Director IV (Director of HR Operations)






Pioneer Human Services (PHS) is a social enterprise that provides individuals with criminal histories the opportunity to lead healthy, productive lives. You may learn more about our organization, mission, and vision here: About Us.




In alignment with the company’s strategic plan, this position is directly accountable for all Human Resources Operations. This position provides HR leadership in a complex, decentralized and diverse work environment, supporting a multi-focused team of HR Business Partners, benefits staff and employee assistance coordinators. This position ensures accurate and flexible HR services are delivered in response to organizational needs. Key areas of focus include employee relations, performance management, policies/procedures/guidelines, benefits, HRIS systems, compensation and classification, employee assistance program, legal liaison, and compliance with federal requirements (affirmative action, FLSA, FMLA, ADA, etc.).


In addition, this position will lead in all HR projects ensuring timely completion and successful transformation. This position serves in multiple roles in a fast-paced, entrepreneurial corporate environment and must provide operational leadership, consultation and strategic development in Human Resources.




Directs, Organizes, Plans and Develops the Implementation and Administration of Human Resource Operations (35%)


  • Employee Relations: 
    • Oversee and direct employee relations for the complete employee life-cycle from hire to separation, including the grievance process, mediation of workplace disputes, consultation and advisement of management staff in employee relations issues.
    • Maintain corrective action records.
    • Assist with or conduct investigations.


  • Performance Management: 
    • Administration of organizational performance management process.
    • Develop and provide standard documentation (job description, expectations and appraisal) and ensure accurate record keeping.
    • Provide training to ensure fair and full implementation of process.


  • Policy and Process:
    • Interpret and provide counsel to management regarding HR policies, procedures, laws, standards, or regulations as it relates to HR Operations.
    • Recommend and establish company policies and processes, ensuring compliance through communication and training.
    • Review and propose changes or new policies to meet the needs of the organization.
    • Collaborate with business units to ensure HR policies and processes meet organizational needs, without unnecessarily impacting business.


  • Compliance Administration:
    • Oversee the administration of leaves of absence, ADA issues and other HR compliance issues, including EEOC, FMLA, FLSA.
    • Maintain knowledge of current related laws, regulations and requirements.
    • Work as Affirmative Action Officer to ensure the corporate affirmative action polices and protocols are administered and utilized.
    • Represent Company at personnel-related hearings and/or investigations as needed.


  • Budget:
    • Manage annual HR Operations budget, performing periodic cost reviews.
    • Prepare and analyze annual budget changes to identify budget needs and/or reductions.


  • Communication:
    • Provides counsel to and works collaboratively with PHS leadership on a broad range of issues including, employee relations and employment law, human resource polices and practices and the development of protocols and guidelines.
    • Lead role in developing employee communications, in coordination with executive messaging and external communications.

Develops and Oversees HR Systems (30%)

  • Oversee the design and development of compensation strategy and programs to ensure regulatory compliance and competitiveness.
  • Ensures administration of a comprehensive and competitive benefit program.
  • Conducts and analyzes annual wage and benefit competitiveness surveys and presents plans for the implementation of changes.
  • Evaluates procedures and technology solutions to improve HRIS data management activities.
  • Recommends and maintains systems for organizational structure and staffing levels, job descriptions and position control.
  • Maintains an accurate and complete HR data base and ensures all HRIS functions are secure and up to date, providing transparent access and reporting as needed by client divisions/units.
  • Maintains documentation and record compliance as necessary.


Develops and Leads HR Projects (20%)

  • Plan and effectively execute assigned projects.
  • Ensure proper communication at all levels of the organization.
  • Meet targeted dates for completion of tasks.
  • Act as a key adviser in human resources policy development.
  • Develop and establish HR strategies and processes to assist in meeting business unit objectives.
  • Coordinate policy development and implementation with other organizational units.


Leadership and Management (10%)

  • Responsible for developing and driving an effective HR Operations unit.
  • Management duties include: hiring, coaching and counseling and separating unit staff as deemed necessary.
  • Lead, coach, develop and hold staff accountable for unit activities and deliverables ensuring organizational goals/expectations are met.
  • Ensure unit employees comply with PHS policies and practices.
  • Lead and motivate unit employees to maximize efforts in an efficient manner.
  • Provide guidance and support to ensure staff are providing quality counsel to PHS managers/employees with a high level of customer service.
  • Provide leadership in identifying timely solutions to unit challenges while maintaining positive morale.
  • Communicate with supervisors, managers, directors and VPs to ensure a high level of HR customer service and satisfaction.
  • Supports a positive corporate culture embracing the mission, vision and strategic plan and integrating those in HR Operations.


Performs other duties as required (5%)



Work Setting, including hazards: 

  • Majority of work is in an office setting; however, client visits may include differing settings and environments such as manufacturing, clinical settings or work release settings.


Schedule (i.e., hours and days):
  • Hours are generally standard business hours (days) but some shift work may be needed occasionally for client visits, consultations, or trainings.
  • Monday – Friday.


Travel Requirements:
  • Travel within the state (WA) to assist business units, provide consultations and provide training as necessary.
  • Possible inter-state travel to attend conferences, trainings and meetings.


Tools & Equipment:
  • General office equipment – Computer, telephone, copy machine, fax machine, calculator, etc.


Customer Interactions:
  • Must interact with clients, customers, contractors and stakeholders, all levels of employees and management, maintaining a professional demeanor while handling critical issues connected with various emotions, personalities and backgrounds.


  • Must be able to sit or stand continuously for up to 8 hours per day.
  • Must be able to bend, squat, kneel and reach out and above shoulders.


Required Qualifications
  • Education and Experience: 
    • Minimum 10 years of experience in Human Resources and employment law with at least 5 years in a leadership capacity.
    • Bachelor’s Degree in Business, HR or related field required; Experience managing change initiatives across cultures, functions and geographies required.
    • Proven ability to manage and lead functional and cross-functional teams, projects and processes required.


  • Human Resources:
    • Experience dealing with complex employee relations issues including benefits, leave administration, Worker’s Compensation, ADA, and legal matters.
    • Extensive knowledge and experience with state and federal labor laws and regulations.
    • Broad generalist experience with a strong background in key HR functional areas.
    • Experience tracking and measuring progress using HR metrics.
    • Demonstrated ability to develop data-driven insights, initiatives and solutions.


  • Leadership: 
    • Strong negotiation and influencing skills required.
    • Demonstrated ability to lead change efforts.
    • Advance consulting and project management skills.
    • Expert relationship building and collaboration skills at all levels of an organization.
    • Successful history of managing and developing both experienced HR managers and entry-level HR professionals.


  • Interpersonal: 
    • Outstanding interpersonal, communication, and team building skills.
    • Highest level of professionalism with the ability to maintain confidentiality.
    • Approachable, flexible and adaptable to change.


  • Organizational: 
    • Customer service orientation with the ability to deliver under pressure.
    • Demonstrated ability to work with minimal supervision, take initiative and make independent decisions that fit the organization.
    • Collaboration and integration skills are critical to success in this role, as well as the ability to interface and influence at the executive level.
    • Ability to communicate at all levels of organization and work well within a team environment in support of company objectives.


  • Workplace: 
    • Strong attention to detail and accuracy, excellent organizational skills with ability to prioritize, coordinate and simultaneously maintain multiple projects with high level of quality and productivity.
    • Strong analytical and problem solving skills.
    • Significant business acumen.
    • Demonstrated ability to deal with new tasks without the benefit of written procedures.
    • Excellent written/verbal skills needed as is ability to synthesize and communicate ideas and concepts effectively.


Preferred/Desirable Qualifications
  • JD, MBA or Master’s Degree in HR Management or Organizational Development preferred.
  • HR certification such as SPHR preferred.
  • Prior experience with a mid-to-large non-profit company preferred.



  • Full medical, education assistance, a 403(b) retirement plan, and paid time off (10 paid holidays per year, plus sick and vacation pay).
  • Pioneer contributes 4.5% of employees’ annual salaries into retirement plans. An additional 3.5% match is offered to those who contribute 6% of their own salary.
  • Full-time employees accrue 10 days of vacation their first year and 15 days their second.
  • Employee Recognition Program (PERC Rewards). Rewards include gift cards, additional time off, weekend getaways and other items. 
  • Other benefits include participation in the Life Assistance Program and public transportation reimbursement of $25 per month.


Pioneer Human Services is a drug-free company.
In addition to pre-employment drug screening, Pioneer reserves the right to conduct random sample alcohol or drug testing of all employees. Please note that our drug-free policy includes marijuana and there are no exceptions for those with medical marijuana prescriptions.



Pioneer Human Services is an Equal Opportunity Employer of Minorities/Women/Individuals with Disabilities/Protected Veterans and does not unlawfully discriminate under federal, state, or local laws. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, or protected veteran status.

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