Senior Human Resources Manager


Senior Human Resources Manager 

Northwest Harvest is Washington’s leading hunger relief agency – supporting a statewide network of 375 food banks, meal programs, and high-need schools. Focused on improving equity in our food system, Northwest Harvest believes everyone in Washington should have consistent access to nutritious food that feeds the body, mind, and spirit. In addition to making sure those who suffer from hunger are being fed, Northwest Harvest aims to shift public opinion, as well as impact institutional policies and societal practices that perpetuate hunger, poverty, and disparities in our state. Learn more at




The Human Resource Manager will provide supporting framework and strategy guidance in the following HR functions: Equity and Inclusion, Recruiting and Retention, Performance Management, Talent Management, Change Management, Training and Development, Total Compensation Management, Succession Planning and Compliance and Risk Mitigation.


Reporting directly to the CFO with a dotted line to the CEO and supervising the Senior Human Resource Generalist (SHRG) this position builds an agile, responsive, high capacity, high impact  human resource function. The role serves as a strategic partner to the senior leadership and management teams and as a tactical partner to the SHRG and a part time HR Admin resource.


This role engages in cutting hunger rates in half by 2028 through partnerships with all employees in aligning the achievement of mission centric goals to people development.




Organizational Development 15%

  • Develop and implement HR plans, metrics and strategies that effectively communicate and support the organization’s mission, values, vision, equity and inclusion plan, strategic plan and Theory of Change.
  • Function as a strategic business advisor to the organization providing proactive, best practices-based HR input.


Systems and Support 40%

  • Provides leadership and oversight in exploring a suite of technology options for talent management systems that provide a streamline approach to people management, employee development and performance, engagement and reporting.
  • Develop and implement comprehensive compensation and benefit plans that are competitive, cost effective and current for the organization.
  • Develop a system for Standard Operating Procedures throughout the agency to be created, maintained, used and refreshed regularly in accordance with HR best practices.
  • Develop and ensure compliance with the organizations standards of administrative and operational policies and procedure including employee health and safety and broader risk management assurances. Ensure compliance with all applicable federal, state, and local laws. Ensure that the organization maintains updates of employee handbooks, training document and related materials.
  • Prepare the annual budget for HR department and organization compensation and benefits and manages these expenses throughout the year.


Leadership Development 20%

  • Strategically support and guide the organization on development and measurement of a performance culture ensuring that all employees and managers are equipped to drive the mission forward.
  • Facilitate and encourage sharing of resources, best practices and quality improvement initiatives organization wide.
  • Develop the strategy and structure for a robust, effective employee and manager training program.
  • Provide a structure and plan for succession and leadership planning to mitigate the risk to the organization of changes to key leadership positions
  • Oversee, support and develop the SHRG and serve as a next level of review on critical HR issues.


Employee Relations and Dispute Resolution: 10%

  • Liaise with senior staff and legal counsel for all staffing legal issues
  • Work closely with the SHRG regarding employee relations issues
  • Administer and oversee confidential employee relations system/process

Equity and Inclusion 15%

  • Demonstrate the initiative to learn and enhance skills that promote anti-racism, cultural competency and an understanding of oppression and its impact.
  • Participate in intentional learning efforts, including events relating to understanding and dismantling institutional racism and building cultural competency.
  • Drive equity and inclusion practices, procedures and cultural norms through the HR organization.




Internal:  Frequent contact with leadership and staff. Communicate daily to ask questions, receive and provide information, discuss HR issues, explain or interpret HR policies and practices, and provide direction and support leaders and staff in regard to HR issues.


External:  Regular contact with stakeholders, vendors, and professional associates and networks.




A combination of the real-life experience, education, and training listed below which provides an equivalent background to perform the work of this position.

Successful completion of Criminal History Background check is required.


Knowledge of:

  • Innovative and effective practices in HR programs, policies and procedures.
  • Legal employment requirements in accordance with Federal, WA State and local employment law.
  • Equity and inclusion concepts and their active application in human resources systems and processes
  • Negotiating and influencing skills and the ability to work with and provide support to all staff levels


Ability To:

  • Understand individuals who have experienced poverty or food insecurity.
  • Demonstrate interest and commitment to supporting equity and inclusion for members of historically marginalized groups including racial and ethnic minorities, LGBTQ populations and people living with disabilities.
  • Establish and maintain effective working relationships with staff and leadership to assure a high degree of mutual accountability.
  • Demonstrate a progressive track record of success in leading all HR functional areas including Equity and Inclusion, Recruiting and Retention, Talent Management, Change Management, Training and Development, Total Compensation Management, Succession Planning and Compliance and Risk Mitigation.
  • Be comfortable in a rapidly evolving, organic environment. Be comfortable with ambiguity.
  • Quickly analyze issues, synthesize information, make decision, take risks and learn from mistakes. Be able and willing to dive deeply in a subject matter, understand the rationale behind decision making, accept the decision and let go of ownership.
  • Communicate effectively, orally and in writing, including the ability to listen effectively and to explain complex issues and applicable legal requirements, policies, and procedures to staff and leaders.
  • Effectively utilize technology including Microsoft Office suite of applications, enterprise-wide systems and HR/payroll systems
  • Effectively supervise direct reports and build outcome-oriented relationships with lateral team members.
  • Ask questions to understand the merits of different approaches and shift strategies in response to demands of a situation.




Eight plus years of progressive leadership in a human resources function and/or organizational or change management/effectiveness function.




Bachelor’s degree in human resources, organizational development, business administration and social justice or other related field is preferred or equal combination of experience and education.




  • PHR/SPHR Certification Preferred




The information presented indicates the general nature and level of work expected of employees in this classification.  It is not designed to contain, or to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job. As an adaptive organization, responsibilities can and will change in alignment with greater efficiencies and mission metrics.



Northwest Harvest offers a competitive salary and generous benefits which include but are not limited to paid time off, health/vision/dental insurance, and 401(k) retirement plan.

Pay range for this position is $70,000-85,000 negotiable




Northwest Harvest (NWH) is committed to equal opportunity for all employees and applicants.  NWH does not discriminate with regards to hiring, assignment, promotion or other conditions of staff employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender, gender identity, veteran status, disability, genetic information or any other status protected under local, state or federal law. 

In accordance with the Americans with Disabilities Act, upon request, reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of our positions.




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