People Operations Manager

Position Overview:

Cascadia is currently seeking a People Operations Manager to work in its headquarters in Seattle to lead People Operations across all offices. This position oversees the work of a part-time HR Coordinator and an HR Generalist, and reports to the Business and People Operations Director. The People Operations Manager will lead, implement, and innovate functions of the People Operations department, including Talent Acquisition, DEI, benefits administration, employee relations, compliance trainings and employment law, performance management, leaves of absence, and development and enforcement of company policies and institutional practices. The ideal candidate is a subject matter expert in employment law, compensation, benefits, compliance, safety, and performance management. The People Operations Manager will develop employee trust, build strong professional relationships, and have both the empathy and self-awareness to be a contributing member of a team in superb rapport with their colleagues.

Examples of everyday tasks may include:

• Leadership and promotion of company values. Positively builds and diplomatically manages interpersonal relationships at all levels of the organization and serves as a role model of our respectful workplace policy.
• Commitment to mission and diversity, equity, and inclusion. A commitment to racial equity and the ability to apply racial equity principles to your work and collaborate with employees in concert with management to identify and incorporate social equity and inclusion into existing policies and processes in an innovative and culturally responsible way while exhibiting emotional intelligence.
• Employment Law Compliance. Maintains compliance with federal, state, tribal, and local employment laws and regulations, and recommended best practices; regularly reviews policies and practices to maintain compliance.
• Employee relations. Bridges management and employee relations by addressing demands, grievances, or other issues including employee relations mediation and exit interviews. Oversees employee disciplinary meetings, terminations, and investigations.
• Recruitment + Retention. Oversees the talent acquisition process; collaborates with departmental managers and employees to understand skills and competencies required for openings; implement continual process improvement.
• Benefits Administration. Leads benefits administration, including annual open enrollment selection, negotiation, and execution with our health benefits vendors and brokers.
• Onboardings. Oversees the development and implements changes and improvements to new employee onboarding processes.
• Manage Internal HR Systems. Oversees, administers, and refines various HR systems (ATS, HRIS, Performance Review Software) and procedures for all company personnel, including maintaining the employee handbook, procedure documentation, performance appraisals, and career-pathing.
• Records management. Accountable to ensure accuracy of employee records and documentation of all related human resources inquiries and concerns (i.e. benefit forms, mediations, employee complaints, performance improvement plans, etc.).
• Customer service. Focus on providing a positive customer-service oriented experience for employees and managers.
• Compensation. Analyzes internal and external trends in compensation and benefits; researches, proposes, and implements competitive base and incentive pay programs to ensure the organization attracts and retains top talent while maintaining parity with existing staff.
• Performance management. Leads the bi-annual performance review process including preparing online platforms, coordinating with management regarding performance review standards and content, training staff, supporting technical and qualitative questions, etc. Including reviewing data for current and future talent needs, recruiting, retention, and succession planning.
• Safety and Compliance training. Collaborates with Business and People Operations Director on learning and development programs and initiatives for employees. Leads the frequent updating and communication of safety compliance requirements in concert with leadership.

This position description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent nor the company to the work identified here.

Qualifications:

A demonstrated ability to successfully perform the above listed responsibilities typically includes:

• In-depth knowledge of federal, state, local, and some tribal labor laws, regulations, and HR best practices.
• Demonstrated experience managing all aspects of HR, including benefits administration, employee relations, compliance training, performance management, talent acquisition, policy implementation, diversity, equity, and inclusion and employment law compliance.
• Employs consistently grammatically correct, clear, and respectful verbal and written communication (including negotiation), using active listening and respectful communication.
• Conflict resolution and problem-solving skills via mediations, negotiations, and facilitations.
• Skilled in change management and organizational culture building.
• Competence in positively building and diplomatically managing interpersonal relationships; actively building trust with all staff, exercising professional discretion, integrity, ethics, and confidentiality in your role as an advocate for a respectful and healthy workplace.
• Demonstrated people-oriented and customer service experience.
• Flexible and open to working collaboratively in a team.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems including, maximizing use of systems and ad-hoc reporting to inform strategic HR decisions.

The successful candidate will have many of the above qualifications and a strong desire to learn the other qualifications. We recognize that not every candidate may have all of the listed qualifications and that many skills can be learned on the job.

We encourage you to apply if you think you'll be successful in this job. This position is a Range 4-5 with our Firm. The typical experience and education to demonstrate this level of ability is a four-year degree in a related field (e.g., Human Resources, Industrial/Organizational Psychology, Psychology) and at least 5 years of relevant experience of progressive responsibility in a leadership role. Ultimate placement and compensation offer is dependent on experience and demonstrated skills and abilities through the selection process.