activities and workers' compensation program. * Oversees Title 1 of the Americans with Disabilities Act; services as resource to department heads regarding ADA compliance; may participate in the interactive process and, with department heads, identifies reasonable accommodations. * Oversees new staff orientation program and management training and development programs. * Administers city grievance processes; promotes harmony among workers and resolves grievances; coordinates the appeals and grievance hearing processes and procedures, including those required by civil service rules; assures timely processing of grievances and various review levels; coordinates hearing times and locations. * May serve as a member of AIC Legislative Committee (to review and comment on proposed legislation affecting Idaho municipalities); may make presentations on human resources related topics to local organizations and at statewide conferences (ICRMP, AIC, PRIMA). * Performs other duties as assigned. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this position at any time. ACCEPTABLE EXPERIENCE, TRAINING, LICENSES AND/OR CERTIFICATIONS * Bachelor's Degree in Human Resources Management, Business Management or related field is required; and * Preferred professional certification such as PHR, SPHR, IPMA-CP, CLRP; and * At least eight (8) years' experience in human resources management with five years in higher-level management and administration. An equivalent combination of education and experience that provides the required skills, knowledge and abilities to successfully perform the essential functions of the position may be considered. CLASSIFICATION REQUIREMENTS The requirements listed below are representative of the minimum knowledge, skill, and/or ability required for an individual to satisfactorily perform each essential duty satisfactorily and be successful in the position. Knowledge of: * Human resource management theory, methods, and practices; * The legal environment related to human resource management including federal and state laws, codes and regulations; * Benefits trends, costing and compliance; * Compensation laws and guidelines, pay structures and reward programs; * Job classification and job valuation methods; * Labor relations and effective collective bargaining agreement negotiation methods; * Training and development theory, adult learning principles; * The art of diplomacy and cooperative problem solving; * Leadership and organizational behavior management; * Program analysis and forecasting; * Municipal budgeting practices. Skill and Ability to: * Analyze, evaluate and propose human resources management programs and policies; * Analyze problems, identify alternative solutions, and project consequences of proposed actions; * Provide consultation to employees at all levels of the organization; * Interpret, communicate, and apply complex Federal, State and local policies, procedures, laws, and regulations; * Work independently and exercise initiative, with general guidance and supervision; * Demonstrate strong customer service principles including issue resolution; * Communicate effectively, verbally and in writing; * Prepare and analyze comprehensive reports; * Develop, write, and communicate new and revised policy; * Maintain quality work production while dealing with deadline pressures imposed from within and without the division; * Make prudent decisions where established procedures do not always apply; * Communicate effectively in the English language at a level necessary for efficient job performance; * Complete assignments in a timely fashion; understand and comply with all rules, policies and regulations; * Maintain a professional demeanor at all times; * Perform all duties in accordance with City policies and procedures with regard for personal safety and that of other employees and the public; * Operate a personal computer and job-related software applications. PHYSICAL REQUIREMENTS While performing the duties of this classification, the employee is frequently required to stand, walk, sit, stoop, kneel, bend, use hands to handle materials, manipulate tools, keyboard or type, reach with hands and arms. Sufficient visual acuity and hearing capacity to perform the essential functions and interact with the public is required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Join Our Dynamic HR Team: We're Looking for a Talented Team Leader Are you a strategic HR leader who thrives at the intersection of people, policy, and public service? Kootenai County is seeking an experienced Human Resources Director to lead countywide HR operations and help shape a high-performing, compliant, and service-oriented workforce that supports our community. This is a perfect leadership role for a collaborative, confident professional ready to partner with County leadership, Elected Officials, and department heads to deliver modern, effective human resources programs. This position is on site at our Coeur d' Alene, ID location and is not eligible for remote work Why You'll Love This Opportunity: * Competitive Pay: $106,953.60 - $127,088.00 annual, depending on experience. * Amazing Benefits: Enjoy an exceptional benefits package including health care for eligible employees and their dependents at our free medical clinic offering primary care, select medications and select lab services. * Generous Paid Time Off: Full-time employees earn up to 8 hours of vacation each month, with increases based on years of service-because we believe in giving you the time to recharge! * Retirement: The County provides a robust retirement plan through the Public Employees Retirement System of Idaho (PERSI), helping you plan for your future. * Student Loan Forgiveness: As a public employer our employees may qualify for the federal Public Student Loan Forgiveness program. We're looking for a candidate with: * Bachelor's degree in human resources, Business Management, or a related field. * Five (5) or more years of experience managing an HR department, with significant experience in compensation strategies, pay practices, and job classification systems, including job evaluations, market analysis, pay range structures, and FLSA determinations. * Strong working knowledge in developing and managing departmental operations, countywide health insurance and risk management/compliance budgets. * Strong working knowledge of federal and state employment law, benefits administration, compensation, employee relations, and compliance. * Proven ability to lead teams, resolve conflict, and handle sensitive matters with discretion. * Public sector experience (preferred but not required). * A PHR, SPHR, SHRM-CP, or PSHRA certification (preferred but not required). * The ability to always maintain confidentiality. What You'll Do: As Human Resources Director, you will direct all functions of the County's HR Department, providing both strategic vision and hands-on leadership. You will lead the department by handling a wide range of responsibilities including: * Providing strategic leadership for all countywide HR functions, policies, and practices. * Overseeing HR operations, including budgets for health insurance, risk management, and compliance. * Building strong collaborative relationships with officials, department heads, employees, and external partners. * Serve as the county's lead authority on job classifications, compensation strategies, job evaluations and pay practices, ensuring internal equity, market competitiveness, fiscal responsibility, and legal compliance. * Lead compensation analysis, labor market benchmarking, and pay equity reviews; developing recommendations for executive leadership and governing bodies. * Managing job classification, compensation structures, and pay practices. * Administering benefits, wellness programs, and cost-effective plan negotiations. * Serving as the county ADA Coordinator, overseeing accommodations, training, and accessibility initiatives. * Ensuring compliance with federal, state, and local employment laws; advising leadership on HR and legal matters. * Leading recruitment, hiring, onboarding, succession planning, and staffing strategies. * Advising on employee relations, investigations, discipline, and terminations. * Directing risk management, safety programs, insurance, and claims administration. * Managing leaves, workers' compensation, unemployment, and workplace compliance programs. * Analyzing workforce and claims data to implement proactive HR solutions. * Developing and delivering leadership development and HR training programs. * Overseeing performance evaluations, EEO compliance, and accurate personnel recordkeeping. * Take a closer look at the full job description to see if this role is the right fit for you This role works closely with the Board of County Commissioners, Elected Officials, department leaders, legal counsel, and external partners to ensure consistent, fair, and legally sound HR practices. Life in Beautiful Kootenai County Nestled in the stunning north of Idaho, Kootenai County is a paradise for outdoor enthusiasts. From breathtaking mountains to pristine lakes, our area offers the perfect balance of work and play. With a thriving community of approximately 180,000 residents, you'll enjoy a low-crime, peaceful atmosphere. Our County Seat in Coeur d'Alene is known for its picturesque lakeside views and vibrant lifestyle. Ready to Apply? Visit our online application page Kootenai County Employment Opportunities to submit your application, cover letter and resume by 5:00 PM PST February 6, 2026. We encourage early applications, as the position may close before February 6, 2026, if a successful candidate is selected. Candidates for employment must successfully complete the County's pre-employment and drug screening. As a public entity, human resource employees pass a national fingerprint clearance background check. Questions? Reach out to our Human Resources team at ************** or email ******************. Equal Opportunity Employer/Vets Preference/Drug-Free Workplace

Description The Arc Western Montana's Chief Human Resources Officer (CHRO) lead's a small, dedicated HR team and provides hands-on support to leaders and 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 positive, 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 is a good fit for 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 $100,000 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 $85 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 Salary Description $78,000 - 100,000

Full-time Description This executive level position is responsible for the overall management and strategic leadership for Human Resources (HR) Management and Volunteer Services at Barrett Hospital & HealthCare (BHH). The director position serves as a source of advice and assistance on HR matters at all levels in the organization, including advice on HR implications of planned changes in management policy or programs, effects on the organization of economic/market trends, and change in labor law. The position assures the Mission, Vision and Values of BHH are represented in all decisions for the delivery of services. The director position serves as an advisor of the Leadership Team and shares accountability for overall facility results. Minimum Qualifications: Education: Bachelor's Degree required, Master's Degree Preferred. SHRM-SCP, SPHR , or CHHR credential(s) preferred. Experience: 3-5 years of HR Leadership experience required, preferably in acute care hospital setting; 1-3 years Supervisory experience required. Facility Information: Barrett Hospital & HealthCare provides the people of southwestern Montana with quality healthcare services. Recognized as a leader in rural health facilities, we have been named as a Top 100 Critical Access Hospital for 14 years and a Top 20 CAH 7 times from among over 1300 critical access hospitals across the nation. We continually strive for clinical excellence, with patient safety our top priority. Barrett Hospital & Healthcare is an 18-bed facility with an impressive array of technology, ancillary services and a thriving physician clinic with regional respect for quality expertise. About our Community: Located in Dillon, Montana, our community is renowned for scenic outdoor experiences, including cross-country, downhill and backcountry skiing, blue ribbon fly-fishing, world class hunting, and extensive hiking and biking opportunities. Nestled in the northern Rocky Mountains, the City of Dillon is home to an excellent school system and is home to the University of Montana Western campus. We invite you to join our team and enjoy an adventurous Montana lifestyle! Full- Time Benefits: 403(b) with Employer match PTO/Sick Leave Health insurance Flexible Spending Account / Health Savings Account Dental insurance Vision insurance Employee Assistance Program Life insurance Offering a variety of optional health and well-being plans

Announcement # 2025-336 School Resource Officer (On-Call) Tribal School Department of Human Services Hourly Wage: $22.17/Intermittent/On-Call The School Resource Officer will work in collaboration with staff, students, regional school safety centers and the community to ensure an environment conducive to learning and to maintain an atmosphere where teachers feel safe to teach and students feel safe enough to learn. He or she would function as an advisor to administrators, a law enforcement officer, and a mentor to students and faculty who provide tips to resolve problems. Examples of Work Performed: Supervise campuses and surrounding areas to ensure that students are provided a safe and secure learning environment. Enforce school disciplinary plans. Assist and supervise activities outside of the normal school days, such as school function events such as, dances, sports (football, basketball, etc.). Investigate and deter criminal conduct. Go into classrooms to promote a better understanding of our laws, why they were enacted and their benefits. Provide a visible positive image for law enforcement and bring expertise into schools that will help young people make more positive choices in their lives. Be available as a confidential source of counseling to students concerning problems they face. Collaborate with staff and community, specifically with the Yakama Nation Tribal Police, Toppenish City, Sheriffs, Local law enforcement. Provide expertise in staff training, drill, and implementation of school safety plans. Provide expertise in an ongoing assessment of school safety. May be assigned new projects and/or tasks not included in this description, as well as assist other Tribal School staff as requested by supervisor to ensure the efficient functioning of the school. Other duties assigned. Knowledge, Skills and Abilities: Experience in law enforcement. School-specific security education training. Understanding of urban, suburban, and rural school security needs. Real world knowledge of school issues. Current with latest trends and strategies of school safety and security. Experience with school safety assessment. Ability to develop rapport with students and staff. Ability to communicate both orally and in written form. Ability to successfully resolve/diffuse conflicts. Minimum Requirements: Willing to work flexible hours. Any combination of related courses, training and experience that provides the ability to perform the duties and responsibilities. Prefer community college and/or vocational school degree or higher with study in job related area. Required to complete and pass a background and fingerprint check in accordance to the Yakama Nation Tribal School policy. Must possess a current First Aid/CPR card. Required to pass a pre-employment drug test. Must have no history of child abuse or neglect. Must have no history of drug or alcohol abuse. Must possess a valid Washington State Driver's License with the ability to obtain a Yakama Nation Driving permit. Enrolled Yakama Preference, but all qualified applicants are encouraged to apply.