Human Resources Manager jobs at University of Washington - 115 jobs

The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.

The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.

Administration/Director of Human Resources Date Available: 07/01/2026 Closing Date: Open until filled Job Description: See attached Qualifications: Professional Educator's License with General Administrative Endorsement OR Bachelor's Degree In Human Resources/Business Administration Three to five years of experience in a similar position is preferred Salary/Benefits: Regionally comparable based on experience in a similar role, full board paid TRS, full board paid family and single health insurance benefits Application Procedure: Apply Online

THE OPPORTUNITY This is a unique opportunity for an HR leader who wants to make a meaningful impact in a mission-driven, creativity-fueled environment. As Director of Human Resources & People Engagement, you will help shape the employee experience at one of the nation's premier art and design colleges-championing inclusion, nurturing talent, and building a workplace where artists, faculty, and staff feel supported and empowered. Working closely with senior leadership, you will influence strategy, elevate culture, and help advance CIA's legacy of innovation within Cleveland's vibrant University Circle. THE ORGANIZATION Founded in 1882, the Cleveland Institute of Art (CIA) is a nationally recognized art and design college with a longstanding legacy of creative excellence. CIA offers Bachelor of Fine Arts degrees across a range of majors and supports vibrant studio practices, applied design work, exhibitions, and community-engaged creative projects. Located in Cleveland's University Circle - one of the country's most dynamic cultural districts - CIA provides students, faculty, and staff direct access to a rich arts ecosystem, including museums, galleries, and partner institutions. CIA's campus features professionally equipped studios, galleries, exhibition spaces, and its renowned Cinematheque, providing an immersive environment for teaching, learning, and creative production. The institution's history reflects continual innovation, evolving from its beginnings as the Western Reserve School of Design for Women to its current role as a leading college of art and design. With a close-knit, collaborative culture, CIA values creativity, interdisciplinary thinking, and community connection. Overall, CIA maintains a distinctive environment that blends artistic tradition, design innovation, and deep engagement with Cleveland's cultural community. THE POSITION'S ESSENTIAL RESPONSIBILITIES AND FUNCTIONS The Director of Human Resources & People Engagement serves as the head of CIA's HR function, leading day-to-day and strategic HR operations, and partnering with senior leadership to support employees across Cleveland Institute of Art. Reporting to the VP of Business Affairs, the Director is responsible for talent acquisition, total compensation administration, HR compliance, policy development, employee relations, and people-centered culture and belonging initiatives in alignment with CIA's mission and values. This role acts as the hub for “people operations” that tie culture-related work together, in collaboration with the President's Cabinet. The Director of HR and People Engagement serves as the staff leader for the IDEA (Inclusion, Diversity, & Equity Awareness) Council, and also coordinates employee engagement initiatives that help employees feel respected, valued, and empowered to contribute to CIA's mission. The Director collaborates closely with Academic Affairs to support HR processes related to faculty recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. SPECIFIC DUTIES & RESPONSIBILITIES Strategic HR Leadership & People Operations • Lead day-to-day HR operations and provide strategic partnership to the President's Cabinet and leadership team on people-related matters. • Advise on workforce planning, organizational structure, and change management. • Partner with leadership to ensure HR practices reflect CIA's mission, values, and commitment to inclusion and belonging. • Supervise and manage direct reports within the HR department (Associate Director of Human Resources, HR Specialist), and coordinate with external vendors as needed. Talent Acquisition, Onboarding & Offboarding • Oversee full-cycle recruitment for staff positions, from position development and posting through selection and offer. • Provide guidance and consultation to faculty search committees in coordination with Academic Affairs. • Oversee onboarding and offboarding processes for staff and, in collaboration with Academic Affairs, support aligned processes for faculty in accordance with the Faculty Bylaws. Compensation, Benefits & HR Systems • Administer compensation and benefits programs, including salary benchmarking, job evaluations, and annual benefits renewal in collaboration with external brokers and partners. • Support the development and maintenance of a total compensation program tied to job descriptions, performance, and market data. • Serve as HR liaison to the Employee Retirement Plan Oversight Committee, ensuring effective communication and administration of retirement benefits. • Maintain HR records and HRIS data; lead responsible process improvements, automation, and technology/AI solutions to increase efficiency and reduce administrative burden. Employee Relations, Policy & Compliance • Serve as primary point of contact for employee relations matters, providing coaching and guidance to supervisors and employees on performance management, conflict resolution, recognition, and retention. • Coordinate with legal counsel as appropriate to address complex employee relations issues and ensure compliance with applicable laws. • Develop, implement, and maintain HR policies and procedures in the Employee Handbook and support alignment with the Faculty Bylaws, benchmarking against peer institutions and consulting with legal counsel as needed. • Ensure compliance with federal and state employment laws (including FLSA, FMLA, ADA/ADAAA, Title VII, and related regulations) and monitor changes in legislation impacting HR practices. Culture, Inclusion, & Employee Engagement • Serve as the staff leader for the IDEA (Inclusion, Diversity, Equity, and Access) Council, coordinating agendas, supporting Council initiatives, ensuring alignment with institutional priorities and regulatory considerations, and collaborating on key IDEA initiatives such as MOSAIC (Multicultural Orientation for Students In Art/Design College). • Coordinate employee engagement surveys in partnership with leadership, including vendor selection (if applicable), survey design input, communication, analysis of results, and support for follow-up action planning. • Lead or coordinate people-centered culture initiatives such as employee appreciation events, recognition activities, and selected training (e.g., inclusive workplace practices, supervisory skills, harassment prevention), in partnership with appropriate departments. • Support institutional efforts to foster a positive, equitable, and engaging work environment in which employees feel respected, valued, and included. Cross-Campus Collaboration Collaborate with the Office of Academic Affairs on HR-related processes affecting faculty, including recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws. • Partner with Cabinet-level leaders and department heads to promote strong team dynamics, effective communication, and operational alignment across administrative and academic units. • Partner with Cabinet in holistic, operational and strategic workforce planning, analyzing CIA's current workforce, understanding needs to accomplish strategic goals and address talent gaps in the short and long term. • Collaborate with the CIO and Cabinet in advising on AI integration into CIA's labor strategy, and in implementing responsible AI solutions across workflows to maximize productivity and minimize burnout. • Provide HR data and insights (e.g., turnover, recruitment metrics, engagement findings) to inform leadership decision-making and strategic planning. Administration & External Partnerships • Manage the HR department budget and monitor expenditures to ensure responsible stewardship of resources. • Coordinate with external partners (legal counsel, benefits brokers, retirement plan administrators, consultants, etc.) to support HR functions and projects. • Represent HR and, as needed, CIA in external meetings, networks, and professional development settings. DESIRED CANDIDATE PROFILE The successful candidate will be an accomplished HR generalist with broad functional capability, the ability to lead a small team, and a track record of partnering effectively with senior leadership. They will bring systems-level thinking, strong communication skills, and the capacity to translate HR strategy into practical processes that support workforce planning, talent development, and a positive employee experience. QUALIFICATIONS Education and Experience: • Bachelor's degree in Human Resources, Business, Psychology, or a related field. • 10+ years of progressive HR generalist experience, including experience providing direct HR counsel to leaders and supervisors. • Strong working knowledge of federal and state employment laws and HR compliance requirements in a higher education or nonprofit context, including FLSA, FMLA, Affordable Care Act, and related regulations. • Demonstrated experience in employee relations, recruitment, compensation/benefits administration, and policy development. • Supervisory experience, and ability to successfully manage a team. Preferred Qualifications: • Experience in higher education and/or nonprofit organizations. • HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). • Experience with HRIS systems (Jenzabar or similar) and comfort with leveraging data and technology to improve HR processes. Critical Leadership Competencies and Personal Attributes: • Excellent communication, interpersonal, and organizational skills, with a high degree of emotional intelligence and discretion. • Ability to incorporate systems-level thinking and holistic problem solving at the organizational level. • Collaboration: able to form positive and productive working relationships. Physical Requirements • Ability to move around the College's offices to conduct regular business and travel to attend off-site meetings. DISCLAIMER The responsibilities summarized in this description represent the principal focus, essential duties and requirements of the position as of the date of preparation. Duties other than those specifically referenced may be required to accomplish the primary purpose of the position. We are committed to a diverse and inclusive workplace. Applicants for employment with any of People Architect's clients will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. QUESTIONS? People Architects is conducting the search for this position on behalf of the Cleveland Institute of Art. If you have any questions, please direct them to ***************************.

Reporting directly to the President of the College, the Director is responsible for providing strategic and tactical HR management, support and consultation to the administration, faculty and staff, and is responsible for the day-to-day operations of the Human Resources Department. Ensures that all Human Resources solutions, processes, procedures, policies, and client needs align with Zane State College strategic priorities. This position also serves as the College's Title IX Coordinator. Personal Touch: All major activities, essential duties and responsibilities shall be performed integrating the personal touch philosophy, which defines our College. The personal touch is characterized by respect, responsiveness, and responsibility in all relationships and is an attitude toward students, colleagues, and community members demonstrating respect, acceptance, responsibility, courteousness, and genuineness. Assessment: Contributes to assessment for continuous quality improvement of the academic support area(s) within assigned scope of responsibility. Essential Duties and Responsibilities 1) Strategically direct a comprehensive group of college-wide human resource functions including talent acquisition, benefits, compensation, employee relations, professional development, reporting, compliance, budgeting and general management of Human Resources.302) Provide guidance and counsel to senior leadership on total rewards strategies, decisions, practices, policies and procedures. In collaboration with the chair of the Board of Trustees, manage the annual evaluation of the President's performance evaluation203) Ensure organizational compliance with current and applicable labor laws. Collaborate on risk management with College leadership.154) Responsible for investigation of employee complaints. Provide assistance/counseling/guidance to supervisors in the area of conflict resolution, EEO complaints, harassment and Title IX.105) Serve as the College's Title IX Coordinator5 Lead all legislatively required benefits reporting including 1095, BWC, and IPEDS. Makes change recommendations as needed to maintain compliance.56) Lead and/or oversee various initiatives and special projects, i.e., employee satisfaction, health and welfare benefits satisfaction, and exit interview data interpretation.57) Manage the Human Resource Advisory Committee (HRAC) meetings related to total rewards, including but not limited, healthcare benefits and wellness initiatives. Serve on President's Cabinet and as a member of Senior Team58) Plan and direct the budget for the Office of Human Resources59) Perform other duties as assigned. Qualifications A minimum of a bachelor's degree in Human Resources Management or closely related field required. Master's degree preferred. Three to five years of Human Resources experience required. Related benefits or employee benefit administration experience preferred. SPHR, CHRS, or equivalent professional designation preferred. Successful applicant must obtain appropriate nationally recognized certification during employment if degree is not in Human Resources Management. Excellent communication and organizational skills are required. The successful candidate must be a critical thinker and have strong judgment and decision-making skills. This position requires maintaining a high level of confidentiality of sensitive employee information, including Social Security numbers, performance reviews, workplace injury reports, health-related information, pay levels, etc. Computer proficiency and technical aptitude with the ability to utilize MS Office software and integrated software systems required. Employment and Benefits ZSC offers an excellent benefits package including the following: * Competitive base salary * Comprehensive healthcare plans including medical, dental, vision, and prescription coverage * HSA/FSA * Employee Assistance Program * Life and long-term disability insurance * Supplemental retirement savings plans * Generous paid time off including vacation, sick, and personal leave 2025 SB1 Statement of Commitment As required by Ohio Revised Code section 3345.0216, Zane State College will: educate students by means of free, open and rigorous intellectual inquiry to seek the truth; equip students with the opportunity to develop intellectual skills to reach their own, informed conclusions; not require, favor, disfavor or prohibit speech or lawful assembly; create a community dedicated to an ethic of civil and free inquiry, which respects the autonomy of each member, supports individual capacities for growth and tolerates differences in opinion; treat all faculty, staff and students as individuals, hold them to equal standards and provide equality of opportunity with regard to race, ethnicity, religion, sex, sexual orientation, gender identity or gender expression. The final candidate is subject to the successful completion of reference checks and a background check.

Wittenberg University is seeking a Coordinator or Assistant Director of Human Resources, with a specialization in employee recruitment. This individual is responsible for all activities supporting the recruitment and employee life cycle function and onboarding, offboarding, and transfer processes related to applicants and employees. This person serves as a backup resource providing assistance to the HR team in various services and functions of the team. This is a full-time, exempt (salaried), 12-month position, reporting to the Director of Human Resources. Essential functions include but are not limited to: * Serves as the primary HR staff member responsible for activities supporting the recruitment, screening, and referral of applicants to the university. * Posts all approved jobs to ATS and coordinates the placement of advertisements. * Establishes and maintains relationships with external agencies and recruiting sources; represents Wittenberg at occasional job fairs and/or hiring events. * Develops and trains university employees on appropriate recruitment processes and serves on hiring teams throughout the process to ensure processes and procedures are followed. * Collects, manages, and reports on data related to employee recruitment and retention efforts, including but not limited to time-to-fill, turnover, expenses, collection and retention of recruiting records, etc. * Oversees the activities of the employee transfer process. * Serves as a primary resource for various HR services and functions including but not limited to: onboarding, offboarding, employee retention, and other employee lifecycle processes. * Serves as a backup resource to provide assistance to the team by cross training in various HR services and functions including but not limited to: training, benefits, policy and procedure documentation, special projects, performance management, etc. * Assists HR leadership with scheduling and communication process related to "HR with HR" stay interviews. * Assists with coordination of all special events including but not limited to wellness initiatives, employee service awards, employee picnic, etc. * Coordinates and conducts research related to recruiting compliance issues, policy and process evaluation and development, and appropriate metrics related to HR recruiting functions. * Develops forms and workflows for HR recruiting processes; collaborate with hiring supervisors on Request to Fill and Request to Hire processes. * Manages Graduate Assistant recruitment, hiring, and onboarding processes. * Assists with HR efforts to comply with recruiting record retention process and files. * Serves as a backup to the Payroll Coordinator role. * Keeps current with HR industry trends related to recruiting and recommend new policies and modifications to current recruiting policies, procedures and programs that will enhance compliance efforts or improve the applicant experience. * Performs general and administrative HR duties in support of the overall department including but not limited to participation in the identification of process improvements, cost saving efforts, and other methods to improve efficiency and effectiveness of the department as a whole. * Perform other relevant duties or special projects as assigned. Requirements: Required: * Bachelor's degree and 2-3 years' related experience OR a combination of education and related experience (minimum 4 years). * Experience with Hirezon Interview Exchange or other ATS. * Working knowledge and experience using Microsoft Office software, specifically proficient in the use of Teams, Word, and Excel. * Excellent communication skills, both verbal and written. * Excellent organizational and time management skills. * Ability to work effectively with staff and faculty at all levels. * Ability to meet deadlines and exercise sound judgment and discretion. * Ability to manage frequently-changing priorities and work under pressure. * Ability to maintain strict confidentiality. * Willingness and ability to speak and present information to potential applicants, the campus community, external stakeholders as appropriate for training, development or open communication needs. * Ability to work independently and in team environments. * Ability to work with sometimes tense circumstances related to individual or groups of employees. * Ability to work in a typical office environment with ability to adapt to different meeting spaces as needed to perform essential duties of position. * Ability to utilize office equipment including computer, phone, copier/scanner and relevant applications. * Ability to transport/lift up to 30 lbs with or without assistance (i.e. personnel records). * Ability to be stationary but also navigate various campus buildings and grounds as needed. * Ability to appropriately sort and file documentation. * Ability to travel occasionally for career fairs. A valid driver's license is required; must meet required insurance qualifications found in Wittenberg Motor Pool policies and procedures. If license is from out of state, successful candidate will need to obtain a valid Ohio driver's license within 30 days of hire date. The work of this position is primarily performed on campus in Springfield, Ohio, and may be eligible for consideration of a flexible work schedule based on the university's policies which are subject to change. Additional Information: Wittenberg is committed to attracting and retaining highly qualified individuals who collectively reflect the diversity of our student body and society at-large. Please see our notice of nondiscrimination housed on our website. The successful candidate will demonstrate support for diversity, equity and inclusiveness as well as participate in maintaining a respectful, positive work environment. Wittenberg University is committed to preventing and addressing sexual misconduct in our campus community. Click here to view our Title IX policies. Employment at Wittenberg University is contingent upon satisfactory completion of applicable background checks including but not limited to: criminal records, educational verifications, driving records (when job-related), and/or credit history (when job related). For this position, we are unable to sponsor candidates for work visas. Wittenberg University participates in E-Verify to confirm authorization to work in the U.S. Application Instructions: Review of applications will begin immediately and the position will remain open until filled. To apply, please set-up an account in our online recruiting system and upload the following documents in MS Word or Adobe Acrobat format. * Resume * Cover letter * Name, relationship, and contact information of three professional references. Applicants who require accommodation during any stage of the hiring process should contact the Office of Human Resources at ************** or email ************************.

Administration/Executive Director - Human Resources Date Available: 07/01/2026 COMMUNITY HIGH SCHOOL DISTRICT 94 WEST CHICAGO, IL 60185 2026-2027 Vacancy Available starting 7/1/26 JOB TITLE Executive Director - Human Resources SUMMARY It is the responsibility of the Executive Director of Human Resources to supervise and guide the strategic staffing plans, compensation, benefits, training and development, budget, and labor relations of District 94. ESSENTIAL DUTIES AND RESPONSIBILITIES (other duties and responsibilities may be assigned) Coordinates, under the direction of the Superintendent, the recruitment, interview and hiring of all employees and reporting of same to the Superintendent and Board of Education. Among other things, this includes licensure records, non-administrative s, salary determination and records, and contract preparation. Manages and oversees the PERA process along with the evaluation framework of certified staff. Prepares and maintains complete and accurate records for all District employees. Develops and maintains a list of qualified and available substitute teachers and coordinates the securing of substitute employees, as required. Assists with the orientation and mentoring of all new certified staff and plans for the orientation of all support staff. Oversees the mentorship program for all new support staff. Assists with the coordination of student teacher placement, in collaboration with the office of the Principal. Coordinates Federal programs related to personnel administration and completes required Federal, State, and County reports. Serves as the District's Title IX Coordinator and Nondiscrimination Coordinator. Investigates allegations regarding student and staff issues for which the position is responsible in its job description. Serves as the District FOIA Officer. Coordinates ISBE mandated training for all school personnel. Assists, as appropriate, with planning staff development programs Collaborates with the Business Office to ensure consistent interpretation and implementation of policies, laws, negotiated contracts, and oversight of the insurance program. Assists the Superintendent with the preparation for, and conduct of, collective bargaining with District unions and serves as chief negotiator for the Board of Education. Manages ADA compliance efforts, ensuring adherence to regulations and providing necessary accommodations. Administers leaves of absence and FMLA processes, ensuring compliance with legal requirements and District policies. Oversees the Reduction in Force (RIF) process, ensuring compliance with District policies, school code, and labor agreements. Plans and executes staff recognition programs. Coordinates and oversees annual open enrollment for benefits. Carries out duties as assigned by the Superintendent. SUPERVISORY RESPONSIBILITIES Human Resources Specialist EDUCATION, CERTIFICATION, AND EXPERIENCE ISBE PEL with administrative licensure preferred Related master's degree or higher from an accredited college or university Previous administrative experience preferred SKILLS AND ABILITIES Must be able to perform all of the duties and responsibilities of the position Demonstrates leadership ability Ability to communicate effectively and accurately, both orally and in writing, in English Ability to establish and maintain effective working relationships with both internal and external constituents Ability to make independent decisions in accordance with established policies and procedures Ability to deal with difficult situations courteously and tactfully Possess strong troubleshooting and problem-solving skills PAY TRANSPARENCY This position offers a starting salary range of $135,000 to $150,000, with the final salary based on experience and qualifications. Pay scale and benefit information is available on our website HERE. APPLICATION PROCESS APPLY HERE Internal applicants: Please choose the Internal Applicants section. APPLICATION DEADLINE Contractual language requires that positions be posted for a minimum of five business days. Positions will be posted until filled. NOTICE OF NON-DISCRIMINATION: Equal educational and extracurricular opportunities shall be available for all students without regard to color, race, nationality, religion, sex, sexual orientation, ancestry, age, physical or mental disability, gender identity, status of being homeless, immigration status, order of protection status, actual or potential marital or parental status, including pregnancy. Further, the District will not knowingly enter into agreements with any entity or any individual that discriminates against students on the basis of sex or any other protected status, except that the District remains viewpoint neutral when granting access to school facilities under School Board Policy 8:20, Community Use of School Facilities. Any student may file a discrimination grievance by using Board policy 2:260, Uniform Grievance Procedure. The following person has been designated to handle inquiries regarding the non-discrimination policies: NON-DISCRIMINATION COORDINATOR Kerry Foderaro Interim Executive Director of Human Resources 326 Joliet Street West Chicago, IL 60185 ************ For further information on notice of non-discrimination, click here for the address and phone number of the office that serves your area, or call **************.

Position Title Associate Vice Chancellor of Human Resources and Chief Human Resources Officer (CHRO) Location Boone, NC Faculty Rank Provide Rank Position Number 000151 Department The Office of Human Resources - 170100 Information Primary Purpose Reporting to the Executive Vice Chancellor and Chief Operating Officer, the CHRO is the University's Chief Human Resource Officer and is responsible for comprehensive and strategic leadership of all aspects of the Office of Human Resources and its operations for the campus, including: employment opportunity compliance in talent acquisition, classification and compensation, position management, employee engagement, employee rewards and recognition, employee relations, performance management, and learning and organizational development to attract, recruit, onboard, engage and retain a high performing workforce. The CHRO will collaborate with campus leaders to understand their business needs; build organizational trust in HR operations; provide consultation and expertise; optimize resources to better enable the University to fulfill its mission and the goals set forth in App State's Strategic Plan. The CHRO will lead the HR operation to develop and implement: a modern HR strategy, philosophy and organizational structure; HR services and business processes that align with University strategic goals and organizational needs; operationalized and standardized HR communications; an integrated human capital management system and an issue tracking/knowledge management solution; a culture of continuous improvement; and metrics to monitor HR performance and capabilities. The CHRO will lead change and generate buy-in for those changes; advocate for HR employees and stakeholders; tackle problems head on and invite opinions and solutions from others; provide expertise in HR and University technology systems; cultivate a knowledge base for the HR team; establish best practices and clear policies, processes, and procedures and ensure the HR operation complies with them; lead the HR operation beyond transactional tasks; and confront the unique challenges of App State with a fresh perspective. Minimum Qualifications The successful candidate must possess a bachelor's degree in Human Resources, Business Administration, Public Administration or related field. Additionally, it is preferred that the successful candidate demonstrates: * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. License/Certification Required Preferred Qualifications * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. Essential Duties and Responsibilities Business Acumen * Demonstrates fluency in the university's financial model, including state appropriations, auxiliary revenue, tuition policy, and sponsored research funding. * Engages in informed discourse with institutional leadership and System Office stakeholders regarding budget priorities, resource allocation and labor cost modeling. * Integrates strategic financial insights into workforce decisions that impact both academic affairs and operational units. HR Leadership & Operational Excellence * Drives a high-performing HR function that aligns with institutional priorities, advances workforce effectiveness, and ensures compliance with policy standards. * Oversees talent development, performance management, succession planning and facultylifecycle processes to strengthen leadership capacity across the institution. * Translates federal, state and system policies into transparent and effective campus practices. * Partners with leaders to implement strategic, efficient recruitment and retention strategies, while improving service quality through streamlined processes, modern tools and continuous improvement initiatives. Strategic Advisor & Principled Leader * Serves as a trusted partner to executive leadership, providing insight on workforce dynamics, organizational risk and strategic opportunities. * Navigates complex change with emotional intelligence and institutional pragmatism, fostering trust and alignment even in challenging circumstances. * Brings the courage to surface difficult truths-on climate, performance or organizational health-while maintaining constructive, solutions-focused engagement with senior leaders. * Lead the development and implementation of a strategic workforce planning framework that guides decisions on hiring, role redesign and position prioritization in alignment with institutional goals and budget parameters. * Partner with executive and senior leadership to evaluate vacant and proposed positions, providing data-informed recommendations on where to invest and restructure, and where to eliminate roles, ensuring the university's talent strategy supports the long-term mission and financial sustainability. * Champions transparency and shared accountability in service to the institution and the public good. Type of Position Full Time Position Staff/Non-Faculty Staff/Non-Faculty VISA Sponsorship? VISA sponsorship is not available for this position. All candidates must be eligible to work and live in the U.S. Appointment Type 1.0 Work Schedule/Hours Mon-Fri, 8 00-5 00 pm with some night and weekend work Number of Hours Per Week 40 Number of Months Per Year 12 Mandatory Staff No Suggested Salary Range Salary commensurate with experience and qualifications Physical Demands of Position Posting Details Information Posting Date 11/21/2025 Closing Date Open Until Filled Yes Evaluation of Applications Begins 12/01/2025 Proposed Date of Hire Special Instructions to Applicants Nomination and Application Process The University invites letters of nomination, applications (letter of interest, full resume/CV, and contact information of at least five references), or expressions of interest to be submitted to the search firm via emails below or the Parker Executive Search website. Review of materials will begin immediately and continue until the appointment is made. It is preferred that all nominations and applications be submitted by Friday, January 30, 2026. For more information, please contact: Porsha Williams, Vice President - ************************** Jacob Anderson, Senior Principal - ************************** Jack McGrew, Associate - ************************ Parker Executive Search Five Concourse Parkway, Suite 2875 Atlanta, GA 30328 ************** ext. 111 Search Chair Name Search Chair Email Quick Link *********************************************** Posting Number 201501700P

Primary Purpose Reporting to the Executive Vice Chancellor and Chief Operating Officer, the CHRO is the University's Chief Human Resource Officer and is responsible for comprehensive and strategic leadership of all aspects of the Office of Human Resources and its operations for the campus, including: employment opportunity compliance in talent acquisition, classification and compensation, position management, employee engagement, employee rewards and recognition, employee relations, performance management, and learning and organizational development to attract, recruit, onboard, engage and retain a high performing workforce. The CHRO will collaborate with campus leaders to understand their business needs; build organizational trust in HR operations; provide consultation and expertise; optimize resources to better enable the University to fulfill its mission and the goals set forth in App State's Strategic Plan. The CHRO will lead the HR operation to develop and implement: a modern HR strategy, philosophy and organizational structure; HR services and business processes that align with University strategic goals and organizational needs; operationalized and standardized HR communications; an integrated human capital management system and an issue tracking/knowledge management solution; a culture of continuous improvement; and metrics to monitor HR performance and capabilities. The CHRO will lead change and generate buy-in for those changes; advocate for HR employees and stakeholders; tackle problems head on and invite opinions and solutions from others; provide expertise in HR and University technology systems; cultivate a knowledge base for the HR team; establish best practices and clear policies, processes, and procedures and ensure the HR operation complies with them; lead the HR operation beyond transactional tasks; and confront the unique challenges of App State with a fresh perspective. Essential Duties And Responsibilities Business Acumen Demonstrates fluency in the university's financial model, including state appropriations, auxiliary revenue, tuition policy, and sponsored research funding. Engages in informed discourse with institutional leadership and System Office stakeholders regarding budget priorities, resource allocation and labor cost modeling. Integrates strategic financial insights into workforce decisions that impact both academic affairs and operational units. HR Leadership & Operational Excellence Drives a high-performing HR function that aligns with institutional priorities, advances workforce effectiveness, and ensures compliance with policy standards. Oversees talent development, performance management, succession planning and facultylifecycle processes to strengthen leadership capacity across the institution. Translates federal, state and system policies into transparent and effective campus practices. Partners with leaders to implement strategic, efficient recruitment and retention strategies, while improving service quality through streamlined processes, modern tools and continuous improvement initiatives. Strategic Advisor & Principled Leader Serves as a trusted partner to executive leadership, providing insight on workforce dynamics, organizational risk and strategic opportunities. Navigates complex change with emotional intelligence and institutional pragmatism, fostering trust and alignment even in challenging circumstances. Brings the courage to surface difficult truths-on climate, performance or organizational health-while maintaining constructive, solutions-focused engagement with senior leaders. Lead the development and implementation of a strategic workforce planning framework that guides decisions on hiring, role redesign and position prioritization in alignment with institutional goals and budget parameters. Partner with executive and senior leadership to evaluate vacant and proposed positions, providing data-informed recommendations on where to invest and restructure, and where to eliminate roles, ensuring the university's talent strategy supports the long-term mission and financial sustainability. Champions transparency and shared accountability in service to the institution and the public good. Minimum Qualifications The successful candidate must possess a bachelor's degree in Human Resources, Business Administration, Public Administration or related field. Additionally, it is preferred that the successful candidate demonstrates: Minimum of 10 years of progressive HR leadership in large complex organizations. Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. Professional certifications (e.g., SHRM - SCP , SPHR ) and HR technology fluency. Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. Familiarity with the UNC System's HR policies and state-level reporting requirements. Demonstrated success leading organizational change initiatives or transformations. Proven ability to lead cross-functional teams. Preferred Qualifications Minimum of 10 years of progressive HR leadership in large complex organizations. Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. Professional certifications (e.g., SHRM - SCP , SPHR ) and HR technology fluency. Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. Familiarity with the UNC System's HR policies and state-level reporting requirements. Demonstrated success leading organizational change initiatives or transformations. Proven ability to lead cross-functional teams.

Security Description: See the attached for additional information. Attachment(s): Job Description

Department: Univ Athletics Recreation Adm Salary/Grade: EXS/7 Target hiring range for this position will be between $63,079 - $72,000 per year. Offered salary will be determined by the applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with market data Job Summary: Under the administrative direction of the Senior Associate Director of Recreation, the Associate Director of Business and Human Resources supports the financial, administrative, and human resources operations of the department. This role ensures compliance with university, state, and federal policies while providing efficient oversight of payroll, purchasing, reporting, and HR processes. In addition, this position provides direct supervision and strategic oversight of the Assistant Director of Membership and Customer Experience, ensuring high-quality customer service, membership operations, and front-line staff management. As a member of the Recreation Leadership Team, the Associate Director contributes to departmental strategy, decision-making, and operational planning to advance the mission, vision, and goals of Recreation. * Note: Not all aspects of the job are covered by this job description. * Willingness and ability to work a non-traditional schedule, including evenings, weekends, and holidays as required. * Specific Responsibilities: * Provide strategic oversight of financial operations, including budgeting, purchasing, expense management, and compliance with institutional and departmental financial policies. * Ensure accuracy and integrity of departmental accounting, reporting, and reconciliation processes. * Oversee contractor and vendor payment structures, internal billing, and financial auditing to maintain operational efficiency. * Process staff expense reports, purchase orders, and invoices on a weekly basis. * Reconcile cash, check, credit card payments and internal journal vouchers on a weekly and monthly basis. * Lead HR functions for the department, including temporary staff hiring, wage management, compliance monitoring, and employee record maintenance. * Ensure adherence to university, state, and federal employment policies, including work-study compliance and ERISA requirements. * Serve as a key advisor to managers on HR processes, workforce planning, and policy interpretation. * Supervise and mentor the Assistant Director of Membership and Customer Experience, providing guidance in customer service initiatives, membership operations, and staff development. * Foster a collaborative and inclusive work environment, supporting professional growth and team success. * Contribute to strategic decision-making and goal setting as an active member of the Recreation Leadership Team. * Oversee financial, HR, and operational reporting for institutional, state, and federal requirements. * Develop reports specific to the operational, financial, and risk related needs of the Department. * Conduct audits and ensure compliance with policies related to payroll, Fusion software, Payment Card Industry (PCI) standards, and IRS reporting. * Responsible for adhering to all Department and University policies and procedures, as well as the rules, regulations, bylaws and interpretations of the Big Ten Conference, CSC and the NCAA. * Responsible for adhering to all Department and University continuing education initiatives and required certifications and trainings. * Serve as the secondary manager for Fusion software, ensuring accurate system data, reporting, and operational efficiency. * Report any concerns regarding staff performance, facility conditions, or member experiences in a timely manner directly to the Associate Director of Recreation Facilities and Operations. Miscellaneous Performs other duties as assigned. Minimum Qualifications (Education, Experience, Certifications, Skills) * Successful completion of a full 4-year course of study in an accredited college or university leading to a Bachelor's Degree in Business, Recreation, Physical Education or a related field or higher degree; OR appropriate combination of education and experience. * Minimum 5 years of progressively responsibly leadership and administrative experience in budget management and human resources practices. * Significant experience in accounting principles and procedures, budget management, financial statements, and financial systems, including financial accounting software. * Demonstrated expertise in financial management, HR administration, and operational leadership. * Supervisory experience with the ability to mentor and develop professional staff. * Strong knowledge of HR practices, compliance requirements, and institutional policies. * Proficiency in business management systems, HRIS, and membership/point-of-sale software (Fusion experience preferred). * Excellent organizational, analytical, and interpersonal communication skills. * Ability to work with independence, discretion, and sound judgment in sensitive or complex situations. * Ability to effectively multi-task and prioritize the needs of diverse professional staff within a dynamic, fast paced environment. * Proven ability to build and maintain positive, collaborative relationships with colleagues, campus partners, and community members. * Excellent organizational, analytical, and interpersonal communication skills. * Knowledge of rules and regulations of the NCAA, Big Ten Conference and Northwestern University preferred. * Ability to work cooperatively with others and effectively interact with diverse populations. * Ability to establish engaging relationships within and across racialized and other marginalized communities. * Ability to work cooperatively with others and effectively interact and establish engaging relationships with a wide variety of constituents. Preferred Qualifications: * Knowledge of rules and regulations of the NCAA, CSC, Big Ten Conference and Northwestern University preferred * Master's Degree in Recreation Administration, Sports Management, Business Administration, Higher Education or a related field. * Minimum of 2 years of experience in campus recreation, athletics department, or community recreation operations. Benefits: At Northwestern, we are proud to provide meaningful, competitive, high-quality health care plans, retirement benefits, tuition discounts and more! Visit us at *************************************************** to learn more. Work-Life and Wellness: Northwestern offers comprehensive programs and services to help you and your family navigate life's challenges and opportunities, and adopt and maintain healthy lifestyles. We support flexible work arrangements where possible and programs to help you locate and pay for quality, affordable childcare and senior/adult care. Visit us at ************************************************************* to learn more. Professional Growth & Development: Northwestern supports employee career development in all circumstances whether your workspace is on campus or at home. If you're interested in developing your professional potential or continuing your formal education, we offer a variety of tools and resources. Visit us at *************************************************** to learn more. Northwestern University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Northwestern's non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process.

Available upon request Qualifications * Bachelor Degree in Education, Business Administration, or Human Resources, required. * Master's Degree in Educational Administration or Human Resources Management, required. * Experience working within a school district, preferred. Salary/Benefits * Salary Range: Regionally Competitive * Sick: 15 days * Personal: 2 days * Vacation: 20 days * Paid Holidays * Medical: 100% Family Insurance * Retirement: Board Contributions to TRS or IMRF How to Apply Send cover letter, application*, resume, unofficial transcripts, and letters of recommendation to: * Dr. Amanda Ganey, Assistant Superintendent * 5 Veterans Parkway * Columbia, Illinois 62236 * ************** - phone * ************** - fax * *applications can be downloaded from the District website at ***************** * Application materials may also be submitted electronically to: ************************** * Interviews will begin as soon as possible. Position will remain open until filled. Link to District/Third Party Online Application Web Page ************************************************************* School District *************************** Position Website ************************************************************* ILearn Link ILearn Report Card Link District Report Card Job Posting Date 1/23/2026 Start Date 7/1/2026

Administration Date Available: 03/02/2026 District: Durham Public Schools

Cincinnati Public Schools (CPS) serves nearly 38,000 students from preschool to 12th grade in 66 school communities, across a 90-square-mile district in Southwest Ohio. Cincinnati Public Schools is one of the best-performing large urban districts in Ohio and ranks among the state's top urban districts for student learning and growth, while offering families high-quality school choices and academic programming. The district's innovative approach to education, its investment in effective and caring educators and employees, and vast array of collaborative partnerships have accelerated school performance to the highest level in decades - ensuring that students in preschool to 12th grade thrive and graduate prepared for successful lives in the 21st century. Our Vision: Cincinnati Public Schools will be a community that ensures equitable access to a world-class education, unleashing the potential of every student. Our Mission: We educate all students with rigor and care in a culture of excellence to develop engaged citizens who are prepared for life. Who We Seek: Cincinnati Public is looking for innovative, passionate, culturally competent, problem-solvers to join our team. We strive to have a positive impact on our children and families every day and are looking for staff members who want to not only do an excellent job with their career field but also serve as a role model for the children in CPS. If this is you, we invite you to become a member of our CPS work family. Role Summary Reporting directly to the Chief Operating Officer, the Director of Human Resources provides visionary leadership, direction, and guidance for the strategic initiatives and day-to-day operations of the Human Resources and Talent department. The Director is responsible for leading the overall mission to find, select, strategically deploy, and retain great talent for all positions in the organization in order to meet the District's academic targets and mission of improved student learning. Essential Responsibilities Strategic Leadership & Talent Management Human Capital Strategy: Translate the organization's strategy to improve student achievement into an aligned human capital strategy with clear, measurable outcomes. Talent Management: Facilitate the recruitment hiring and onboarding of premier talent for Certificated, Civil Service, and Administrative vacancies. Prioritize a smooth, communicative, and efficient hiring experience that directly supports the district's long-term strategic goals. Pipeline Development: Strengthen the quality and quantity of internal and external staff pipelines-especially for teachers and principals. Diversity & Equity: Implement staffing processes and policies with a strong focus on diversity, equity, inclusion, and anti-racism across the team and district. Continuous Improvement: Embody a results-oriented culture that relentlessly focuses on improving quality based on data, research-based best practices, and stakeholder feedback. Operational Oversight & Compliance Departmental Supervision: Oversee staff in the Human Resources Department, including prioritizing work plans, evaluating performance, and making hiring or termination recommendations. Regulatory Compliance: Ensure all human resources programs and activities are in compliance with federal, state, and local laws, regulations, and Board policies. Budgetary Control: Establish and monitor the department budget, approve expenditures, and implement cost-reducing programs. Records Management: Oversee and ensure the maintenance of computerized employment records. Labor Relations & Total Rewards Labor Strategy: Drive the organization's labor strategy and provide managerial oversight for the administration of collective bargaining agreements, including grievance procedures and disciplinary hearings. Compensation: Design and implement competitive compensation and classification review systems to ensure the District can hire and retain excellent staff. Performance Management: Lead the design and implementation of valid and reliable performance appraisal systems for all staff aligned to the organization's vision. Customer Focus: Ensure the department provides helpful, courteous, and responsive customer service to principals and employees regarding all employment questions. Qualifications & Requirements Education: Bachelor's Degree in Human Resource Administration, Business Administration, or a related field is required. A Master's Degree is preferred. Experience: * Minimum of 7 years of experience leading talent functions such as recruitment, professional development, or performance management. Minimum of 5 years of experience building and managing high-performing teams towards ambitious outcomes. Demonstrated success translating organizational strategy into talent priorities and measurable outcomes. Core Competencies Ownership: Leads by example, modeling the highest level of personal accountability and holding the team accountable for results. Collaboration Across Boundaries: Deepens relationships and builds support for CPS Talent priorities with both internal and external stakeholders. Clear and Candid Communication: Serves as an organizational role model in providing clarity about roles and delivering direct, constructive feedback. Planning & Executing: Translates strategy into actionable plans and drives the effective allocation of human and fiscal resources. Contract Provisions Contract Type: Limited contract of 260 to 261 days. Salary: Salary is commensurate with education, experience, and background. The intent of this job description is to provide a representation and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description. Certain jobs at Cincinnati Public Schools may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation are available upon request from Human Resources. All interested applicants are invited to submit an online application at *************** / Apply online. Cincinnati Public Schools is an equal opportunity employer and is subject to federal regulations pertaining to employment. The district has a continuing non-discrimination policy which prohibits discrimination on the basis of race, color, sex, age, religion, national origin, disability, sexual orientation, or veteran status. We hire only United States citizens and aliens lawfully authorized to work in the United States. CINCINNATI PUBLIC SCHOOLS IS AN EQUAL OPPORTUNITY EMPLOYER

Qualifacations Required: Completition of Basic Law Enforcement Training (B.L.E.T.) Must hold general certification in law enforcement. Have two years of full-time law enforcement work experience.

Qualifacations Required: * Completition of Basic Law Enforcement Training (B.L.E.T.) * Must hold general certification in law enforcement. * Have two years of full-time law enforcement work experience.

Administration Date Available: 03/02/2026 Position Number:Assignment Type:Position Term:14004Full-Time Continuing12 month FTE:Classification:Salary or Hourly Rate:1.0ClassifiedClassified Salary Schedules Contact Name: Dr. Kadeidra Smoots Contact Phone Number: ************ ext. 21353 Contact Email Address: kadeidra_**************** Attachment(s): * Chief Human Resources Officer

Administration Date Available: 03/02/2026 Position Number: Assignment Type: Position Term: 14004 Full-Time Continuing 12 month FTE: Classification: Salary or Hourly Rate: 1.0 Classified Classified Salary Schedules Contact Name: Dr. Kadeidra Smoots Contact Phone Number: ************ ext. 21353 Contact Email Address: kadeidra_**************** Attachment(s): Chief Human Resources Officer

Assistant Director of Human Resources - Job Description The Assistant Director of Human Resources supports and advances the strategic and operational goals of the College's HR department. Reporting to the HR Director, this role provides technical, administrative, and programmatic leadership across multiple HR functional areas. The Assistant Director ensures effective HR operations, regulatory compliance, data accuracy, and exceptional employee support while supervising HR staff and leading key departmental initiatives. 1. Benefits Administration Manage 403(b) enrollments, loans, withdrawals, and separations. Oversee employee benefit enrollments and process status changes. Provide support and guidance to employees on benefits inquiries. Prepare benefits-related reports and support ACA compliance. Participate in benefits committee meetings and contribute to benefit-related planning. 2. Compensation & Contracts Administration Coordinate preparation and processing of quarterly and annual contracts and related employment documents. Address questions related to contracts, salary adjustments, and pay practices in consultation with the HR Director. Serve as a resource to payroll personnel regarding HR policy and benefits compliance. Maintain accurate salary schedules and support equitable compensation practices. 3. HRIS, Employee Records, & Data Management Manage the HRIS to ensure accurate, secure, and up-to-date employee data. Train supervisors and HR team members on HRIS functions and Personnel Action Form (PAF) processes. Supervise HR data staff and oversee all records management operations. Review and process PAFs and approvals to recruit and hire employees. Maintain HR databases, produce reports, and recommend system improvements. Prepare Board of Trustees employment activity reports and complete required reporting. 4. HR Operations & Program Administration Provide administrative and technical support for HR programs, services, and policy implementations. Conduct research, manage special projects, and support departmental initiatives. Maintain departmental files, archives, and documentation systems. Lead employee recognition efforts and related programming. Oversee HR-related billing processes. Support recruitment, onboarding, and student worker employment programs. 5. Policy Development & Compliance Develop, update, and maintain HR policies, procedures, and standard operating procedures (SOPs). Document, streamline, and optimize PAF workflows and related processes. Ensure accessibility, clarity, and compliance of all policy and process documentation. 6. Training & Development Create and maintain benefits-related onboarding materials for new employees. Assist in developing culturally informed training programs. Identify training needs for staff and supervisors. Design and deliver training sessions to support employee development. Qualifications Minimum Qualifications & Requirements Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. Five or more years of progressively responsible HR experience. Experience with HRIS systems and employee data management. Contract development and benefits administration required. Supervisory or team-lead experience. Experience in benefits administration, compensation, or policy development. Preferred: SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Tribal College-Specific Qualifications Understanding of the mission, values, and cultural contexts of Tribal Colleges Ability to work respectfully with Native American/Alaska Native communities, Elders, and tribal leadership. Knowledge of tribal sovereignty and its impact on employment practices. Familiarity with Indian Preference hiring policies. Ability to design or support culturally informed training programs. Preferred: Completion of or willingness to obtain Tribal Human Resources Professional (THRP) certification APPLICATION PROCESS Interested individuals should submit the following application materials directly to NWIC Human Resources Office only. Cover letter addressing how you meet the position qualifications NWIC Application NWIC Equal Employment Opportunity (EEO) form Current and complete professional resume Copies of college transcripts (can submit unofficial copies at time of application) Three letters of recommendation from people who are not members of your immediate family, who have firsthand knowledge of your qualifications for the position If applicable to the position, provide copies of certificates/licenses/credentials The job announcement and application forms are available online at ********************************************* may be requested from and submitted directly to: Human Resources Northwest Indian College 2522 Kwina Road Bellingham, WA 98226-9278 Telephone/Fax: ************ Email: *******************