Human Resources Manager

Job Summary

We’re looking for a skilled Human Resources leader to help support and retain a mission-driven workforce at a local health department. Do you excel at building healthy organizational cultures, leading workforce development initiatives, partnering with others to improve policies, and mentoring HR team members? Are you comfortable using data to drive decisions and improvements? Can you commit to the Department's mission, vision, and core values? If you've answered yes to these questions, we encourage you to apply for our Human Resources Manager role.

This is a pivotal role in fostering a positive organizational culture at the Tacoma-Pierce County Health Department while ensuring HR operations run smoothly. This position is responsible for managing comprehensive day-to-day HR functions, including recruitment, onboarding, employee relations, classification/compensation, employee performance management, training/organizational development, benefits administration, safety/risk management, policy development, and compliance with labor laws. The HR Manager supports multiple strategic priorities and objectives related to workforce development, employee morale, and policy development. This role requires strong interpersonal skills, a solid understanding of HR best practices, and the ability to balance strategic thinking with hands-on execution in a fast-paced environment.

This position helps the Department achieve its current strategic measures to improve employee morale, increase the percent of staff who receive an annual performance evaluation, increase training for supervisors/managers, start a formal mentorship program, and other actions to improve the Department's organizational culture. Only candidates who are authorized to work in the U.S. will be accepted. We are unable to sponsor visas at this time.

• Manages the Department's HR functions, including employee relations, recruitment and selection, employee recognition and retention, payroll, claims, risk management, safety, workers compensation, training, labor relations, classification and compensation, job audits and analysis, benefits administration, leave administration, personnel transactions and data management (HRIS), workforce planning, and other HR work.
• Manages and develops the activities of HR staff and direct reports including hiring, training, coaching, performance evaluations, and disciplinary actions.
• Consistently interprets union contracts, federal and state laws, rules, regulations, policies, and procedures and ensures consistent application and compliance throughout the Department.
• Manages risk management functions including agency liability insurance coverage, insurance and tort claims management, safety, workers compensation, and self-insurance. Manages the employee safety program including incident tracking, analysis and safety training.
• Oversees the training of managers and supervisors regarding HR and labor relations laws, issues, policies, strategies, guidelines, and issues.
• Develops and implements the HR budget, including authorizing and monitoring expenses and forecast personnel requirements.
• Manages the development and maintenance of a position classification system responsive to the changing needs of the Department that properly reflects the duties and responsibilities of the various classifications.
• Develops and maintains a compensation plan consistent with federal and state equal pay statutes to attract and retain highly skilled employees.
• Advises managers, supervisors and employees on interpretation and application of personnel policies, procedures, and practices.?
• Oversees or performs conflict resolution services for managers and employees. Manages investigations, grievances, and WSHRC and EEO complaints.
• Directs the creation and maintenance of a legally compliant HR file system that follows HR best practices and record retention policies.
• Develops annual and long-term goals, objectives, strategies, and work plans for the HR program.
• Represents the Department's interests in labor negotiation, contract administration, litigation or administrative proceedings, grievance hearings, arbitrations, and WHRC and EEO complaints, participating in collective bargaining and labor relations as directed.
• Participates as an active member of the Department’s Management Team.
• Develops structures to evaluate and shape employee job performance, including identifying expected competencies. Oversees the Department’s performance evaluation program.
• Works with directors, managers, and supervisors to identify and address personnel challenges and opportunities.
• Prepares and maintains operational policies and procedures related to HR functions; actively participates in Department’s Policy Committee.
• Evaluates the effectiveness of existing policies, processes, and strategies to facilitate and improve HR operations.
• Works on special projects assigned by executive leadership.
• The work you do might require you to participate in the Title XIX Medicaid Claiming Program.
• Performs other duties as assigned.

• Adheres to all workplace and trade safety laws, regulations, standards, and practices.
• Understands and properly follows established procedures in preventing and responding to unsafe or emergency situations. Identifies and reports potentially unsafe practices or conditions.
• Operates equipment, tools, machinery, and vehicles safely and understands processes for reporting an accident or injury.
• Understands and applies knowledge and skills necessary to successfully perform assigned emergency response role during an emergency.

What you bring to the table

• Broad knowledge of the following HR functional areas:
  • Recruitment and selection.
  • Classification and compensation.
  • Benefits and employee wellness administration.
  • Leave administration and reasonable accommodation.
  • Payroll, HRIS maintenance, and report writing.
  • Labor & employee relations.
  • Training.
  • Policy & procedure development.
• Intermediate knowledge of standard Microsoft Office programs, financial management software, and timekeeping systems.
• Intermediate to advanced knowledge of the following software: HRIS, applicant tracking, and training systems.
• Advanced knowledge of federal, state, and local laws and regulations affecting human resource administration.
• Advanced knowledge of employee relations best practices and current trends.
• Ability to learn and apply the terms of union contracts and Department personnel policies.
• Ability to analyze data for creation of reports, spreadsheets, and/or databases.
• Ability to analyze agency training/development needs, evaluate alternative solutions, and make recommendations to executive leadership.
• Basic math skills.
• Knowledge of record-keeping principles and practices.
• Strong attention to detail, accuracy, and proof-reading skills.
• Strong organization skills.
• Skilled in giving presentations and instruction to adult learners and group facilitation.
• Knowledge of adult learning theory, concepts, and principles.
• Knowledge of the practices, principles, and methods of learning needs assessments including gap analysis.
• Knowledge of compensation philosophies, internal/external benchmarking, and position analysis.
• Skilled in the principles, techniques, and methods of personnel administration including recruitment and selection, compensation, educational and training programs, benefits, evaluation processes, and conflict resolution.
• Knowledge of principles and practices of program management including planning, development, monitoring, evaluation, and administration.
• Skilled in coaching, mentoring, training, and educational outreach.
• Skilled in communication:
  • Listens to others and communicates in an effective manner.
  • Asks questions in ways that enhance the clarity, quality, and reliability of information.
  • Understands and learns from what others say, attends to nonverbal cues, and responds appropriately.
  • Grasps the meaning of written information and applies it to work situations.
  • Conveys ideas and facts using language the audience will best understand, taking into consideration the audience and nature of the information.
  • Writes in a clear, concise, and organized manner for the intended audience.

• Knowing and managing oneself: Understands that all equity, trauma-informed, and restorative practices start with oneself. Exercises a high degree of self-reflection, personal accountability, resilience, flexibility, and adaptability. Is willing to learn, apply, and model agency values and ethical standards.
• Restorative practices and conflict resolution: Articulates through words and actions authentic commitment to create an environment in which all people are treated with dignity and respect and afforded equal opportunities and impartial treatment. Centers work inequity and trauma informed and restorative practices to achieve and maintain collaboration and teamwork and to effectively work with historically underrepresented and/or underserved populations to advance community health. Utilizes restorative practices to address harm and promote healing to strengthen relationships between individuals and social connections within communities.
• Collaboration and engagement: Provides balanced and objective information to help teammates, partners, and the public understand problems, alternatives, opportunities, and solutions. Works directly with partners within the Department, in the community, and members of the public affected by the work to obtain feedback and understand diverse points of view, concerns, and aspirations. Identifies preferred solutions together, incorporating advice and recommendations to the maximum extent possible.
• Evidence informed practices and decision-making: Applies evidence informed practices and methodologies to achieve the greatest impact in delivery of services to internal and external customers and partners. Incorporates the social determinants of health into public health work. Integrates research and evidence into the decision-making process. Seeks to systematically identify and eliminate inequities resulting in differences in health and in overall living conditions. Utilizes evidence informed practices to increase equity in systems and policy. Creates a robust culture of assessment and evaluation and continuous process improvement.
• Cross cultural communication and engagement: Understands that cultural awareness, appreciation, and humility can only occur when you practice curiosity and open-mindedness. Operates with a high level of humility and cultural agility to achieve effective intercultural communication, engagement, and collaboration in the workplace and in the community. Is open to feedback and continuously self-reflects on one’s own actions and responses. Centers personal accountability on the Department’s mission, values, and ethical standards.
• Confidentiality: Maintains confidentiality, ensures HR team confidentiality, and holds high standards for all staff to maintain confidentiality related to their work.
• Supervising & Developing Others: Consistently understands and acts in ways accountable to employment laws and regulations, agency policies and procedures. Provides formal and informal learning opportunities designed to improve employees’ skills and enhance their contribution to the organization. Understands and incorporates various learning styles; creates a culture of continuous learning.
• Leading teams: Inspires and fosters team commitment, spirit, pride and trust; facilitates cooperation and engages team members in accomplishing group/organizational goals; adapts one’s leadership styles to meet the needs of team members.
• Cultural competency: Displays respect for cultural differences; Develops and promotes a diverse and inclusive workforce meeting EEO compliance regulations; leads effectively while valuing differences; understands and anticipates the impact of decisions on our diverse workforce and community.
• Integrity and honesty: Behaves appropriately and honestly in all situations; Demonstrates a commitment to organizational and national interests above personal interest. Maintains confidentiality.
• Change management: Serves as a positive agent for changes in the organization’s structural assignment, climate or operational processes. Ensures effective implementation of required changes.

Who should apply

The items below are the requirements for the job and are relevant to this position. The organization values work experience, lived experience, and education and realizes that people take different paths to acquire knowledge.

• Authorized to work in the U.S. We are currently unable to sponsor visas.
• Bachelor’s degree in public administration, human resources management, or a closely related field.
• Five years of progressively responsible experience in Human Resources.
• Three years of supervisory experience.
• Experience in a government and/or unionized workplace.

• Professional in Human Resource (PHR); or
• Senior Professional in Human Resources (SPHR); or
• SHRM Certified Professional (SHRM-CP); or
• SHRM Senior Certified Professional (SHRM-SCP); or
• Other equivalent certification.

Working Conditions & Physical Requirements

Work Environment

• Work is performed almost exclusively indoors in an office environment. Exposure to hazards is limited to those commonly found in office environments.
• Some after hours and/or weekend work may be required.

• Regularly required to sit or stand continuously.
• Regularly communicate clearly in-person, over the phone, and via written communication.
• Capable of reading physical and electronic documents and working for prolonged periods on a computer monitor.
• Fine motor skills sufficient to operate a telephone and operate a computer mouse and keyboard.
• Frequently move throughout the Department.
• This position may require lifting, carrying, pushing, pulling, or moving objects up to 10 pounds consistently, 20 pounds frequently, and exerting up to 30 pounds of force occasionally.
• Learn, recall, and apply specialized information.
• Maintain concentration and attention for extended periods of time.
• Work effectively when exposed to workplace stressors, such as emotional and/or confrontational individuals.
• Learn, recall, and apply specialized information.
• Maintain concentration and attention for extended periods of time.
• Work effectively when exposed to workplace stressors, such as emotional and/or confrontational individuals.

• Duties require the use of standard office furniture and equipment (e.g., desk, filing cabinet, computer, printer, telephone, copy machine, etc.)

• Some travel may be required, and is typically local or regional, to attend job fairs, conduct business, or attend training.