Deputy HR Division Director
City of Seattle, Seattle, WA, United States
The City of Seattle, Finance and Administrative Services Department (FAS) is seeking a dynamic and accomplished HR professional for the position of
Deputy HR Division Director.
In this role you will report to the HR Division Director, providing direct operational and strategic support. You will also oversee a team of four working on employee and labor relations, accommodations, leaves, and safety.
As Deputy HR Division Director, you will oversee investigations, engage in risk management, and help management navigate difficult personnel issues. You will be a consultant and advisor to management on workforce complaints, mediation of disputes and the performance management process. Along with overseeing staff who conduct investigations, the position will also be expected to engage in investigations and advise on resolutions of complex matters.
In support of department labor relations, you will foster and develop positive relationships with the department’s labor partners. FAS has a large and diverse group of labor partners and a wide-ranging span from office professionals to auto mechanics to animal control officers. The position will be a primary point of contact between management and labor and offer excellent customer service, proactive communications, and early resolution on budding issues. The position will also advocate for management interests and defend grievances as necessary.
You will be expected to be familiar with labor and employment laws including federal and state leave laws. The position will also provide guidance and oversee staff that manages employee leave of absence policies and its equitable application.
In all aspects of this position, you will advocate for equity and will promote an FAS workplace culture that emphasizes customer service, accountability, respect and kindness and equity.
Job Responsibilities Leadership Supervise a dynamic team (4.0 FTE) performing a broad range of HR and safety work. Collaborate closely as a member of the HR Management Team. Partner with the Recruiting Deputy Division Director on any hiring process related concerns. Develop strong relationships with FAS leadership and understand business needs for 10 distinct lines of business. Provide advice and counsel to management on complex HR matters.
Employee and Labor Relations Develop close partnerships with labor partners to resolve complex labor matters and assist with hosting the Joint Labor Management Committee (JLMC). Promote and develop new tools to ensure equity and race and social justice work is incorporated into all aspects of the team’s work. Represent management’s interest with labor partners, defend grievances and establish and maintain workgroup/labor monitoring committees as necessary. Advise management through complex personnel matters, develop policies and procedures centered on equity and provide firm and fair guidance through all steps of the performance management process. Draft written responses and organize documentation for responses to EEOC matters, claims against the Department and lawsuits.
Accommodations and Leave Management Lead and provide hands‑on support in day‑to‑day activities. Promote and develop new tools to ensure equity and race and social justice work is incorporated into all aspects of the team’s work. Engage in the interactive process with employees and partner with management on reasonable accommodations. Advise employees and management on applicability of state and federal leave laws. Develop relationships with managers and positively lead change.
Training Partner with the Race and Social Justice Change Team to identify and create training opportunities. Help employees develop tools to succeed and thrive through training plans and identification of knowledge/skills gaps. Deliver training and new employee orientations to promote FAS’ respectful and equitable work culture.
HR Systems Maximize use of HR reporting and tracking systems to address inequities and produce efficiencies. Implement process improvements across the HR work unit. Ensure compliance with all regulations.
Customer Service Develop strong relationships with FAS leadership to understand business needs. Work with competing demands, difficult timelines, and a large volume of work. Help lead change in a supportive way and work towards buy‑in from stakeholders.
Required Qualifications At least six (6) years of human resources experience in employee and/or labor relations, leave management, accommodations, or a related field. Supervisory experience and experience partnering directly with senior leaders on complex human resources issues. Combination of education and/or training and/or experience that provides an equivalent background required to successfully perform the work will be considered.
Desired Qualifications Strong advocate of equity. Creative ability to define and drive the direction of a small team with an emphasis on race and social justice. Ability to develop employee, labor, and HR strategies to support FAS’ very diverse lines of business. Build and maintain strong relationships with department leadership, RSJ change team, labor leaders and employee groups. Drive to develop and implement innovative HR solutions. Experience managing a team and being a strong member of the HR Management Team.
The Most Competitive Candidates Will Possess excellent oral and written communication, problem‑solving and analytical skills. Demonstrate sound judgment and initiative. Exercise tact, diplomacy, and patience in dealing with sensitive and complex issues and employees. Be a strong team player and partner well with human resource staff and managers. Have broad HR experience. Have experience or education in employment law and legal issues. Maintain confidentiality of human resource issues and employee situations.
Additional Information This position is classified as Strategic Advisor2, Exempt and is exempt from Civil Service and FLSA guidelines. The salary range for this position is $56.57 - $84.88 hourly.
Work Schedule: Most work will fall within a regular business week. This position may require conducting some duties as necessary off‑hours, including evenings and weekends. Employees are currently expected to work in‑office a minimum of three days a week. Individual schedules will be based on agreement between the employee and their supervisor.
Background Check: Applicants must successfully pass a background check, which will be conducted in accordance with Seattle’s Fair Chance Employment Ordinance, SMC14.17. Applicants will be given a chance to explain or correct background information and provide verifiable information of good conduct and rehabilitation.
Who May Apply This position is open to all current City employees that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, medical condition, or pregnancy. The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experiences.
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Deputy HR Division Director.
In this role you will report to the HR Division Director, providing direct operational and strategic support. You will also oversee a team of four working on employee and labor relations, accommodations, leaves, and safety.
As Deputy HR Division Director, you will oversee investigations, engage in risk management, and help management navigate difficult personnel issues. You will be a consultant and advisor to management on workforce complaints, mediation of disputes and the performance management process. Along with overseeing staff who conduct investigations, the position will also be expected to engage in investigations and advise on resolutions of complex matters.
In support of department labor relations, you will foster and develop positive relationships with the department’s labor partners. FAS has a large and diverse group of labor partners and a wide-ranging span from office professionals to auto mechanics to animal control officers. The position will be a primary point of contact between management and labor and offer excellent customer service, proactive communications, and early resolution on budding issues. The position will also advocate for management interests and defend grievances as necessary.
You will be expected to be familiar with labor and employment laws including federal and state leave laws. The position will also provide guidance and oversee staff that manages employee leave of absence policies and its equitable application.
In all aspects of this position, you will advocate for equity and will promote an FAS workplace culture that emphasizes customer service, accountability, respect and kindness and equity.
Job Responsibilities Leadership Supervise a dynamic team (4.0 FTE) performing a broad range of HR and safety work. Collaborate closely as a member of the HR Management Team. Partner with the Recruiting Deputy Division Director on any hiring process related concerns. Develop strong relationships with FAS leadership and understand business needs for 10 distinct lines of business. Provide advice and counsel to management on complex HR matters.
Employee and Labor Relations Develop close partnerships with labor partners to resolve complex labor matters and assist with hosting the Joint Labor Management Committee (JLMC). Promote and develop new tools to ensure equity and race and social justice work is incorporated into all aspects of the team’s work. Represent management’s interest with labor partners, defend grievances and establish and maintain workgroup/labor monitoring committees as necessary. Advise management through complex personnel matters, develop policies and procedures centered on equity and provide firm and fair guidance through all steps of the performance management process. Draft written responses and organize documentation for responses to EEOC matters, claims against the Department and lawsuits.
Accommodations and Leave Management Lead and provide hands‑on support in day‑to‑day activities. Promote and develop new tools to ensure equity and race and social justice work is incorporated into all aspects of the team’s work. Engage in the interactive process with employees and partner with management on reasonable accommodations. Advise employees and management on applicability of state and federal leave laws. Develop relationships with managers and positively lead change.
Training Partner with the Race and Social Justice Change Team to identify and create training opportunities. Help employees develop tools to succeed and thrive through training plans and identification of knowledge/skills gaps. Deliver training and new employee orientations to promote FAS’ respectful and equitable work culture.
HR Systems Maximize use of HR reporting and tracking systems to address inequities and produce efficiencies. Implement process improvements across the HR work unit. Ensure compliance with all regulations.
Customer Service Develop strong relationships with FAS leadership to understand business needs. Work with competing demands, difficult timelines, and a large volume of work. Help lead change in a supportive way and work towards buy‑in from stakeholders.
Required Qualifications At least six (6) years of human resources experience in employee and/or labor relations, leave management, accommodations, or a related field. Supervisory experience and experience partnering directly with senior leaders on complex human resources issues. Combination of education and/or training and/or experience that provides an equivalent background required to successfully perform the work will be considered.
Desired Qualifications Strong advocate of equity. Creative ability to define and drive the direction of a small team with an emphasis on race and social justice. Ability to develop employee, labor, and HR strategies to support FAS’ very diverse lines of business. Build and maintain strong relationships with department leadership, RSJ change team, labor leaders and employee groups. Drive to develop and implement innovative HR solutions. Experience managing a team and being a strong member of the HR Management Team.
The Most Competitive Candidates Will Possess excellent oral and written communication, problem‑solving and analytical skills. Demonstrate sound judgment and initiative. Exercise tact, diplomacy, and patience in dealing with sensitive and complex issues and employees. Be a strong team player and partner well with human resource staff and managers. Have broad HR experience. Have experience or education in employment law and legal issues. Maintain confidentiality of human resource issues and employee situations.
Additional Information This position is classified as Strategic Advisor2, Exempt and is exempt from Civil Service and FLSA guidelines. The salary range for this position is $56.57 - $84.88 hourly.
Work Schedule: Most work will fall within a regular business week. This position may require conducting some duties as necessary off‑hours, including evenings and weekends. Employees are currently expected to work in‑office a minimum of three days a week. Individual schedules will be based on agreement between the employee and their supervisor.
Background Check: Applicants must successfully pass a background check, which will be conducted in accordance with Seattle’s Fair Chance Employment Ordinance, SMC14.17. Applicants will be given a chance to explain or correct background information and provide verifiable information of good conduct and rehabilitation.
Who May Apply This position is open to all current City employees that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, medical condition, or pregnancy. The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experiences.
#J-18808-Ljbffr