Assistant Human Resources Manager - The Salvation Army

Description Assistant Human Resources Manager Location: Pike St. (1101 Pike St, Seattle, WA 98101) | Schedule: Monday-Friday, 8:00am-4:30pm Status: Full-Time/Exempt | Pay: $80,000/year Join a team where you can offer compassion, dignity, and sustainable opportunities for people in need in your local community! The Salvation Army is an inspiring place to work. With offices in every major US city and over 120 countries around the globe, it's a place where people can invest in people on every level. In the Northwest region of the United States, we are committed to being an efficient and effective network of local offices that provide the community with resources, such as food and shelter opportunities. As one of the most impactful social service organizations in the world, we hire people who constantly seek new ways to keep us moving forward. The Assistant Human Resources (HR) Manager will be directly reporting to the HR Manager and will be closely collaborating with the HR team, department heads, and senior leadership. This position will actively contribute and assist the HR Manager in developing and implementing HR strategies, policies, and initiatives that align with the organization's overall objectives and foster the growth of a high-performing employee culture at The Salvation Army. The responsibilities of the position will encompass recruitment and selection, employee relations, training and development, compensation and benefits administration, and compliance with all relevant TSA policies, employment laws, and safety regulations. Additionally, the Assistant HR Manager will be the primary safety contact for Seattle Social Services (SSS) and will be responsible for keeping sites in compliance with OSHA, L&I, DOH, and King County safety laws. They will provide guidance to management and employees on issues relating to human resources, benefits administration, EEO, and OFFCP. Duties & Responsibilities + Represent the HR department and provide HR services, information, resources, and support to internal customers and partners. + Lead monthly SSS Site Safety Committee, conduct, and report monthly mock site safety inspections on all SSS sites. + Manage and create EAPs with program heads, cleaning and standardizing SDS sheets, tracking training, auditing, safety posters, accident/injury reporting documents, and any other safety documentation. + Advise employees and supervisors on Salvation Army policies and procedures. + Maintain HRIS (Human Resources Information System) to ensure data accuracy. + Conduct employee investigations, resolve employee relations issues, and maintain confidentiality. + Assist DHQ & HR Manager in auditing HR activities to ensure compliance and best practices. + Develop and implement HR policies and procedures. + Support organizational change management related to HR initiatives. + Assist in budget preparation and monitor HR-related expenses. + Prepare correspondence, forms, and reports related to employment issues and HR programs. + Coordinate training sessions and workshops in collaboration with HR Manager and DHQ. + Plan and lead employee engagement events and staff meetings. + Train new employees on de-escalation, trauma-informed care, Naloxone use, UKG utilization, and conflict resolution. + Audit bi-weekly SSS employee timecards and approve/deny time off requests. + Manage job postings, applicant screening, candidate selection, interviewing, and hiring processes. + Ensure compliance with driving requirements, certifications, licenses, OFCCP, and AA/EEO guidelines. + Manage employee status changes and maintain accurate HR records in UltiPro (UKG). + Prepare TSAMMs for DHQ review on new hires, promotions, terminations, etc. + Coordinate with DHQ HR on administrative tasks, employee relations, leaves, benefits, and terminations. + Support senior HR team members with HR correspondence, research, and report preparation. + Attend and participate in HR meetings, work sessions, and events, occasionally requiring onsite transportation. + Manage full-cycle recruitment processes from sourcing to onboarding new employees. + Assist with employee performance evaluations, including tracking notices, corrective actions, and related documentation. Education & Experience + Bachelor's degree in Human Resources, Business Management, IO Psychology, or a related field (or equivalent experience) - Required. + SHRM-CP/PHR Certification Preferred. + Two to Four years of professional human resources experience or any equivalent combination of experience or education from which comparable knowledge, skills, and abilities have been achieved - Required. + Proven experience in an HR role with exposure to recruitment, employee relations, and HR administration. The information in this job description indicates the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description. A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance. Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered. Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available. Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option. Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events. Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months' service time. Paid Vacation: + Two weeks annually, accruing from day one, for non-exempt positions. + Four weeks annually, accruing from day one, for exempt positions. + Accrued vacation is eligible for use after six months' service time. Paid Holidays: 13 designated holidays + 1 floating holiday per year All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law. The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination. "The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds." Once a conditional offer has been made and then accepted by the applicant, The Salvation Army may then ask specific questions about vaccination status, if applicable. If the applicant requests an exemption, then the processes described in this summary should be followed. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)