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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, includ