Description

Position Purpose 

Under the direction of the Human Resources Director, the Senior Human Resources Manager is a strategic and operational leader responsible for overseeing the delivery of comprehensive Human Resources services across a multi-site nonprofit organization by enforcing the overall provision of Human Resources services, policies, and programs.  This role provides guidance in employee relations, benefits and leave administration, compliance, workforce strategy, HR operations, talent management, organizational development, and HR systems optimization Major duties are employment and compliance to regulatory concerns, employee orientation, development and training, personnel policy development and documentation, employee relations support, personnel-related committee facilitation, benefits administration, employee welfare, wellness and health, employee & management services and counseling. 

This role requires the ability to manage multiple priorities simultaneously while maintaining high standards for accuracy, confidentiality, compliance, and service delivery. 

Distinguishing Characteristics 

Inspire Development Centers provides early Childhood Education (ECE) and social services to 3,110 children in center-based and home-based setting, at more than 25 Child Development Centers (CDC) throughout the State of Washington.  At these sites, Inspire employs over 1,000 staff on a $52 million annual budget.  Inspire provides these services under various federal and state funded programs with differing regulations and stipulations, which must be coordinated and adhered to, including, but not limited to: Regional Head Start (RHS), Migrant Seasonal Head Start (MSHS), Early Childhood Education and Assistance Program (ECEAP), and Early Head Start (EHS).  The organization is required to meet an annual quota of non-federal share (in-kind) funds.  A large majority of children’s first language is Spanish.  Over the past 40 years, Inspire has strategically and incrementally increased its capacity to address the rapidly changing needs of its families and communities. 

Supervisory and Other Relationships 

Position reports to and works closely with the Human Resources Director by supervising and guiding the Human Resources staff.  Incumbent works closely with supervisors and employees. 

Examples of Essential Duties and Responsibilities

The following examples of duties and accountabilities illustrate the general range of tasks assigned to the position but are not intended to define the limits of required duties. Other essential duties may be assigned consistent with the general scope of the position.

1. Benefits: Administer, maintain, and implement benefit programs to include but not limited to medical/vision/dental, life insurance, 401k, Employee Assistance Program (EAP), and voluntary benefits; implement and enforce approved benefit programs; Facilitate the process to obtain cost effective, employee serving benefits; Advise on eligibility, coverage, and other benefit matters; administer/coordinate open enrollment process and conduct employee meetings; and comply and maintain benefit records, plan documents, and annual plan requirements. Coordinate and submit information to actuary for actuarial valuation of pension plan, census data for health plan, and coordinates the 5500’s. Create and direct the administration of reporting for analysis and compliance; recommends changes in benefits offered to committee.

2. Leave Administration: Responsible for developing and administering coordination of mandatory leave programs, including, but not limited to: worker’s compensation, FMLA, ADA, etc. Responsible for ensuring employee rights are communicated, leave is documented and communication between employee and agency management is facilitated. Tasks include developing systems, including communication and documentation.

3. Worker’s Compensation: Responsible for coordination of worker’s compensation claims; including investigating accidents, working with medical, EE and Labor & Industries personnel to provide light duty and/or employment alternatives to injured employees.

4. Employee Health/Wellness: Responsible for developing comprehensive employee health program in accordance with the Head Start Act. Tasks include collecting, reviewing and recording data into the HR database and reporting. Manages and administers policies and programs to promote wellness programs to employees. Plans specific activities/trainings aimed to improve employee health, wellness and fitness.

5.Management: Oversees and manages the work of reporting HR staff. Encourages the ongoing development of the HR staff. Provide leadership and supervision to staff by managing goals and objectives. Provide formal and informal feedback through coaching, monitoring and evaluating job results. Serve as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related problems.

6. Vendor Relations: Coordinates the selection of HR consultants, insurance brokers, insurance carriers, third party administrators for other supervised HR areas, such as Drug & Alcohol Program, Worker’s Compensation, and so on; function as a liaison between vendors; manage vendor relationships and performance to ensure they meet company needs and expectations.

7. Drug & Alcohol Program: Administer and maintain the company’s Drug and Alcohol, work with TPA as needed, provide/coordinate DA training to management as needed, and oversee the program in general.

8. Department of Transportation / CDL: Oversee DOT regulations as they apply to the company’s CDL drivers and other appropriate staff; work with Transportation Supervisor for required training; and maintain records and compliance with regulations.

9. Recordkeeping, Data Management, and Reporting: Conducts a continuing study of all HR Policies, programs, and practices to keep management informed of new developments. Meets the established departmental measurements that support the accomplishment of the agency’s strategic goals. Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for HR Director, monthly or as necessary, to track strategic goal accomplishment. Responsible for maintaining accurate and confidential employee information in accordance with government regulations and Agency policies.

10. Supporting HR Functions: Employee Relations, Investigations, New Hire Orientations, and Conduct investigations when employee grievances, complaints, or concerns are brought forth. Monitors and advises managers and supervisors in the progressive discipline system of the agency. Participate in employment interviews. Timekeeping and Payroll administration for the HR department.

11. Law: Remain up-to-date with compliance on all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation , the Occupational Safety and Health Administration (OSHA), and so forth. Maintain minimal agency exposure to lawsuits. Protects the interests of employees and the agency in accordance with agency Human Resources policies and governmental laws and regulations.

12. Confidential Information: Maintain confidential information, which includes but is not limited to: employee health records and personnel files. The Human Resources Manager assumes other responsibilities as assigned by the HR Director.

Requirements

Minimum Qualifications

Incumbents are required to have demonstrated knowledge and abilities in these areas:

Bachelor’s degree in Human Resources, Business Administration, Public Administration or related field

Seven (7) years of progressively responsible Human Resources experience, including experience in employee relations, benefits administration, leave management, compliance, and HR operations.

Four (4) years of supervisory or management experience leading HR staff or teams.

Demonstrate knowledge of federal and Washington State employment laws and regulations, including FMLA, ADA, FLSA, EEOC, OSHA, workers' compensation, and ERISA.

Experience administering employee benefit programs, leave programs, and workers' compensation claims.

Experience conducting workplace investigations and supporting employee relations matters.

Experience developing, implementing, and interpreting HR policies, procedures, and programs.

Strong organizational, problem-solving, communication, and interpersonal skills.

Understanding of the interrelationships between services and systems;

Ability to learn new tasks quickly and efficiently;

Ability to handle multiple tasks simultaneously and meet deadlines;

Ability to gather and analyze data for reports via multiple modes;

Ability to read, write and interpret documentation;

Strong customer service focus;

Proficiency with personal computer, including Microsoft Office;

Accurate data management, documentation and recordkeeping skills;

These skills and abilities are typically acquired through (*) a combination of education, experience and training. This combination will provide the competence to perform the work of the position.

Preferred Qualifications

Head Start experience.
English/Spanish bi-lingual fluency.
Experience with human resources information systems. 
PHR / SPHR Certification.

Position Requirements

Incumbents are required to have the following:

Valid Washington State driver’s license;
Ability to travel to perform job duties and responsibilities;
Must pass initial and periodic employee health clearance; (present it within forty-five (45) days of employment);
Subject to initial and periodic TB screen;
Must sign a Confidentiality Agreement; and
Must complete and sign a Conflict of Interest Disclosure Statement on an annual basis.