Human Resources Manager - All Things HR, LLC

Workforce Development Council of Seattle - King County is seeking a Human Resources Manager to contribute to the mission of system transformation and racial equity in workforce development. The HR Manager is responsible for overseeing multiple HR functions including policies and procedures, employee relations, benefit administration, recruitment, HR metrics and reporting, and compliance with employment laws. This role ensures the effective implementation of HR strategies to support organizational goals, employee growth, and workforce sustainability.

The ideal candidate will be a highly resourceful team player who is comfortable working in a fast-paced environment, sometimes under pressure, while remaining flexible, proactive, and efficient. The individual filling this position must demonstrate a high level of integrity and discretion, possess strong written and verbal communication and organizational skills, and be able to anticipate and prioritize conflicting needs, problem solve, and track and follow through on projects until successful completion. At times, this position will provide project management support for special assignments and initiatives.       

This position is primarily remote with occasional on-site work required in our Seattle office.

The Workforce Development Council of Seattle-King County (WDC) aspires to lead transformative change that will evolve our region’s workforce development efforts into an innovative industry, community, and outcome-driven system with racial equity at its core. As a nonprofit, grant-making organization, the WDC collaborates with a diverse set of partners to elevate job quality, economic growth, and prosperity for adults and youth throughout the Seattle-King County region.

Key Responsibilities of the Human Resources Manager:
Policies & Procedures

• Stay updated on changes in local, state, and federal employment laws and ensure organizational compliance.
• Review and update HR policies and procedures to ensure compliance with current laws and best practices.
• Conduct mid-year reviews of HR policies and procedures, making necessary updates based on feedback and new regulations.
• Update employee handbook as necessary.

Employee Relations

• Address employee concerns and manage conflict resolution.
• Support employee growth through regular training and development opportunities.
• Keep open lines of communication with all staff through regular updates, newsletters, and meetings.
• Support Executive Leadership, including labor/management responsibilities to staff Guild.
• Improve the annual performance review process by setting new goals, template development, and rollout plans for the upcoming year.
• Define training and professional development needs based on performance reviews. Plan annual organization-wide training programs and identify external resources for individual staff development.
• Organize annual calendar and encourage staff participation in conferences, workshops, or courses.
• Conduct employee satisfaction surveys, analyze results, and develop action plans to address issues.
• Support performance reviews, provide feedback, and adjust goals if necessary.
• Plan and implement employee engagement, workplace culture and team building activities.

Benefit Administration

• Maintain and update systems and software for benefit administration.
• Act as back-up to Staff Accountant for payroll processing.
• Conduct open enrollment preparation and management.
• Assess and adjust compensation and benefits packages, benchmarking against industry standards.
• Launch health and wellness programs, including health screenings, fitness programs, and mental health support.

Recruitment

• Conduct full-cycle recruitment of new employees, including placing announcements, developing contacts with recruiting sources, consulting with internal hiring managers, coordinating interviews, and managing orientation and onboarding process.
• Support development of job descriptions, ensuring consistency in language conveying current organizational priorities and vision.
• In collaboration with leadership team and in alignment with annual budget planning, assess staffing needs for the year and develop a recruitment strategy and timeline.
• Engage in continuous learning and professional development on recruitment and retention best practices.

Strategic Planning & Special Projects

• Maintain and update systems and software for HR metrics and reporting.
• Prepare and submit year-end HR reports to the leadership team, review the year's achievements, and set HR priorities for the next year.
• Finalize the HR budget for the year, ensuring alignment with organizational goals and strategies.
• Make recommendations to the CEO and COSS for the improvement of the organization’s HR policies, procedures, and practices based on industry trends.

What the successful Human Resources Manager will have:

• Bachelor’s degree, or equivalent (at least 5 years) experience, in Human Resources, Business Administration, or a related field.
• Experience working in a nonprofit or government context is a plus.
• Strong knowledge of local, state, and federal employment laws and regulations.
• Ability to work independently, and exercise sound judgment, discretion, and tact.
• Strong interpersonal skills and adept at employee relations including conflict resolution.
• Ability to organize, prioritize, and complete multiple and often simultaneous projects and deadlines with strong attention to detail.
• Proficiency in HR software and systems.
• Strong analytical and decision-making skills.
• Exceptional written, presentation, and verbal communications skills, including experience with PowerPoint and integrated presentation platforms.
• Proficiency with standard productivity software, including Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams); knowledge of payroll software preferred.
• Demonstrated ability to work effectively with a diverse staff in a collaborative, constructive, and effective manner; strong customer service skills.
• Ability to build trust and influence across teams and with staff at all levels of the organization.

Racial Equity Commitment: An understanding of the concepts of institutional and structural racism and their impact on workforce development systems, especially regarding barriers to achieving racial equity.  Commitment to learning from and developing new strategies, partnerships, and approaches with diverse communities.

Compensation Range:

• $95,000 to $110,000 annually, DOE

Workforce Development Council of Seattle - King County has outstanding benefits including:

• Medical and Dental Plan, employee premiums paid at 100%
• Life Insurance Plan, employee premiums paid at 100%
• Disability Insurance Plan, employee premiums paid at 50%
• Retirement Plan available after 90 days
• Thirteen (13) paid holidays including two (2) floating holidays
• Vacation and sick pay accrued based on hours worked

What to learn more about Workforce Development Council of Seattle - King County?
The WDC serves as the Local Workforce Development Board, designated by the City of Seattle Mayor and King County Executive, to set policy and administer federal workforce development funds under the Workforce Innovation and Opportunity Act (WIOA). In 2018, the WDC Board of Directors and its stakeholders set a new direction for the organization to: 

• Advocate for system change of industry practices and to address barriers to equity.
• Broker a shared regional approach of strategies that are responsive to both community and industry needs.
• Access and amplify resources by braiding funding sources.
• Incubate and innovate strategies for racial equity impact and system change.
• Analyze and use data to measure impact/drive system change.

Please visit https://www.seakingwdc.org/ to learn more!

Workforce Development Council of Seattle King County has partnered with All Things HR, an external HR Consulting Company, to assist with their recruitment process.  If you would like to be a part of this dynamic company, please apply today!
 

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