Under direction of the Deputy Administrative Officer or designee, the Senior Human Resources Specialist performs professional, analytical, and technical duties in labor relations, employee relations, classification and compensation, performance evaluation program and full recruitment life cycle. Incumbent performs highly complex statistical and contract data analysis in support of labor negotiations; conducts independent research; participates in labor negotiations and contract administration; serves as the District’s management advocate in labor and employee relations matters; develops and maintains mutually trusting and collaborative labor and management relations; maintains the District’s classification and compensation system; maintains and deploys the District’s performance management system; and provides internal human resources consultation services to employees, division managers/directors, and District officials.
Work is characterized by professional-level, analytical Human Resources duties including, but are not limited to, the development, implementation, and administration of policies, programs, and procedures in the areas of labor negotiations and employee relations; classification and compensation; and communication with employees throughout the district and the public regarding a variety of labor relations and classification and compensation matters. While actual duties will vary from time to time, the senior specialist is responsible for performing work in any or all human resource areas as assigned.
Work is performed under limited supervision requiring independent judgment, discretion, and initiative. The supervisor sets the overall objectives and resources available. The incumbent and supervisor work together to develop the deadlines, projects, and work to be completed. The incumbent is responsible for the work, plans and carries out the assignment, resolves most conflicts that arise, coordinates work with others, and interprets policies on own initiative in terms of established objectives. The incumbent keeps the supervisor informed of progress, potentially controversial matters, or far-reaching implications. Work is reviewed in terms of feasibility, compatibility with other work, or effectiveness of results.
Examples of Work Performed
- Assists HR Specialist in responding to questions and concerns in accordance with SHD policy and guidelines. Responds to issues with a high degree of professionalism and discreteness and is able to determine when necessary to elevate these matters to the Deputy Administrative Officer.
- Provides assistance to employees and the general public in person or on the phone and refers to the appropriate staff member; explains services and provides information. Backs up HR Specialist in responding to employment verifications.
- Participates in all aspects of collective bargaining activities, including grievance resolution and mediation activities; provides research and analysis in support of negotiations; administers and interprets labor law and collective bargaining agreements; coordinates meetings for, and participates as a member of the District’s labor-management committee; and facilitates a positive and trusting working relationship between employees, labor groups and management.
- Administers and maintains the agency’s compensation plan; conducts or directs research and analysis of salary data and makes recommendations on wage and salary information; designs, conducts, or directs salary surveys and compensation studies and analyzes compensation data; recommends pay adjustments in accordance with agency policies and union agreements; provides information to other agencies and jurisdictions.
- Develop, analyze, and revise position descriptions through multiple methods (interviews, documentation, job analysis, and research); prepare analytical reports to support recommendations; and in assist in processing reclassification requests as needed. Ensure all district employees have a position description on file.
- Provide internal consulting services relating to employee relations and performance; conduct investigations, provide mediation and conflict resolution guidance/services.
- Provides assistance in analyzing collective bargaining agreements and interpretation of intent, spirit, and terms of contract to counsel management in development and application of District policies and procedures as needed.
- Administers the recruitment life cycle through the districts applicant tracking system to include; listing open positions on appropriate job sites, scoring and referring the list of top applicants to hiring manager, scheduling interview panels including virtual/in person conference room and set up, assembling interview panel materials, facilitating interviews and finishing up through the hiring of applicants. Maintains pro-active methods of revising and implementing innovative ways of updating the recruitment process.
- Meets with all exiting employees in person, provides exit survey, analyzes results and communicates with district leadership on trends.
- Administers the districts learning management system and ensuring all employees complete new employee training and annual trainings. Leads in the development of new trainings and maintaining content.
- Leads in the development, implementation, administration, and review of the District’s performance management system, including assessment of system updates, communications and training to divisions on performance management changes and creation of evaluation process tools. Ensures evaluations are occurring on a timely basis. Works with staff to correct deficiencies; identifies and resolves staff conflicts; implements correction actions, discipline, and termination procedures and negotiates and resolves sensitive and controversial personnel issues.
- In collaboration with the HR Specialist, coordinates, administers and/or leads the administration of federal and state regulations including the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), occupational safety (OSHA/WISHA), and the Family and Medical Leave Act (FMLA); serves as the agency’s ADA and EEOC Officer; and identifies compliance problem areas and recommends corrective actions and ensures staff is appropriately trained to ensure compliance with applicable laws, contracts, resolutions and regulations.
- Administers the District’s Commute Trip Reduction (CTR) program.
- Provides ergonomic requests and responds to accommodation requests. Assists HR Specialist with maintaining records regarding on-the-job accidental incidents in accordance with L&I and OSHA regulations.
- May present information to the Board of Health and other elected bodies or organizations as requested.
- Will provide backup to HR Specialist as needed.
- Performs other duties as assigned.
Skills for the position may be gained through education, certification, relevant job experience or a combination, such as:
Education: Bachelor’s Degree from an accredited institution in Human Resources, Business Administration, or a related field; and
Experience: Four (4) years of increasingly responsible human resources experience at a professional level with labor relations, recruitment, personnel classification, and compensation with a familiarity of personnel policy and procedures, HRIS and benefits administration.
Licenses, Certifications and Other Information:
- Master’s degree in Human Resources Management, or related field, preferred
- Human Resources certification including PHR, SPHR, SHRM-CP or SHRM-SCP, preferred
- A minimum of one year (1) of professional of labor relations experience, preferred
- Valid Washington State Driver’s license or ability to obtain one within 30 days of hire and a driving record which meets the requirements of Snohomish Health District’s insurance carrier
- Successful completion of a background check pursuant to RCW 43.43.830
The statements contained herein reflect general details as necessary to describe the principal functions of this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned including work in other functional areas to cover absences or relief, to equalize peak work periods, or otherwise to balance the workload
Snohomish Health District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
NOTE: This is a new role to the District in 2022 and is currently pending budget approval, estimating to be on December 14th, and approval date is subject to change. If approved in the 2022 budget, first review of applicants is expected to be December 15th, with interviews expected to take place on Monday December 20th. If you are a selected candidate, you will be sent an email invitation on December 15th or 16th inviting you for a virtual interview. If position is not approved, the District will send you an email message stating the position was not approved and position will be closed, all applicants will be notified via email address submitted in your application.