Human Resources Director

Job Details: Job Location: Child Development Center

• Snoqualmie, WA, Position Type: Full Time, Education Level: Bachelor's Degree, Salary Range: $86985.00 - $112077.00Salary/year, Position: Human Resources Director Hours: 40 hours per week, 51 weeks per year Salary range: $86,985.60 to $112,077.60 DOE Location: Hybrid Remote – 3 days in person at Encompass Child Development Center, Snoqualmie, WA with 2 days remote Benefits: Medical (80% Company-paid) with Employer Contribution HSA Dental/Vision Company paid Life/AD&D, EAP, Wellness 401K and 401K Matching Vacation/Sick Leave 11 Paid Holidays, plus bonus week of company PTO Encompass is a private nonprofit serving the Snoqualmie Valley and Issaquah communities for over 50 years. Our mission is to partner with families to build healthy foundations for children. We believe what happens early in life matters. We offer high quality, leading edge early childhood education, therapeutic services, and family enrichment programs for children ages 0-12 and their families. SCOPE The Human Resources Director provides strategic leadership and oversight for Encompass Northwest's human resources functions. The position leads workforce planning, recruitment and retention, the intern pipeline, employee relations, compensation and benefits strategy, HR compliance, organizational development, employee engagement, and Diversity, Equity, Inclusion, Belonging, and Accessibility (DEIB). The Human Resources Director serves as Encompass's senior HR leader and partners with senior and program leadership to ensure people practices advance the organization's mission, values, workforce needs, and long-term sustainability. The HR Director will report to the Director of Operations and collaborate closely with the Payroll & Benefits Specialist in finance, to ensure coordinated HR, payroll, benefits, HRIS, leave, and workforce-data processes. This position will work at Encompass headquarters in Snoqualmie, WA 3 days per week and hybrid 2 days per week.

ESSENTIAL DUTIES AND RESPONSIBILITIES

HR Strategy and Leadership Lead long-range HR planning and implementation of organization-wide people strategies. Serve as a strategic advisor to leadership on workforce planning, organizational structure, employee relations, change management, and people-related risk. Align HR policies, systems, services, and priorities with organizational goals and operational needs.

Supervise HR staff as assigned and coordinate external HR consultants, attorneys, brokers, and vendors. Recruitment, Retention, and Workforce Pipeline Own and continuously improve the recruiting program, including staffing plans, job descriptions, sourcing, equitable selection practices, offers, onboarding coordination, and recruiting metrics.

Partner with hiring managers to anticipate workforce needs, establish compensation, and develop effective recruitment and retention plans. Lead the intern program as part of Encompass's recruiting and workforce-development pipeline, including school and community partnerships, placements, manager support, intern experience, and pathways to employment.

Lead talent-pipeline, retention, and succession-planning strategies for mission-critical and difficult-to-fill roles. Employee Relations and Leadership Support Serve as a trusted HR resource for employees and supervisors regarding workplace concerns, policy interpretation, performance expectations, conflict resolution, and employment matters reporting through the Director of Operations in overall human resource operations.

Advise and coach supervisors on effective people management, documentation, feedback, performance improvement, corrective action, and respectful workplace practices. Lead or coordinate workplace reviews, investigations, performance-management processes, and employee separations in a fair, timely, consistent, and well-documented manner.

Strengthen supervisor and manager competencies through practical consultation, tools, and training. Compensation, Benefits, Leave, and HR Operations Lead compensation strategy, including market review, pay equity analysis, job evaluation, pay-structure recommendations, and approved compensation changes. Maintain strategic ownership of employee benefit programs, broker relationships, benefit-plan recommendations, open-enrollment planning, and employee education.

Maintain HR accountability for policy interpretation, employee relations, personnel records, leave and accommodation administration, and related employment compliance. Partner with the Payroll & Benefits Specialist on payroll and benefits administration, HRIS data and workflows, leave tracking, workforce reporting, audits, internal controls, and employee support.

Collaborate with the Director of Operations on cross-functional onboarding, systems, records, compliance, and organizational initiatives. DEIB, Culture, Compliance, and Improvement Lead organizational DEIB strategy and the DEIB Committee, connecting priorities and activities to broader organizational goals. Partner with employees and leaders to foster a values-driven, anti-racist, inclusive, respectful, and accessible organizational culture.

Maintain knowledge of applicable federal, Washington State, and local employment requirements and translate them into practical, equitable policies and procedures. Lead HR audits, reporting, policy review, records standards, regulatory responses, and corrective-action planning as needed. Use workforce data and employee feedback to evaluate recruiting, retention, turnover, engagement, compensation, compliance, and other HR priorities and to improve HR systems and employee experience.

Qualifications

QUALIFICATIONS

At least five years of progressively responsible HR generalist or leadership experience, including demonstrated success across multiple HR disciplines and advising organizational leaders. Demonstrated expertise in recruitment, compensation, benefits, employee relations, HRIS, leaves and accommodations, risk management, and employment compliance.

Experience leading organization-wide HR programs, process improvement, and organizational change. Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or an equivalent combination of education and relevant experience. Proficiency with Microsoft Office Suite and HRIS, applicant tracking, payroll, benefits, and talent-management systems – Paycom experience preferred.

KNOWLEDGE, SKILLS, AND ABILITIES Strong working knowledge of federal, Washington State, and local employment laws and practices, including EEO, ADA, FMLA, Washington Paid Family and Medical Leave, wage and hour requirements, and workplace safety obligations. Strong judgment, independent critical thinking, discretion, confidentiality, relational leadership, consultation, coaching, conflict-resolution, facilitation, and communication skills.

Demonstrated ability to balance strategic leadership with responsive and practical HR service delivery. Expertise in process improvement, change management, and use of metrics to guide decisions. Demonstrated commitment to equitable and inclusive employment practices and ability to manage multiple strategic and operational priorities with accountability.

PREFERRED Experience in a nonprofit, healthcare, early learning, education, therapy, or social service environment. Experience supporting an organization of approximately 100 or more employees and developing intern or early-career talent pipelines. PHR, SPHR, SHRM-CP, or SHRM-SCP certification. Bilingual and/or bicultural; English/Spanish preferred.

PHYSICAL DEMANDS Work is conducted primarily in an office environment, with frequent periods of sitting, computer use, phone or video communication, and interaction with employees, applicants, supervisors, vendors, and organizational partners. Reasonable accommodation may be made to enable a person with a disability to perform the essential functions of the position.

JOB DESCRIPTION NOTICE This job description describes the general nature and level of work performed in this position. It is not intended to be a comprehensive inventory of all duties, responsibilities, and qualifications.

Responsibilities

may be changed or assigned based on organizational needs. Encompass is an Equal Opportunity Employer. Qualified applicants receive consideration for employment without discrimination based on gender, marital status, race, color, religion, national origin, age, or the presence of a non-job-related medical condition or handicap.

The information in this job description has been designed to indicate the general nature and level of work performed by employees in this job. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications of employees in this job. Reasonable accommodation may be made to enable a person with a disability to perform the essential functions of the job.