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As Sr. EEO Compliance Specialist, the incumbent provides guidance, consultative services, and technical oversight of complex facets of the EEO Compliance program to include complaints management, affirmative employment, reasonable accommodation, and EEO compliance training with independence and limited guidance from ODEI leadership. Requires knowledge of employment and human resources practices, counseling, analytical and technical skills typically acquired through bachelor’s degree or equivalent experience and a minimum of 5 years work experience in EEO, affirmative action, or civil rights policy and compliance and a minimum of 3 years demonstrated work experience in EEO, affirmative action, or civil rights, including development and implementation of EEO program objectives, affirmative employment initiatives, and the analysis, investigation or resolution of complaints. Duties to include, but are not limited to the following:     1. Advises, on a continuing basis, the Manager and Board management at all levels concerning employment policies, and practices relating to achieving objectives of the EEO and affirmative employment programs.     2. Conducts model agency program barrier analysis assessments and perform annual MD-715 self-assessment study, including data collection and diversity-related analytics to implement data-driven organization changes pursuant to the analysis. Accurately identifies specific barriers and effective solutions to eliminate barriers to enhance the employment opportunities of minorities, women and individuals with disabilities.     3. Co-develops multi-year EEO compliance reports to include but not limited to the Management Directive 715 Report, the Affirmative Action Plan for Persons with Disabilities, Annual No FEAR Report to Congress, the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (Form 462), and NO FEAR Act quarterly reports.     4. Provides advisory and consulting services to managers at all levels concerning equal employment opportunity and directly participates with key Board managers in setting EEO objectives.     5. Monitors the EEO activity within divisional components to identify issues that impact nondiscrimination policies and practices and make recommendations for corrective actions.     6. Functions as an EEO counselor. Resolve employee concerns and complaints through fact-finding and negotiation.     7. Administers the processing and disposition of formal complaints though the complaint lifecycle and in compliance with federal and Board regulatory requirements. Activities include but not limited to identifying and analyzing discrimination claims; preparing acceptance/dismissal decisions, framing legal claims; reviewing and analyzing Reports of Investigation to ensure accuracy and legal sufficiency requirements; researching case law, statutory law, regulations, and regulatory guidance to make final determinations and/or conclusions; and addressing management problems identified in the investigation by presenting recommendations for corrective action.     8. Monitors the activity at all stages of the complaints process and makes recommendations to the Manger regarding changes in program policies, practices or procedures that will improve the overall efficiency of the EEO complaint process.     9. Designs, develops and facilitates internal training, workshops, and briefings, including the development of training materials, brochures, and other technical assistance materials to advance understanding and awareness of EEO and employment equity issues, topics, and concepts. This role is in Washington DC and requires on-site presence through a hybrid schedule. The Office of Diversity, Equity, and Inclusion requires employees to be physically present in the office a minimum of 2 days per week.  This includes a core day on Wednesday. On occasion, Office of Diversity, Equity, and Inclusion employees may be expected to be physically present in the office more than 2 days per week, as required by business needs, but can work remotely the remaining days.

Position Description Title:                           Human Resources and Training Director Manager:                    COO Location:                    Warrenton, VA Job Classification:    Part Time or Full Time Exempt*    *(Open to discussions on classification of this position depending on qualifications and the final allocation of duties among HR staff as we re-structure our HR functions. We estimate this position will take at least 25 hours per week and, therefore, be part-time, but could be 30 or more hours per week and, therefore, full-time). Introduction The Piedmont Environmental Council (PEC) is a 501(c)(3) non-profit organization that has proudly promoted and protected the natural resources, rural economy, history and beauty of the Virginia Piedmont since 1972. PEC empowers residents to protect what makes the Piedmont a wonderful place, and works with citizens to conserve land, protect air and water quality, celebrate historic resources, build smart transportation networks. Description The Piedmont Environmental Council (PEC) is seeking to hire a Human Resources and Training Director to work in our headquarters office in Warrenton, VA. This individual will lead the HR Department on a day-to-day basis and report to the COO. PEC has approximately 50 full-time staff, one regular part-time staff, and periodic interns and seasonal staff working in Virginia, D.C. and Maryland. Areas of Responsibility Ensure compliance with all federal, state and local employment laws and regulations Oversee annual formal employee evaluation process Oversee and coordinate the annual benefit renewal and open enrollment processes and work with our benefits insurance broker to seek out competitive rates and programs Oversee the 403b retirement plan and required reporting Coordinate onboarding of all new staff and develop a training plan for each staff member to enhance their skills in their work field Train managers on management techniques, staff development and disciplinary techniques Oversee payroll processing, including the maintenance of timesheets, and review and approve bi-weekly payroll Participate in Management Team meetings Oversee the maintenance of all personnel files Oversee job application, interviewing and hiring processes Maintain the compensation schedule for all PEC positions and review and update as necessary based on the market and applicable salary and benefit surveys Assist in the development of all position descriptions and job classifications Maintaining accrued leave balances and adjusting year end leave carry overs Enforcing all PEC employment policies Acting as the investigator of any harassment or discrimination and whistleblower complaints and arbitrating among employees with conflicts Supervise one staff member, the Payroll & Benefits Supervisor Assist with the Employee Recognition Committee Working with PEC’s legal counsel and COO on any potential employment actions and policy updates Maintain the Employee Handbook Work with the COO and the Director of Finance in developing the annual budget Working with PEC’s independent auditors in relation to payroll and HR matters Qualifications Bachelor’s Degree in HR, Management or related field At least 10 years’ experience in the human resource field with at least 3 years of supervisory experience in HR in an organization of a similar size or larger to PEC Proven experience in establishing and maintaining comprehensive employee benefit programs Thorough knowledge of employee benefit plans and retirement plans Proven experience processing payroll and thorough knowledge of payroll laws and regulations across multiple governmental districts Proven experience allocating employee work hours to a large number of cost centers Experience in interviewing and hiring staff Experience in conflict resolution Commitment to diversity, equity, justice and inclusion in all hiring and employment practices Commitment to high ethical standards and integrity Excellent Excel skills and knowledge of Microsoft Office products Attention to detail and accuracy Ability to prioritize among competing demands Experience in a nonprofit setting preferred Compensation Salary range is based on establish weekly work hours. At 25 hours per week, the position would be considered part time with a salary range would be $47,000 to $59,500 per year with retirement benefits only At 30 hours per week, the position would be considered full time with a salary range of $56,250 to $71,250 per year with full benefits Benefits (full time only) PEC offers an outstanding and robust benefits package including: Two health plans (89.75% employer paid premium for employee only on high-deductible plan, 85% employer paid for added dependents on high-deductible plan) Dental and Vision insurance plans Short & Long Term Disability* Group Term Life* Accident, Critical Illness & Hospital Indemnity insurances* HSA account (with employer match up to $750 per year) FSA accounts (health & dependent) 403(b) pension plan with employer contribution after 1 year of service with 100% vesting from day one 12 paid holidays PTO leave - 24 days per year, accrued each pay period 1 day per year of paid leave to volunteer at another non-profit or charitable cause Salary Continuation Leave for employee or family illness (including maternity and paternity) - from 2 to 8 weeks fully paid leave eligibility every 24 months, depending on length of service Paid Bereavement, Jury Duty and Military Service Training leave Cell Phone Reimbursement up to $75 per month Travel Expense Reimbursement Hybrid work environment and Flexible Work Schedules Professional Development support Payment for relevant licenses & professional membership fees. *Indicates that this insurance premium is 100% paid by PEC for employee’s coverage. Application Process To apply, please email your resume and cover letter to apply@pecva.org . Resume reviews begin immediately. The Piedmont Environmental Council is proud to be an equal opportunity employer. We recruit, employ, train compensate, and promote regardless of race, religion, creed, national origin, ancestry, sex (including pregnancy), sexual orientation, gender identity (including gender nonconformity and status as a transgender individual), age, physical or mental disability, citizenship, genetic information, past, current, or prospective service in the uniformed services, or any other characteristic protected under applicable federal, state, or local law. We recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job, therefore our job descriptions are guidelines, not hard and fast rules.  Your experience, which may include paid and unpaid experience, including volunteer work, helps build the competencies and knowledge of our organization. Diversity of experience and skills, combined with passion, is key to our organizational identity. If selected for this position, a background check will be conducted upon your acceptance. Reasonable ADA accommodations will be made upon request.

Job Summary The Senior EEO Associate will coordinate the day-to-day operations of a team of EEO Associates and a case manager. They will provide direct day-to-day support, oversight, and coordination of the investigative caseload and workflows to ensure timely responses, in addition to their own investigative work. Duties & Responsibilities Oversight/Ensuring Compliance Oversee and lead a team of EEO investigators and a case manager in the EEO division of the Office for Access and Equity Ensure investigations of reports and complaints of sexual misconduct and discrimination are independently reviewed to be adequate, reliable, timely, consistent, confidential and impartial. Ensure initial assessment of complaints and final closure of case files is completed in accordance with division procedures Oversee claims filed with external civil rights enforcement agencies which involve allegations of discrimination on the basis of all applicable Federal and State Civil Rights laws in the area of employment, education and public accommodations on the Urbana-Champaign campus Oversee the preparation of position statements and verified responses and provide support to the EEO Associates during fact-finding proceedings before external agencies that enforce Federal and State laws Oversee the informal process of the sexual misconduct and non-discrimination procedures Ensure ongoing compliance by collecting and analyzing data, writing comprehensive reports for administration and ensuring complete records of investigations Stay abreast of Federal and State laws and regulations concerning equal employment opportunity and university employment policies and procedures for all faculty, staff and academic professional employees Provide advice and guidance to faculty and staff on issues of discrimination and harassment Investigative Work Conduct independent and neutral investigations, as case volume dictates, in response to discrimination and harassment claims filed with the University. This responsibility entails: interviewing relevant parties; gathering, compiling, and analyzing relevant documents and information; assessing witness credibility; reaching sound legal and policy conclusions; presenting case information through effective oral and written communication; delivering timely written reports; appearing before an appeal panel and responding to questions; and working with campus units, human resources representatives, and legal counsel to identify appropriate remediation where appropriate and necessary. Serve as a principal investigator for matters involving University Laboratory High School and University Primary School Facilitate live Title IX hearings, including but not limited to serving in the role of decision maker. This responsibility includes responding to objections, making determinations surrounding relevance of evidence and testimony, maintaining decorum, and issuing the written determination result of the hearing. Committees/Trainings/Outreach/Data Analysis Conduct trainings and workshops around EEO topics Maintain collaborative relationships between Illinois campus and external entities addressing issues on equal opportunity Serves on various committees as required Coordinates response to FOIA requests, government agencies’ data requests, and subpoenas Other duties as assigned Minimum Qualifications Education: Juris Doctor degreeExperience: Demonstrated ability to apply complex policies and procedures in the investigation of civil rights complaints Relevant professional experience and demonstrated success in handling conflicts in human relationships Demonstrated ability to conduct timely and thorough investigations while maintaining a complete case file Experience participating in administrative hearings, civil litigation, or criminal litigation Preferred Qualifications Experience: Familiarity with applying the EEO division’s policies and procedures Prior experience working in higher education with faculty, staff and students Supervisory experience Specialty Factors Training, Licenses or Certifications Preferred: Title IX investigator and/or decisionmaker training Knowledge, Skills and Abilities   Skill in monitoring the preparation of comprehensive investigative reports and interpreting and applying policies and procedures Ability to organize and conduct effective investigations, prepare concise and cogent written analyses of complaints and mediate and resolve conflicts when appropriate. • Strong organizational, planning, analytical and problem-solving skills Ability to work independently and with sound judgment Ability to make fair, consistent and evidence-based decisions Ability to design, develop, and present effective training and educational programs to a variety of audiences on EEO topics Ability to work with colleges and academic units across campus Sense of urgency in approaching responsibilities Demonstrated ability to manage high volume and time-sensitive workload and to meet demanding deadlines Demonstrated ability to communicate effectively both verbally and in writing Excellent interpersonal skills and ability to work in a collaborative and diverse environment Strong commitment to diversity, affirmative action and equal employment opportunity Demonstrated knowledge of and ability to interpret and apply federal, state, and local laws and regulations related to equal employment, affirmative action, and individuals’ civil rights, employment, affirmative action and individuals’ civil rights Awareness of the necessity to maintain confidential and neutrality Appointment Information This is a 100% full-time Academic Professional position, appointed on a 12-month basis. The expected start date is as soon as possible after 12/16/2022. Salary is commensurate with experience. Application Procedures & Deadline Information Applications must be received by 6:00 pm (CST) on November 11, 2022. Apply for this position using the Apply Now button at the top or bottom of this posting. Applications not submitted through   https://jobs.illinois.edu   will not be considered. For further information about this specific position, please contact Adam VanDuyne at vanduyne@illinois.edu. For questions regarding the application process, please contact 217-333-2137. The University of Illinois System is an equal opportunity employer, including but not limited to disability and/or veteran status, and complies with all applicable state and federal employment mandates. Please visit   Required Employment Notices and Posters   to view our non-discrimination statement and find additional information about required background checks, sexual harassment/misconduct disclosures, COVID-19 vaccination requirement, and employment eligibility review through   E-Verify . Applicants with disabilities are encouraged to apply and may request a reasonable accommodation under the Americans with Disabilities Act (2008) to complete the application and/or interview process. Requests may be submitted through the reasonable accommodations   portal , or by contacting the Accessibility & Accommodations Division of the Office for Access and Equity at 217-333-0885, or by emailing   accessibility@illinois.edu .

Who We Are: It all starts with purpose. We are a purpose-driven nonprofit with a dynamic staff culture. With a meaningful purpose, motivated staff, and excellent benefits, working here will definitely have you smiling! The ADA’s headquarters is located just steps from Chicago’s Magnificent Mile and close to public transportation. With more than 400 colleagues, the ADA Staff are some of the most talented people in the Chicago, Washington D.C., and Maryland area. We were named a   Top Workplace by the Chicago Tribune   in 2019 and 2021!  Come join our team! Job Description:  The Human Resources Generalist is a key role and a member of the HR Team. This position reports to the Chief Human Resources Officer and provides broad spectrum support for various functional areas across the HR Team. This includes but not limited to Talent Management, Total Rewards, Talent Acquisition. This position is responsible for employment compliance guideline models in various HR areas, conducting data collection and compiling results leading to decision-making. They will review current work flows, and work on special projects as assigned. This position also provides innovative solutions, and handles confidential information. This candidate will be willing to embrace the new and bring an energetic self-motivated energy. Must Have: Bachelor's degree, preferably in Human Resources.  A minimum of 3 years experience working in a HR office environment. Exposure to a variety of HR disciplines. Previous experience with Ultipro, HRIS or other HRIS systems. Must have excellent oral and written communications, analytical, creative, innovative, multi-tasking, teamworking, problem-solving, interpersonal and organizational skills. Must have knowledge of human resources principles and basic understanding of employment laws. Must have the ability to deal effectively with ambiguity and exercise independent judgement and discretion on important matters. Ability to work in a fast-paced environment; and generate multifaceted problem solving and ideas. Must be attentive to detail and reason quickly providing solutions over a cross-section of HR functional areas. Must have excellent oral and written communications, analytical, creative, innovative, multi-tasking, teamworking, problem-solving, interpersonal and organizational skills. Familiarity handling confidential information. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).  Nice to Have: Knowledge and experience using Agile/Kanban principles. Experience with Ultipro HRIS System. Professional human resource certification such as SHRM-CP, SHRM-SCP.  Just a few of the benefits offered to employees: Promotes Work/Life Balance Hybrid Work Schedule (2-3 days from home) Health insurance/ dental reimbursement plan Ample Paid time off 401(k)  Pension Flexible Spending Account Life insurance Tuition reimbursement Paid Parental Leave Pet Insurance Student Loan Refinance 2 days off to work at a charity event of your choice The American Dental Association is proud to be an Equal Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. The American Dental Association is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at recruiting@ada.org . Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Benefits Lead, Managed Organizations (Chicago, IL | Durham, NC | Washington, DC)                                                              Essential Responsibilities Serve as an escalation point for client service issues, communicating quickly, effectively and efficiently.  Includes maintaining a strong working knowledge of relevant benefit plans and laws. Oversee open enrollment(s) among client organizations, and associated benefits renewal processes Analyze existing benefits policies and prevailing practices to determine appropriate benefits programs and policies Oversee benefits vendor relationships, liaising with vendor POC’s and advocating for staff as necessary Manage the annual benefits calendar and associated annual and ad hoc projects, including overseeing project plans, stakeholders, and timelines Support benefits billing processes, including benefits review and approval, and liaising between vendors and finance teams to ensure timely processing, payment, and issue resolution Ensure timely filing of all mandatory benefits reporting Lead retirement plan management calendar, including leading annual audits, filings and supporting committee meetings Oversee content development associated with benefits resources, intranet and proactive communication efforts. Identify, champion and develop new resources as needs arise Manage benefits training initiatives and annual communications.  Provide ad hoc individual and project-specific support as needed (including custom training sessions) Support in the management of parental and disability leave programs, particularly as it relates to payroll impacts Support experimental benefits management services or prototype models as needed Manage compliance related to benefits policies, including monitoring for and staying ahead of emerging laws and trends Help to maintain employee electronic files in compliance with policies and legal requirements. Maintains employee confidence and protects confidentiality of personnel data To Be Successful in This Role, You’ll Need: Minimum 5 years of professional experience, including leading strategic initiatives, staff management, and engagement with executives. Bachelor’s degree or equivalent; preference for a Master’s in HR, HR certification, or equivalent Experience with client management Experience negotiating and managing employee benefits programs, including managing and navigating benefits software Possess a command of Business Intelligence and other reporting systems as it relates to the extraction, manipulation, and analysis of benefits-related data Experience managing a variety of vendor relationships. Strong organizational and project management skills. Excellent attention to detail and accuracy. Business development experience a plus. Ability to balance strict compliance with business need and maintain focus on strategic priorities and discretion in a multi-stakeholder environment. Ability to instantly instill confidence and establish a trusted partner relationship with executives. Exceptional interpersonal skills, both written and verbal, with a strong customer service mentality and high degree of integrity, accountability, and emotional intelligence Ability to manage a high volume of tasks with shifting priorities and deadlines Superior analytic and problem-solving skills with a thoughtful approach to addressing challenges Experience in a progressive, mission-driven, and entrepreneurial environment Optimism and adaptability Experience in a PEO or equivalent a plus  Our Core Competencies: Ability to provide excellent service to clients, including being able to diagnose and anticipate difficult service challenges, provide proactive and effective client-centered solutions, pass along service lessons to teammates, and demonstrate a strong understanding of the client’s perspective.  The ability to effectively manage projects, proactively problem solve, and ensure quality control   A high level of emotional intelligence and the ability to use that intelligence to appropriately adapt to stakeholders’ needs  The ability to effectively help communicate complex and nuanced messages to a variety of audiences, including adapting style, tone and content to meet various needs.   The ability to work cooperatively and inclusively with others to achieve shared goals, including supporting efforts that promote a safe and welcoming culture, providing timely and constructive feedback, and highlighting and sharing significant and new knowledge across the team  The ability to use available resources and feedback to continually develop mastery in your role and facilitate team learning, including a willingness to request feedback and incorporate it to improve individual performance and to seek out and participate in career-relevant learning activities   The ability to take ownership and be creative and solutions-oriented when encountering challenges that don’t have obvious answers, including the ability to solve challenges independently  The ability to integrate DEI into work processes and demonstrate understanding of how oppression, privilege, and power present in interactions and work  About Arabella Advisors Arabella Advisors helps foundations, philanthropists and investors who are serious about impact achieve the greatest good with their resources. We work on issues ranging from the social and economic advancement of women and girls, and conservation of our climate and planet, to reducing poverty and inequity in the United States and around the world. Our staff members are mission-driven and action-oriented, and have a unique combination of experience in philanthropy, business, nonprofits, government, finance, law, and other fields. We combine creative, strategic thinking with knowledge and networks developed through decades of hands-on experience. The fastest-growing philanthropic advisory firm in the nation, Arabella is also a certified B Corporation.   About Arabella’s Managed Organizations Team Arabella Advisors provides operations and management support to multiple nonprofit organizations, including the  New Venture Fund , the  Windward Fund , and the  Hopewell Fund —all 501(c)(3) public charities—and the Sixteen Thirty Fund, a 501(c)(4). These managed organizations house new and innovative public interest projects and nonprofits, as well as coordinate collaborative initiatives between donors and administer grants programs. This type of structure is commonly referred to as fiscal sponsorship, and candidates are highly encouraged to research fiscal sponsorship prior to a first interview. The managed organizations provide support to a diverse range of projects, including many focused on conservation, global health and civic engagement.  Our Commitment to Diversity, Equity, and Inclusion (DEI) Advancing DEI within our firm and in our work with partners is critical to our mission. To be effective partners to philanthropists, nonprofits, and communities impacted by philanthropic dollars, we need to have a highly diverse staff, a workplace where individuals are encouraged to retain their uniqueness and can feel a sense of belonging, and a nuanced understanding of the racial, ethnic, gender identity, sexual orientation, disability status, and other disparities that undergird the issues we engage in and the interactions we have with one another. For us, equity means that our staff members, our clients, and the people they serve can experience the same level of success, no matter their starting place. We expect all our employees to share this commitment, and always seek ways to improve how well we live these values. Click  here  to learn more about DEI at Arabella and read our official DEI statement.  Total Rewards (compensation and benefits) This is a full-time position. We offer a competitive and holistic total rewards package that includes salary, bonus, and benefits. Our base salaries are based on a blend of similar sized organizations from different sectors, including nonprofits, foundations, and professional service firms. They are also based on local market rates and differentiated by geography. All full-time staff are eligible for our generous benefits package on their first day of employment: Health insurance- On average Arabella pays 86% of the medical premium, 80% of the dental premium, and 100% of the vision premium Paid time off- 16days’ vacation, 10 personal days, 11 company holidays (7 federal and 4 more from a list of inclusive cultural and religious holidays and your birthday), 20 hours’ volunteer leave, 8 weeks’ parental leave 401(k) retirement plan- We offer a 4% employer match on a dollar-per-dollar basis, and there is no waiting or vesting period; all funds contributed by you and Arabella are yours to keep on day 1 Reimbursements for your personal cell phone plan and fitness Pre-tax withholding for transportation and parking Bonus incentive opportunities Access to professional development opportunities Working with Us While this position must be based in  Chicago, Durham, or Washington, D.C.,   Please note that all Arabella Advisors’ offices have reopened, and we work in a hybrid environment. We reopened our offices in Summer of 2022 and work with a hybrid workplace strategy to ensure continued flexibility for our staff, while deepening our strong culture rooted in collaboration and in-person interactions between colleagues. We expect that after their initial onboarding, all Arabellans will have the choice of two hybrid schedules. Our hybrid schedule options include Flex, with 1-2 days per week in the office, or Office-based, with 3+ days per week in the office. We will make reasonable accommodations under the guidelines of the Americans with Disabilities Act.  To center the safety and well-being of its employees, Arabella Advisors requires that any employee who is required to conduct in-person activities for their job must be fully vaccinated against COVID-19 within four weeks of their start date. This position may require candidates to be fully vaccinated against COVID-19. Accommodations may be sought and approved in accordance with the law. We are committed to having a passion-driven, inclusive, transparent, collaborative, healthy, and fun culture. We invite you to visit our careers  page  to learn more.  How to Apply Submit a resume and a one-page cover letter online. The cover letter should address why you’re excited to work at Arabella and why you’re qualified for this specific job.  Arabella Advisors is an Equal Opportunity Employer committed to racial equity. If we can make the application process easier through accommodation in the recruitment process, please let us know. We encourage you to read (or listen to)  our DEI statement  prior to applying.  We make a particular effort to recruit people of color and members of marginalized groups to apply for open positions. Once you have applied, we welcome your feedback on how you have experienced our values around DEI in the recruitment process.  While Arabella is open to individuals from various locations applying to join our team, please note that we generally are unable to pay for relocation expenses, and all applicants must already be legally eligible to work in the United States at the time of application to be considered for this position. We will review applications as they are received and look forward to hearing from you.

Career Opportunity: Director of People and Organizational Culture Location AZ, UT, CO, or NM with preference for proximity to Flagstaff, AZ. Ability to travel at least once a month to Flagstaff. Do you have interest in approaching organizational culture from a place of creativity and curiosity? Do you have lived experience navigating and supporting communities of diverse cultural backgrounds and varied identities? A passion for exploring and integrating tools such as a restorative approach to conflict management, and a justice, equity, diversity, and inclusion (JEDI) lens in each aspect of HR?   The Grand Canyon Trust is hiring a Director of People and Organizational Culture whose work uses an approach based in equity, relationship building, conflict transformation/management, multiculturalism, and innovative change management practices to strengthen the collective vision for the Grand Canyon Trust. This person balances HR best practices with people based work, and justice, equity, diversity, and inclusion. This position is a vital part of the heart of the organization and its future. The Grand Canyon Trust has 45+ employees and a budget of $5.8M.   We value all types of experience including but not limited to: traditional knowledge, volunteer work, relationships built, school or coursework, community organizing, professional experience, transferable skills, and other related qualifications and skills.   No candidate will meet every requirement. If you're excited about the position and think you may be a good candidate, we encourage you to apply.   Desired Qualifications   Lived experience with and/or connections to communities who experience inequity. A familiarity with the lands and peoples of the Colorado Plateau. Previous work and/or lived experience based in Native communities preferred. A commitment to following the priorities and addressing the needs of Native and multicultural staff. Experience with HR or similar positions (i.e. org development, leadership coaching, supervising employees, conflict resolution, etc.) and knowledge of state and federal compliance. Experience with conflict transformation/management and willingness to learn mediation and restorative justice practices. Ability to center equity and care for others in all aspects of work and a commitment to justice, equity, diversity, and inclusion and the ability to integrate your commitment into your work. Ability to build trusting, reciprocal relationships; collaborate across multiple perspectives and power dynamics; and provide guidance and coaching to staff on matters such as org culture, leadership development, conflict management, and supervising others.   The nitty gritty   Flexibility and paid time off Flexible scheduling + work from home up to two days per week (For candidates located in Flagstaff; Position location: AZ, UT, CO, or NM with preference for proximity to Flagstaff, AZ. Ability to travel at least once a month to Flagstaff. 12 paid holidays Two weeks paid vacation in year one (three weeks in year two) and two weeks paid sick leave 12-14 weeks of paid parental leave   Benefits 100 percent employer-paid employee medical and dental insurance (50 percent employer-paid for qualified dependent premiums) Four percent automatic employer contribution to 401K retirement plan plus up to two percent match Employer-paid long-term disability insurance Professional development opportunities Paid community service time, sabbatical leave, and more     Compensation $65,000-$98,000 annual salary, commensurate with experience and qualifications.   COVID-19 precautions COVID vaccination is required for this position. If you are in need of a reasonable accommodation, contact careers@grandcanyontrust.org   What does this position entail? Leadership and Strategy (Approximately 15%) Creates and manages HR programs that support a positive, inclusive, and collaborative workplace. Builds and maintains trusting relationships with employees and applicants. Partners with the JEDI Manager and serves on the JEDI Committee to ensure all HR initiatives are in line with JEDI values, principles, and initiatives. Serves on the Organizational Support (OS) Team to lead organizational strategies as part of a cross-functional team.   Organizational Culture and Employee Experience (Approximately 30%) Works with the Executive Director to develop and administer equitable, transparent, and competitive pay, benefits, and flexibility programs. Supports a growing culture of feedback within the organization by implementing ongoing communication loops, including employee surveys, focus groups, and other feedback opportunities. Guides organizational design, career development, leadership development, staffing/workforce planning, and succession planning in concert with JEDI principals. Establishes, tracks, and reports on key people metrics, including turnover, retention, employee satisfaction, and pay equity to make improvements to workplace culture. Implements a strategy and plan for inclusive, meaningful employee recognition and retention programs. Serves as a member of the Mediation Team and provides leadership in navigating and resolving internal organizational conflict(s). Identifies conflict trends considering power dynamics related to identity and positional authority to support organizational change. Provides coaching and leadership through a wide variety of employee relations issues, ensuring objectivity and confidentiality. Meets regularly with employees and supervisors to provide guidance and coaching on org culture matters. Listens to employees, acts on feedback, and communicates results.   Recruitment and Retention (Approximately 25%) Manages organizational recruitment and retention strategies and programs in alignment with JEDI. Identifies staffing needs, creates job descriptions, recruitment plans, job advertisements, and facilitates the overall recruitment and hiring processes, Implements employee onboarding, orientation and new hire paperwork, and benefits education. Facilitates offboarding and exit interviews, identifying trends to shape organizational culture.   Policies, Procedures, and Operations (Approximately 15%) Develops policies and procedures and leads the annual employee handbook review and update. Upholds compliance with state, federal, and local regulations and in concert with JEDI. Administers medical leaves of absence and accommodations, ensuring confidentiality. Manages various HR-related administrative processes, including employee status changes and managing personnel files. Directs safety programming, workers’ compensation claims management, unemployment claims management, and other compliance tasks.   Learning, Professional Development, and Performance (Approximately 10%) Develops and implements organization-wide training and coaching programs for Trust employee’s professional growth and career development. Implements performance management strategy, including administering performance reviews, peer-to-peer feedback, mediation, coaching, and corrective action as needed.   Additional/Other (5%) Stays up to date on HR trends, organizational culture practices, and compliance/regulatory issues that impact the Trust. Attends staff retreats and events.   How do I apply?   Please send your resume and cover letter to careers@grandcanyontrust.org . In your cover letter, please answer the following questions (this is optional, as we recognize applying for a position requires a large time and energy commitment on your part. If you choose to include the answers to the questions in your cover letter, it will help the hiring committee to get to know you better on key aspects related to the position, including lived experience*. )   Describe a time when you had to mediate a conflict, lead a restorative process, or facilitate a conversation with a team, co-worker, or group across differences (race, social identity, positional-authority, etc). How did you maintain the parties’ confidence and trust in the process and in you? How did you navigate the power dynamics present?   Please describe your experience working with multicultural communities, including any lived experience* that relates to the position. How did you prioritize the needs and interests of people from varying backgrounds?     Initial Review of Applications :  September 19, 2022                                                         Applications will be reviewed on a rolling basis Anticipated start date:              November/December 2022

Description Unite America seeks a Vice President, People & Operations .   This senior executive role is a unique and timely opportunity to join a leading national, nonpartisan democracy reform organization and 25-person team that is poised to make a scalable, sustainable, and significant impact on the U.S. electoral system. The role will be primarily responsible for acquiring, developing, and retaining top talent to advance the organization’s mission, cultivating a high performing team culture and effective organizational practices that prioritize our shared values, and overseeing all operations functions, including legal and finance. The Vice President, People & Operations reports to the Executive Director and currently manages a team of three full-time staff as well as multiple contractors and vendors. OUR ORGANIZATION Unite America is a coalition of Democrats, Republicans, and independents that aims to foster a representative and functional government committed to solving the nation’s major challenges. We invest in candidates, campaigns, and organizations to advance nonpartisan electoral reforms that improve governing incentives and put voters first. Founded in 2014, Unite America and its 25-person team has grown to be a leader in the democracy reform movement — supporting, coordinating and executing to advance policy and elect pro-reform candidates. The Unite America Fund launched in 2019 and has since mobilized tens of millions of dollars from dozens of philanthropists to reform campaigns and candidates across the country. Over the last three years, the Unite America Fund has been the driving force behind passing and implementing Ranked Choice Voting (RCV) in New York City, the largest expansion of RCV in history; defeating the most extremist member of Congress in their primary election in 2020; adopting a first of it's kind final-four voting system in Alaska to address the “ primary problem ;” winning an anti-gerrymandering campaign in Virginia; and electing state lawmakers across the country who have formed cross-partisan legislative caucuses already advancing groundbreaking electoral reforms. We are focused on dramatically scaling our impact in the years to come. At Unite America, we are working to build a more representative and functional government that puts voters first and reflects the diversity of our country. We believe in an inclusive democracy where leaders embrace problem solving over fueling divisiveness. Likewise, organizationally, we have a vision of building a team that reflects diverse identities, experiences and perspectives; a culture of working across differences toward common goals; and a workplace where everyone feels included, respected and heard. To that end, Unite America is proud to have made diversifying our team, ensuring more equitable opportunity, and fostering a culture of belonging a priority. Our organizational values reinforce this commitment as we work to model the leadership we seek, solve problems together, and take care of one another, to name a few. THE ROLE This is a senior executive position at Unite America. The role has high accountability, will report directly to the Executive Director, and will serve as an integral member of the executive team helping to drive the mission, values, and performance of the organization. This is an opportunity for a hardworking and mission-driven individual to work alongside a talented team of political reformers. The position is based in Denver, Colorado (though remote opportunities exist for exceptional candidates) and is a full-time role with full benefits. RESPONSIBILITIES Serve as a strategic partner to the Executive Director and the rest of the executive team to develop, communicate, and execute a holistic people strategy. Support Unite America’s mission through talent acquisition, development, and management, including implementing long-range strategic talent management objectives. Design and implement learning and professional development programs and staff retreats to engage, motivate, and empower employees – unlocking their potential and helping them grow in their careers. Support and develop managers, equipping them with standardized frameworks (e.g.   The Five Dysfunctions of a Team ) and utilizing best practices in leadership excellence. Identify key performance indicators for the organization's human resource and talent management functions; assess the organization's success and market competitiveness based on these metrics. Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs. Identify and implement new Human Resource processes, technologies, and systems to improve and streamline organizational processes and use of staff time and financial resources. Collaborate with departmental and executive leadership to draft and implement the organization's staffing and operations budgets. Ensure that departmental decisions and project plans such as those for staffing, professional development, organizational structure, hardware acquisitions, and facilities are in line with the organization’s objectives and long-term strategy. Promote Diversity, Equity, Inclusion, and Belonging (DEIB) practices throughout the employee lifecycle, ensuring awareness and appreciation of underrepresented perspectives and training on equitable processes. Manage three full-time staff as well as multiple contractors and vendors responsible for finance and accounting, legal and compliance, information technology, facilities management, and various other operationally-related accountabilities. Ensure compliance with employment, benefits, insurance, safety, and other applicable federal, state, and local laws, regulations, and requirements; maintain knowledge of best practices in employment law; consult with Unite America’s legal counsel when needed. Think one step ahead in regards to legal liability, risk management, threats to the organization, etc. Requirements WHO WE’RE LOOKING FOR You are a highly agile team player with the ability to effectively lead a critical department and expansive functional area at Unite America, while independently overseeing a broad range of accountabilities in support of the entire organization. You are highly organized, communicative, and poised, especially in a fast-paced, often remote, and demanding environment. You value authenticity and humility, and you embody the axiom that   culture eats strategy for breakfast . You excel working in a mission-driven, nonpartisan organization alongside Democrats, Republicans, and independents. REQUIRED QUALIFICATIONS You possess a strong desire to fix a broken political system and passion for our cause. You have 12+ years of relevant work experience (e.g. Human Resources, operations, talent management, recruiting, etc.) and 6+ years of direct supervision experience. You enjoy coaching, mentoring, and developing people; helping your colleagues become the best version of themselves matters to you. You possess exceptional interpersonal and conflict resolution skills, and, when necessary, you’re willing to have hard conversations with subordinates, peers, and superiors alike. You are a clear, concise, and effective communicator when writing to and speaking with colleagues and external stakeholders. You possess a working knowledge of applicant tracking and HRIS systems, as well as best practices in interview techniques and applicant screening. You have an all hands on deck, team-first mentality and believe no task is beneath you; you are a true servant leader. You have an exceptionally high standard of professionalism and personal integrity. You have experience developing a strong program of professional development for staff. You have experience using best practices in assessing job performance. You are familiar with employment laws and regulations (or are willing to learn fast), especially in Colorado. PREFERRED QUALIFICATIONS You are familiar with the landscape of organizations, parties, and interest groups in the U.S. political system. You have helped to grow and then lead or help manage a team or organization of 20-40+ employees. You have experience managing both in-person and remote teams. You are proficient using LinkedIn Recruiter. Benefits THE PERKS Competitive Compensation (est. $150k - $180k) 401(k) Plan (with up to a 3% employer contribution match) Health Care Plan (medical, dental, and vision) Unlimited Paid Time Off (vacation, sick days, and public holidays) Family Leave (maternity, paternity, and adoption) Training & Professional Development Wellness Resources Expense Reimbursements (up to $100 per month for daily transit, parking, and/or home office expenses) Two days a week of remote/flex work permitted Opportunity to join an inclusive, vibrant, and diverse team Ability to live and work in one of the best large cities in America (Denver, CO)

Essential Duties and Responsibilities include the following:  Other duties may be assigned. Administers various employee benefits programs, such as group health, flexible spending accounts, dental and vision, company provided benefits, supplemental benefits, 401(k), and wellness benefits. Conduct new-hire benefits orientation and explain benefits self-enrollment system. Assures employees’ benefit questions and issues are addressed in a timely and accurate manner. Enter employee information into various vendor databases and updates as necessary. Audit invoices for accuracy and submit for payment. Lead and organize the annual open enrollment process, including communications, set up and changes in the HRIS. Administer and oversee the FMLA and ADA process and ensure regulatory compliance. Compile data for 401k census, internal and external audits and responds to auditor requests. Lead and organize 401k open enrollments twice a year. Enter 401k changes and new hire 401k enrollments into the payroll system. Set up and maintain all employee files Complete and submit Workers Compensation Claims and respond to requests for additional information; including non-employee accident reports that occur on company premises. Provide ongoing benefit communications and materials. Administer quarterly random drug testing. Communicate monthly birthdays and anniversaries and requests for retirement gift checks according to policy and procedures. Back-up other HR team members as needed.

HR Supervisor Collaborate with Innovative 3Mers Around the World Choosing where to start and grow your career has a major impact on your professional and personal life, so it’s equally important you know that the company that you choose to work at, and its leaders, will support and guide you. With a diversity of people, global locations, technologies and products, 3M is a place where you can collaborate with 96,000 other curious, creative 3Mers. “At 3M, thanks to our culture where people feel like they belong, can grow and are appreciated, we are more than the sum of our parts. Our different perspectives and experiences help us solve some of the world’s toughest challenges together.” – Zoe Dickson, executive vice president and chief Human Resources officer at 3M This position provides an opportunity to transition from other private, public, government or military environments to a 3M career. The Impact You’ll Make in this Role As a Human Resources Supervisor for the Traffic Safety and Security Division located in Brownwood, Texas, you will have the opportunity to tap into your curiosity and collaborate with some of the most innovative and diverse people around the world. Here, you will make an impact by: Apply HR knowledge to fast-paced organizational and human resource requirements Partner with Talent Acquisition to develop and implement effective strategies that will bring community awareness and interest of businesses and opportunities resulting in strong talent pools of qualified candidates.  This includes appropriate job descriptions, job grades, compensation, incentives & rewards and recognition programs Lead HR projects that assist in the understanding and development of a culture supportive of business strategy Provide consultation and training for supervisors/managers and or employees on HR systems, tools, processes, compliance, policies, etc. Interact with all HR entities to deliver seamless HR support to include but not limited to Employee Relations, Employee Assistance, Total Compensation Resources (Payroll, Benefits, Mobility, etc.), Leadership Development, Talent Acquisition, etc. Participate in support of all HR initiatives Interact with all levels of the organization Provide general HR support (including travel for occasional on-site support) for the 3M facility in Angleton, TX Your Skills and Expertise  To set you up for success in this role from day one, 3M requires (at a minimum) the following qualifications: Bachelor’s degree or higher (completed and verified prior to start) from an accredited institution Three (3) years of experience in human resources in a private, public, government , or military environment Additional qualifications that could help you succeed even further in this role include: Master’s degree or higher in Business or Human Resources discipline from an accredited institution Five (5) or more years of Human Resources experience in a private, public, government, or military environment One (1) or more years of Human Resource supervisory experience Ability to parlay industry knowledge into competitive HR strategies Understanding of recruiting practices, methodologies and tools Location: Brownwood, Texas Travel: May include up to 5% domestic Relocation: May be authorized               Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1B status). Supporting Your Well-being   3M offers many programs to help you live your best life – both physically and financially. To ensure competitive pay and benefits, 3M regularly benchmarks with other companies that are comparable in size and scope.     Resources for You   For more details on what happens before, during and after the interview process, check out the Insights for Candidates page at 3M.com/careers.   Learn more about 3M’s creative solutions to the world’s problems at www.3M.com or on Twitter @3M. Responsibilities of this position include that corporate policies, procedures and security standards are complied with while performing assigned duties. Our approach to flexibility is called Work Your Way, which puts employees first and drives well-being in ways that enable 3M’s business and performance goals. You have flexibility in where and when work gets done. It all depends on where and when you can do your best work. Pay & Benefits Overview: https://www.3m.com/3M/en_US/careers-us/working-at-3m/benefits/ 3M is an equal opportunity employer.  3M  will not discriminate against any applicant for employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status. Please note: your application may not be considered if you do not provide your education and work history, either by: 1) uploading a resume, or 2) entering the information into the application fields directly. 3M Global Terms of Use and Privacy Statement Carefully read these Terms of Use before using this website. Your access to and use of this website and application for a job at 3M are conditioned on your acceptance and compliance with these terms. Please access the linked document by clicking here , select the country where you are applying for employment, and review. Before submitting your application you will be asked to confirm your agreement with the terms.

Oregon Youth Authority (OYA) is looking to hire an Administrative Support to assist the Facilities Manager and Maintenance and Operations Supervisors in the ongoing operation of OYA's Physical Plant Operations (PPO) department. You will perform administrative support, research, analysis and evaluation in support of the PPO program. Your role: Establishes, monitors, documents and otherwise maintains controls necessary in carrying out lawful program activities. Assist in the research, analysis and/or evaluation in support of specialized program activities. Drafts a variety of correspondence, reports or other documents. T akes minutes at meetings. Organizes and maintains filing systems. Makes travel arrangements. Assists in preparation of Capital Projects Advisory Board reports, Legislative Session reports and drafting interagency agreements. Assists in developing and implementing short- and long- term physical plant goals. Prepares and tracks department performance measures. Develops policies and procedures related to the maintenance and operation of OYA’s statewide facilities, monitors security inventories of equipment, tools and supplies. Reviews work order requests via PPO’s computerized maintenance management system.  Tracks budget and project documents in regards to assigned PPO projects. Gathers loss data, photographs and reports; evaluates information and prepares claims for DAS Risk Management which includes a thorough analysis of incidences. Works with DAS Fleet Services and agency managers in the administration of the OYA motor vehicle fleet. To request a copy of the position description, which includes all duties and working conditions, please email OYA HR Recruiter. Additional Information: Telecommute/Remote Work: This position is eligible for part-time (flexible) telecommute/remote work. This position is based at our Central Office in Salem, Oregon and may be required to come in to the MacLaren Youth Correctional Facility in Woodburn, OR on an as needed basis and/or to travel to facilities/field offices throughout the state. Representation: This position is represented by the Service Employees International Union (SEIU/OPEU). Relocation: Possible relocation assistance may be available. This recruitment may be used to fill future vacancies. ABOUT OYA At OYA, diversity, equity, and inclusion are more than just words on a page. To meet our mission and live our values as an agency, DEI must be at the heart of all we do. We support cultural competence, develop teams and cultivate leaders in ways that are equitable to everyone, especially people of color, those who identify as LGBTQ+, or those from other marginalized communities. We are explicit and intentional as we identify resources that all our youth and staff need to grow and prosper. Our DEI work connects closely with our culture of positive human development, with safe and supportive environments where everyone is held accountable and connected to their community. The end goal is to protect the public and reduce crime by holding youth accountable and providing opportunities for reformation in safe environments. If you are looking to join a team that values individual and cultural differences, with the opportunity to contribute to youth reformation by enriching our workforce with diversity, OYA wants to hear from you!  People of color, women, and other members of historically marginalized communities are strongly encouraged to apply! Please take a moment to watch this quick video about Oregon Youth Authority, our team and our culture  bit.ly/work4OYA . For more information please visit  www.oregon.gov/oya . What's in it for You? OYA values our employees. We believe that your time outside of the workplace is as valuable as it is inside the workplace. We offer a great work/life balance with flexible work schedules on most positions and a competitive benefits package , including low-cost, high-coverage health insurance , generous time-off, and a competitive retirement plan . Discover more about working in Oregon state government by  clicking here . What You Need To Qualify two years of experience as an administrative specialist or executive support specialist which included administrative support for a project, program, or operation. Administrative support includes those duties beyond clerical/secretarial such as: interpretation of laws, rules, and regulations; administrative data collection and analysis; and evaluation of projects, processes, and operations; OR an equivalent combination of training and experience. Note: One year of postsecondary education may be substituted for up to one year of the experience. Special Requirements Driver's License: Driving is an essential function of this position. A valid driver license and an acceptable driving record are required for this position. We will conduct pre-employment driving records checks on our final candidate(s). DESIRED ATTRIBUTES/APPLICATION SCORING CRITERIA: If you have these qualities, let us know! It’s how we will choose whom to move forward! Note: You do not need to have all of these qualities to be eligible for this position. Demonstrated excellent customer service experience Experience working with Building maintenance work order system (opening, closing, tracking) Data entry experience in Computerize Maintenance Management Systems (CMMS) Demonstrated experience tracking information for building maintenance departments such as asset inventory, budget/financial, department's projects and tasks, energy use (electricity, water, gas, etc.), building life safety system inspection (fire alarm, fire suppression, etc.) Experience with purchase orders. (creating, tracking, etc.) Experience with maintaining managers' schedules and priorities and coordinating meeting logistics Proficient with Microsoft Office Word, Excel and PowerPoint or similar software. Experience with emergency action plan maintenance and development Two years or more experience with building maintenance departments. How to apply: Complete the application fully. Complete the questionnaire / supplemental questions. After you submit your application please respond to the public records request authorization and gender identity questionnaire. This step will come after you submit and will complete the process. If you are an employee, the tasks will come to your Workday inbox. If you are a veteran, you may receive preference. Click here for more information about veterans’ preference . The task to claim preference will come after the public records request and gender identity questionnaire tasks. Click here for a guide on how to upload your documents. For privacy reasons, please do not attach your DD214/DD215/civil service preference letter to your application or combine it with any other required document attachments. Good Information To Know: Our goal is to be a diverse workforce that is representative, at all job levels, of the citizens we are here to serve. OYA is an equal opportunity and affirmative action employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be individualized based on merit, competence, performance, and business need. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical​​​ condition, pregnancy, genetic information, gender, sexual orientation, gender identity or ​expression, veteran status, or any other status protected under federal, state, or local law.” The more diverse we are, the better our work will be. Applicants with a disability may request a reasonable accommodation to participate in the hiring process. For assistance regarding reasonable accommodation or for alternative format please contact OYA Recruitment at 503-373-7301. Oregon Relay Service can be reached by calling 7-1-1. Pre-employment Checks: In keeping with our mission, OYA will conduct a criminal record check, per OAR 416 Division 800 , a driving record background check and a vulnerable population abuse and neglect check. Information obtained about an individual is confidential. An individual who refuses to consent to a criminal records/background check shall be disqualified from consideration in the position for which you applied. All applicants are subject to additional pre-employment check(s) such as fingerprint based on criminal records check, pre-employment drug screening and/or education verification as required for the position.  In 2003 Congress passed the Prison Rape Elimination Act (PREA), the first federal civil statue focused specifically on addressing sexual violence in juvenile facilities, jails, prisons, and other facilities.  In recognition of the rights, safety, and well-being of the youth we serve you will be asked specific questions about your background to ensure our hiring and promotion practices comply with the National PREA standards.  All OYA employees are required to submit to a two-step TB test to establish a TB free "base line." If offered employment and you accept, OYA will offer you the TB testing, and if you refuse, OYA will require the necessary documentation from your personal health care provider as a condition of employment. All positions in OYA will require the incumbent to serve as a "mandatory reporter" of child abuse.

Please Note: The pay listed above includes the 3.25% pay increase that will go into effect on July 1, 2022.   Per Governor Inslee’s  Proclamation 21-14.2 , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact  Careers@ecy.wa.gov  with “ COVID-19 vaccination ” in the subject line.       Keeping Washington Clean and Evergreen The   Department of Ecology   in   Lacey, WA   has an exciting opportunity for someone starting their career in Human Resources. Are you interested in using your creative and collaborative problem-solving skills to serve the State of Washington as a   Human Resource Consultant 1  on our Recruiting and Diversity Team? You’ll be part of our high-functioning Recruiting and Diversity Team, with exposure to multiple HR disciplines. You’ll learn about the work we do here at Ecology, help us achieve our team goals, and work on projects that will provide you with opportunities to continue learning and growing within the HR field. The mission of the Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure safe work environments, and recruit great talent to achieve Ecology's mission. Please Note:   This is a non-permanent position that is expected to end June 30, 2023. During Stay Home, Stay Healthy,   employees are working a combination of in-office and/or telework based on position and business need. Ecology is maintaining less than maximum building occupancy, and requiring masks, health screening questions before entry, and social distancing.   Application Timeline:   This position will remain open until filled, with an initial screening date of   June 27, 2022.   In order to be considered for the initial screening, please submit an application on or before   June 26, 2022.   The agency reserves the right to make an appointment any time after the initial screening date. Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering: A healthy life/work balance by offering flexible schedules and telework options for most positions. An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns. Continuous growth and development opportunities.  A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings. Opportunities to serve your community and make an impact through meaningful work. Our commitment to DEIR Diversity, equity, inclusion, and respect (DEIR)   are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations. Diversity:  We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.   Equity:  We champion equity, recognizing that each of us need different things to thrive.   Inclusion:  We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.   Respect:  We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.   We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued.       Duties: The Human Resource Consultant 1 position is a great opportunity to: Learn about Human Resources in the state system.  Gain exposure to the state’s Online Recruiting System. Participate in cross-functional HR meetings.  Contribute your talent in service of the public. Help us grow our diversity, equity, inclusion, and respect (DEIR) efforts. What will you do? You’ll contribute to our agency’s mission and to the Human Resources Office by providing entry level human resource recruitment services in order to ensure continuous operations and excellent customer service levels. This includes: Posting all open positions to a minimum of 8 external recruitment sources. Consulting with Hiring Managers on where to post job announcements. Working with the recruiting team to update our SharePoint log of recruiting sources in order to improve the search function so that hiring managers can find and request specific outreach sources for their positions. Working with the Recruiting and Diversity team to integrate Diversity, Equity, Inclusion, and Respect (DEIR) principles into each specialty area. Closing out filled positions in our Online Recruiting System and on other external websites.  Meeting weekly with the Recruiting Team to discuss open positions. Assisting with recruiting and retention projects, as needed.  Qualifications: Required Qualifications Four (4) years of experience and/or education. Experience:  in Human Resources or related field.   May include a combination of the following: Responding to inquiries from employees and members of the public; assessing needs, identifying and evaluating options, and recommending courses of action. Receiving, reviewing, and responding to and/or assisting in resolving customer inquiries. Providing benefits information to employees and retirees; enrolls employees in retirement and insurance programs. Composing correspondence; maintaining records and statistics; analyzing and compiling data and information for reports; preparing narrative or statistical reports. Developing and/or assisting in the development and presentation of training materials.  Conducting surveys of other employers’ practices such as wages, benefits, human resource policies and programs, and participating in implementing revisions to human resource programs. Supervising or directing the work of support staff. Education:  With a major study in business, human resources, social or organizational behavioral sciences, or related field. All experience and education combinations that meet the requirements for this position:  Possible Combinations |  College credit hours or degree - as listed above. |  Years of required experience – as listed above. Combination 1 | No college credit hours or degree | 4 years of experience Combination 2 | 30-59 semester or 45-89 quarter credits | 3  years of experience Combination 3 | 60-89 semester or 90-134 quarter credits (AA degree) | 2 years of experience Combination 4 | 90-119 semester or 135-179 quarter credits | 1 year of experience Combination 5 | A Bachelor's Degree or above | 0 years of experience    Supplemental Information: Need an Accommodation  in the application and/or screening process or this job announcement in an alternative format? Please call: (360) 407-6186 or email:   careers@ecy.wa.gov   and we will be happy to assist. If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388. If you need assistance applying for this job, please e-mail   careers@ecy.wa.gov .  Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page. If you are reading this announcement in print format , please enter the following URL to your search engine to apply:  https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .      Application Instructions: It's in the applicant's best interest to   submit all of the documents listed below.   Applications without these documents may be declined.  A cover letter describing why you are interested in this position. A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position. Three professional references. Please do NOT include your salary history.  Wage/salary depends on qualifications or rules of promotion, if applicable.       For Your Privacy: When attaching documents to your application (Resume, Cover Letter, Transcripts, DD-214, etc.):  Please be sure to remove private information such as your social security number, date of birth, etc.  Do not attach documents that are password protected, as these documents may not be reviewed and may cause errors within your application when downloaded.    Additional Application Instructions for Current Ecology Employees:    Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources.   Application Attestation:    The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed.   Other Information: If you have specific questions about the position, please email  Lisa Knutson-Sealey  at:   Lisa.Knutson-Sealey@ecy.wa.gov .    Please do not contact  Lisa  to inquire about the status of your application.   To request the full position description:  Email your request to:   careers@ecy.wa.gov .  Put in the subject line of the email:  Request for a copy of the position description for #T118.   Why work for Ecology?   As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism and accountability. Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance. Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) ,  Public Employees Retirement System (PERS) ,  Vacation, Sick, and other Leave *,  11 Paid Holidays per year *,  Public Service Loan Forgiveness ,  Tuition Waiver ,   Long Term Disability  &  Life Insurance ,  Deferred Compensation Programs ,  Dependent Care Assistance Program (DCAP) ,   Flexible Spending Arrangement (FSA) ,  Employee Assistance Program ,  Commute Trip Reduction Incentives ,  Combined Fund Drive ,  SmartHealth   *See the Benefits tab in this announcement for more information. Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See   https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service   for more details. To learn more about The Department of Ecology, please visit our website at   www.ecology.wa.gov   and follow, like or visit us on   LinkedIn ,  Twitter ,  Facebook ,  Instagram   or our   blog . Equal Opportunity Employer:  The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing an accommodation in the application/testing process or this job announcement in an alternative format may call (360) 407-6186. Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388. Note:   This recruitment may be used to fill other positions of the same job classification across the agency.   

DESCRIPTION/RESPONSIBILITIES: The Business Management Analyst is responsible for and performs various administrative and operations management duties, including helping to review and distribute reports to internal division management and employees on various administrative operations functions that will include budget procurement, and other financial matters along with supervision of the Legal Staff Assistants. Duties may also include Recruitment, HR Systems, Board Policies, Space Planning, Travel, Event Planning, and/or other areas as assigned. The position expectations are commensurate with FR-level. Budget : Assists with the preparation, administration, and/or maintenance of all or portions of the division budgets. This may include working with managers to input and track expenditures and assist with some data analysis. Assists with the preparation of reports on both a regular basis (e.g., monthly, quarterly, year-end) and at the request of division management. Procurement : Tracks purchases across a variety of areas and enters related information into the procurement system. This may include managing a purchase card and/or ordering various supplies for the division. May provide information to managers to assist with the preparation of statements of work for purchases and contracts and help enter information into the procurement system. Recruitment : Assists with the recruitment and hiring process for various positions in the division in coordination with HR Talent Acquisition. This may include helping to maintain division job descriptions and job postings, and processing recruitment actions in the applicant tracking system. May assist with interview logistics (e.g., scheduling). HR Management : Utilizes HR Systems and databases to input personnel data for the division including job actions, promotions, salaries, rewards, and/or recruitment requisition information. This may include inputting data to support pieces of the personnel management process (e.g., reward & recognition pools, reassignments). Maintains understanding of existing Board HR practices/procedures and assists with the development of division-specific Human Capital solutions (e.g., policies, practices, programs, training, etc.). May also partner with Management Division (e.g., Compensation, Talent Acquisition, or other HR functional areas). Policy : Maintains familiarity with Board and division administrative policies and procedures to ensure compliance. This may include working closely with HR staff in all HR policy areas (e.g., Compensation, Talent Acquisition, Travel, Leave, and Payroll) for general policy-related matters. Space Planning : Assists with the coordination of office spaces across the division including office moves, furniture set-up and movement, telephones, and other space-related efforts for new and existing staff to meet division demands. This may include coordinating with facility services to ensure building services are maintained and facility-related problems are remedied. Travel : May coordinate components of division travel to include approvals, budget aspects, or actual arrangements. May also assist with ensuring travel program compliance, providing policy guidance to employees, developing reports, and advising on travel metrics. Event Planning : May provide logistical and/or administrative support to the planning, scheduling, material preparation, and/or food and beverage arrangements for various division meetings or events. May coordinate with audio visual staff to ensure meeting collaboration tools run smoothly (e.g., skype, conference calls, video etc.). Emergency Preparedness : May assist with division efforts related to Board emergency preparedness activities (e.g., conducting employee accountability procedures within specified timeframes, supporting continuity of operations plans (COOP), etc.). Performs additional duties as assigned. REQUIRED SKILLS: Qualifications FR- 23 Requires a bachelor’s degree or equivalent experience and a minimum of 1 year of related experience. Must have knowledge of some technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have the ability to work with others on the application of qualitative and quantitative analysis. Must have a good customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities Qualifications FR- 24 Requires a bachelor’s degree or equivalent experience and a minimum of 2 years of related experience. Must have working knowledge of many technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have familiarity with the application of qualitative and quantitative analysis. Must have a strong customer service orientation and interpersonal skills, to include oral and written communication skills, as well as the ability to assist with change management efforts. Must be able to work effectively with more senior Business Management Analysts. Should possess the ability to exercise judgment, initiative, and confidentiality in all areas of responsibilities. Qualifications FR- 25 Requires a bachelor’s degree or equivalent experience and a minimum of 3 years of related experience. Must have excellent knowledge of most technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have demonstrated knowledge of and competence in the application of qualitative and quantitative analysis. Requires excellent analytical and problem-solving ability. Must have excellent customer service orientation and interpersonal skills, to include good oral and written communication skills, as well as the ability to train others and influence change management efforts. Must be able to work effectively with more senior Business Management Analysts and also be able to explain administrative and operations issues/concepts of moderate complexity to staff members as needed. Should possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities. Qualifications FR- 26 Requires a bachelor’s degree or equivalent experience and a minimum of 4 years of relevant experience. Must have advanced knowledge of technical aspects of financial, human resources, facilities, budget, personnel, administration, and corporate services. Must have advanced knowledge of and ability to apply qualitative and quantitative analysis. Requires advanced analytical and problem-solving ability. Must have advanced customer service orientation and interpersonal skills, to include strong oral and written communication skills, as well as the ability to train others and influence or lead change management efforts. Must be able to work effectively with senior management and also be able to explain some complex administrative and operations issues/concepts to staff members. Must possess the ability to exercise a high degree of judgment, initiative, and confidentiality in all areas of responsibilities. Remarks: Experience with budget and procurement a plus. Supervisory skills a plus. Must possess strong organizational skills; attention to detail; strong analytical ability; and strong oral and written communication skills (including the ability to interact effectively with management and staff at all levels). Must have the ability to handle multiple assignments simultaneously and organize projects and see them through successful completion with minimal supervision. Must be technologically savvy and be proficient with Word and Excel including creating and maintaining complex spreadsheets. Must be able to exercise sound judgment and a high level of discretion given the access to highly sensitive information.

Per Governor Inslee’s  Proclamation 21-14.2   (Download PDF reader) , Washington State employees must be fully vaccinated against COVID-19. As a condition of employment, the successful candidate will be required to provide proof of their COVID-19 vaccination as part of the hiring process, prior to their start date. Requests for medical and religious exemptions will be considered. If you have questions, please contact  Careers@ecy.wa.gov  with “ COVID-19 vaccination ” in the subject line.     Keeping Washington Clean and Evergreen Are you a knowledgeable, creative problem solver who works well in a collaborative, professional, and responsive environment? Do you want to be part of proactive problem solving and help to create change, rather than reacting to issues as they come up? If so, become a part of an organization that is focused on being the leader in protecting, preserving and enhancing the environment for the people in our Evergreen State.   The Human Resources Office (HRO) at the Department of Ecology in   Lacey, WA   is looking to fill a   Human Resource Business Partner (Human Resource Consultant 4) (In-Training)   position. The Department of Ecology is a medium sized agency with 1600+ employees and 10 environmental programs. We employ a large group of highly educated people who are passionate about the environment.   Take your career to the next level . As an HR generalist, you have exposure to multiple areas of HR (compensation, classification, employee relations, and labor relations) and have an opportunity to work on state-wide issues within the Washington State HR community. Because of our size and structure, you have an opportunity to work collaboratively with all levels of our management and executive teams. We are able to have a strong influence on our leaders, and really make an impact at our agency. As an HR team, we value collaboration and inclusion and promote opportunities for growth.   The mission of Ecology's Human Resources Office (HRO) is to develop successful employees, promote healthy and productive relationships, ensure a safe work environment and recruit great talent to achieve Ecology's mission. About the Department of Ecology Protecting Washington State's environment for current and future generations is what we do every day at Ecology. We are a culture that is invested in making a difference. Join a team that is highly effective and collaborative, with leadership that embraces the value of people. Ecology cares deeply about employee wellness; we go beyond traditional benefits, proudly offering: A healthy life/work balance by offering flexible schedules and telework options for most positions. An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns. Continuous growth and development opportunities.  A wellness program that offers education, fitness classes, and an agency-wide fondness for outdoor meetings. Opportunities to serve your community and make an impact through meaningful work. Our commitment to DEIR Diversity, equity, inclusion, and respect (DEIR)   are core values central to Ecology’s work. We strive to be a workplace where we are esteemed for sharing our authentic identities, while advancing our individual professional goals and collaborating to protect, preserve, and enhance the environment for current and future generations. Diversity : We celebrate and appreciate diversity; our unique perspectives and abilities enrich us all and lead to innovative approaches and solutions.  Equity : We champion equity, recognizing that each of us need different things to thrive.  Inclusion : We intentionally create and hold space so that we all have meaningful opportunities to participate and contribute to Ecology’s work.  Respect : We treat each other with respect and dignity, acknowledging the inherent worth of our diverse perspectives and lived experiences, even in times of uncertainty and disagreement.   We believe that DEIR is both a goal and an action. We are on a journey, honoring our shared humanity and taking steps to demonstrate our commitment to a vision where each of us is heard, seen, and valued.   During  Healthy Washington Roadmap to Recovery,  employees are working a combination of in-office and/or telework based on position and business need.   This position is not currently required to work in the office on a regular basis . Ecology is following current state guidance regarding mask requirements, health screening questions before entry, and social distancing. Looking ahead, Ecology has recently updated the agency policies on telework and flexible and compressed work schedules. Applicants with questions about position location options, telework, and flexible or compressed schedules are encouraged to reach out to the contact person listed below in “other information.”  Application Timeline:   This position will remain open until filled, with an initial screening date of May 25, 2022. In order to be considered for initial screening, please submit an application on or before   May 24, 2022.   The agency reserves the right to make an appointment any time after the initial screening date.  Duties What makes this role unique?  In this role you will serve as the subject matter expert and HR lead in Protected Leave. You will also provide consultation and training to HR staff and agency managers on the designated area of expertise. This position is not transaction-focused, rather the focus is on consulting, creating, and improving.     What you will do:   Work with team mates to ensure DEIR is integrated into position descriptions and the hiring process. We are working to ensure unnecessary barriers do not exist when seeking employment with Ecology, including updating our required minimum qualifications to account for alternative ways to be qualified, instead of always relying upon degrees, wherever possible.  Collaborate with assigned programs to identify workforce issues, and be empowered to help resolve them. We encourage our HR Business Partners to identify creative solutions wherever possible, and not rely upon “the way we’ve always done it”. These opportunities may include working on classification & compensation proposals, modifying existing procedures, and stakeholder work to ensure proposed policy meets our customers’ needs.  Become an expert in human resource management, and employee and labor relations; be the strategic partner and advocate to the executives, managers, and supervisors in assigned programs for workforce planning, employee performance management, labor relations, and all other human resource management and personnel functions.  As an expert in protected leave, you will develop and maintain expert level knowledge and serve as the agency expert in this area. Use expert level knowledge to develop training, tools and training for HR staff, agency supervisors and managers or employees.   Provide accurate and research-based guidance on performance management, labor relations, and disciplinary processes to Ecology managers and supervisors so that actions align with Just Cause principles and stand up through the scrutiny of grievances and arbitrations.  Work collaboratively to support the goals of the programs/offices and the mission of the agency by strategically partnering with program staff to manage issues related to Classification and Compensation in assigned programs. Provide expertise and consultation on job classifications, compensation and workforce planning. Analyze position descriptions and make allocation determinations. Represent agency in classification appeals and coordinate preparation. Perform FLSA designation review and determinations. Serve as a member of the agency WMS Banding Committee.   Consult with employees and supervisors and provide assistance regarding state and federal employment laws, civil service rules, collective bargaining agreements, agency policies, career development opportunities, classification and pay and other issues. Investigate and analyze problems having broad potential impact, making recommendations, providing options, or suggesting necessary actions on matters.   The successful applicant for this position will be expected to accomplish the following:       Build and maintain strong business relationships and credibility with peers, customers, and the team.   Identify and implement continuous problem improvement solutions to create more effective and efficient business practices.   Meet established and mutually agreed upon service deliveries or timelines associated with work product.   Contribute positively to our agency and team culture.   Quickly learn about assigned business areas to be able to be a trusted, strategic business partner.           Opportunities to solve problems:   This position has the opportunity to approach problems with the philosophy of providing risk-based advice with options. The conversation doesn't begin or end with "no."  We seek to understand and provide creative solutions when possible, utilizing our subject matter expertise to clearly communicate risk associated with each option.  Classification and compensation challenges – true position planning from start to finish, including identifying workforce gaps that may lead to classification &compensation proposals.   Performance management challenges – how to coach leaders to address issues appropriately to reach the best outcome, including opportunities to provide focused, individual training or broader training to groups of employees.   Opportunity to identify gaps in our processes and work together to resolve those gaps. We empower our HR Business Partners to work closely with programs to provide specialized support and consultation.    Culture of the team:     We are a creative and productive team that appreciates the variety of personalities, perspectives, and communication styles of our teammates!  We are committed to each other’s success and are invested in maintaining a happy, healthy workplace. This is an incredible opportunity to join a team that is dedicated to Ecology's mission to protect, preserve and enhance Washington's environment for current and future generations.  Our agency is comprised of passionate professionals who are focused on protecting our environment. We highly value providing employees opportunities to learn and grow, in both formal training opportunities and informal on the job training.  We are a strong team of HR professionals, who support our customers and each other, to provide the best service possible.   Qualifications Required Qualifications: The Goal class for the position is a Human Resource Consultant 4 (HRC4). We will consider applicants who meet the requirements for both the HRC3 and HRC4 levels. If the finalist meets the requirements for the HRC3 level, they will be hired in as an HRC3 and will be placed into a training program to become an HRC4 within a specified period of time.          At the Human Resource Consultant 3 Level: Pay Range 55 – ($4509 - $5913) Monthly   There are multiple ways to qualify for this position; see the options below.   Option 1:   Six (6) years of combined education and experience:  Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science   Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.      Option 2:   A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.  Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.  Option 3:   A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.   One (1) year of broad-based professional human resources experience, including advising and consulting on human resource issues.    Additional (experience and education) combinations of how you can meet the requirements for this position: Possible Combinations | College credit hours or degree | Years of required experience Combination 1  |  No college credit hours or degree  | 6  years of experience Combination 2  |  I have 30-59 semester or 45-89 quarter credits.  | 5  years of experience Combination 3  |  I have 60-89 semester or 90-134 quarter credits (AA degree).  | 4  years of experience Combination 4  |  I have 90-119 semester or 135-179 quarter credits.  | 3  years of experience Combination 5  |  A Bachelor's Degree  | 2  years of experience Combination 6  |  A Master's Degree  | 1  years of experience   At the Human Resource Consultant 4 Level: Pay Range 59 – ($4974 - $6534) Monthly   There are multiple ways to qualify for this position; see the options below.     Option 1:       Seven (7) years of combined education and experience:    Education: With a focus on human resources, labor relations, organizational development, business, social or behavioral science     Experience: Broad-based professional human resources experience, including advising and consulting on human resource issues.       Option 2:       A Bachelor's degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.    Three (3) years of broad-based professional human resources experience, including advising and consulting on human resource issues.    Option 3:       A Master’s degree with a focus on human resources, labor relations, organizational development, business, social or behavioral sciences.     Two (2) years of broad-based professional human resources experience, including advising and consulting on human resource issues.     Additional (experience and education) combinations of how you can meet the requirements for this position:                                                                               Possible Combinations | College credit hours or degree | Years of required experience Combination 1  |  No college credit hours or degree  |  7 years of experience Combination 2  |  I have 30-59 semester or 45-89 quarter credits.  |  6 years of experience Combination 3  |  I have 60-89 semester or 90-134 quarter credits (AA degree).  |  5 years of experience Combination 4  |  I have 90-119 semester or 135-179 quarter credits.  |  4 years of experience Combination 5  |  A Bachelor's Degree  |  3 years of experience Combination 6  |  A Master's Degree  |  2 years of experience   Desired Qualifications:   We highly encourage you to  apply even if you do not have some (or all) of the desired experience below.      At least 6 months of experience conducting just cause investigations into allegations of employee misconduct, including writing clear, concise, and comprehensive investigative reports.   At least 6 months experience reviewing and allocating positions in the Washington State classification system.  Prior professional human resource experience in public sector and/or unionized workplace.  PHR, SPHR, SHRM-CP, SHRM-SCP, or CLRP certification.  Note:  Having some (or all) of this desired experience may make your application more competitive in a highly competitive applicant pool. Supplemental Information Ecology seeks diverse applicants:  We view diversity, equity, inclusion, and respect through a broad lens including race, ethnicity, class, age, religion, sexual orientation, gender identity, immigration status, military background, language, education, life experience, physical disability, neurodiversity, and intersectional identities. Qualified candidates from all backgrounds are encouraged to apply. Need an Accommodation  in the application and/or screening process or this job announcement in an alternative format? Please call:   (360) 407-6186   or email:   careers@ecy.wa.gov  and we will be happy to assist. If you are deaf or hard of hearing you can reach the Washington Relay Service by dialing 7-1-1 or   1-800-833-6388 . If you need assistance applying for this job, please e-mail   careers@ecy.wa.gov . Please do not send an email to this address to follow-up on the status of your application. You can view the latest status of your application on your profile's main page. If you are reading this announcement in print format , please enter the following URL to your search engine to apply:  https://ecology.wa.gov/About-us/Get-to-know-us/Jobs-at-Ecology .     Application Instructions: It's in the applicant's best interest to   submit all of the documents listed below.   Applications without these documents may be declined. A cover letter describing why you are interested in this position. A resume outlining your experience and education (if applicable) as it relates to the minimum qualifications of this position. Three professional references. Please do NOT include your salary history.  Wage/salary depends on qualifications or rules of promotion, if applicable.     For Your Privacy: When attaching documents to your application (such as Resume, Cover Letter, Transcripts, DD-214, etc.): Please be sure to remove private information such as your social security number, date of birth, etc.  Do not attach documents that are password-protected, as these documents may not be reviewed and may cause errors within your application when downloaded.  Additional Application Instructions for Current Ecology Employees:    Please make sure to answer the agency-wide questions regarding permanent status as a classified employee within the Washington General Service or Washington Management Service. Do not forget to select Department of Ecology as a response to question 2, and type your personnel ID number for question 3. If you are not sure of your status or do not know your personnel ID number, please contact Human Resources. Application Attestation:  The act of submitting application materials electronically is considered affirmation that the information is complete and truthful. The state may verify this information and any untruthful or misleading answers are cause for rejection of your application or dismissal if employed.   Other Information: If you have specific questions about the position, please email Mollie Clinton at:  Mocl461@ecy.wa.gov . Please do not contact Mollie to inquire about the status of your application.   To request the full position description: email  careers@ecy.wa.gov Why work for Ecology? As an agency, our mission is to protect, preserve and enhance Washington's environment for current and future generations. We invest in our employees to create and sustain a working environment that encourages creative leadership, effective resource management, teamwork, professionalism, and accountability. Joining Ecology means becoming a part of a team committed to protecting and restoring Washington State's environment. A career in public service allows you to help solve some of the most challenging problems facing our state, while keeping your health and financial security a priority. We combine one of the most competitive benefits packages in the nation with a strong commitment to life/work balance. Ecology employees may be eligible for the following: Medical/Dental/Vision for employee & dependent(s) ,   Public Employees Retirement System (PERS) ,   Vacation, Sick, and other Leave *,   11 Paid Holidays per year *,   Public Service Loan Forgiveness ,   Tuition Waiver ,   Long Term Disability   &   Life Insurance ,   Deferred Compensation Programs ,   Dependent Care Assistance Program (DCAP) ,   Flexible Spending Arrangement (FSA) ,   Employee Assistance Program ,   Commute Trip Reduction Incentives   (Download PDF reader) ,   Combined Fund Drive ,   SmartHealth   *See the Benefits tab in this announcement for more information   Student debt: how working for Ecology can help The Department of Ecology is a qualifying employer for the Public Service Forgiveness Program (PSLF). See   https://studentaid.ed.gov/sa/repay-loans/forgiveness-cancellation/public-service   for more details. To learn more about The Department of Ecology, please visit our website at   www.ecology.wa.gov   and follow, like or visit us on   LinkedIn ,   Twitter ,   Facebook ,   Instagram   or our   blog . Equal Opportunity Employer:  The Washington State Department of Ecology is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application/testing process or this job announcement in an alternative format may call   (360) 407-6186 . Applicants who are deaf or hard of hearing may call the Washington Relay Service by dialing 7-1-1 or   1-800-833-6388 . Note:  This recruitment may be used to fill other positions of the same job classification across the agency. 

Description Unite America seeks a Vice President, People & Operations .   This senior executive role is a unique and timely opportunity to join a leading national, nonpartisan democracy reform organization and 25-person team that is poised to make a scalable, sustainable, and significant impact on the U.S. electoral system. The role will be primarily responsible for acquiring, developing, and retaining top talent to advance the organization’s mission, cultivating a high performing team culture and effective organizational practices that prioritize our shared values, and overseeing all operations functions, including legal and finance. The Vice President, People & Operations reports to the Executive Director and currently manages a team of three full-time staff as well as multiple contractors and vendors. OUR ORGANIZATION Unite America is a coalition of Democrats, Republicans, and independents that aims to foster a representative and functional government committed to solving the nation’s major challenges. We invest in candidates, campaigns, and organizations to advance nonpartisan electoral reforms that improve governing incentives and put voters first. Founded in 2014, Unite America and its 25-person team has grown to be a leader in the democracy reform movement — supporting, coordinating and executing to advance policy and elect pro-reform candidates. The Unite America Fund launched in 2019 and has since mobilized tens of millions of dollars from dozens of philanthropists to reform campaigns and candidates across the country. Over the last three years, the Unite America Fund has been the driving force behind passing and implementing Ranked Choice Voting (RCV) in New York City, the largest expansion of RCV in history; defeating the most extremist member of Congress in their primary election in 2020; adopting a first of it's kind final-four voting system in Alaska to address the “ primary problem ;” winning an anti-gerrymandering campaign in Virginia; and electing state lawmakers across the country who have formed cross-partisan legislative caucuses already advancing groundbreaking electoral reforms. We are focused on dramatically scaling our impact in the years to come. At Unite America, we are working to build a more representative and functional government that puts voters first and reflects the diversity of our country. We believe in an inclusive democracy where leaders embrace problem solving over fueling divisiveness. Likewise, organizationally, we have a vision of building a team that reflects diverse identities, experiences and perspectives; a culture of working across differences toward common goals; and a workplace where everyone feels included, respected and heard. To that end, Unite America is proud to have made diversifying our team, ensuring more equitable opportunity, and fostering a culture of belonging a priority. Our organizational values reinforce this commitment as we work to model the leadership we seek, solve problems together, and take care of one another, to name a few. THE ROLE This is a senior executive position at Unite America. The role has high accountability, will report directly to the Executive Director, and will serve as an integral member of the executive team helping to drive the mission, values, and performance of the organization. This is an opportunity for a hardworking and mission-driven individual to work alongside a talented team of political reformers. The position is based in Denver, Colorado (though remote opportunities exist for exceptional candidates) and is a full-time role with full benefits. RESPONSIBILITIES Serve as a strategic partner to the Executive Director and the rest of the executive team to develop, communicate, and execute a holistic people strategy. Support Unite America’s mission through talent acquisition, development, and management, including implementing long-range strategic talent management objectives. Design and implement learning and professional development programs and staff retreats to engage, motivate, and empower employees – unlocking their potential and helping them grow in their careers. Support and develop managers, equipping them with standardized frameworks (e.g.   The Five Dysfunctions of a Team ) and utilizing best practices in leadership excellence. Identify key performance indicators for the organization's human resource and talent management functions; assess the organization's success and market competitiveness based on these metrics. Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs. Identify and implement new Human Resource processes, technologies, and systems to improve and streamline organizational processes and use of staff time and financial resources. Collaborate with departmental and executive leadership to draft and implement the organization's staffing and operations budgets. Ensure that departmental decisions and project plans such as those for staffing, professional development, organizational structure, hardware acquisitions, and facilities are in line with the organization’s objectives and long-term strategy. Promote Diversity, Equity, Inclusion, and Belonging (DEIB) practices throughout the employee lifecycle, ensuring awareness and appreciation of underrepresented perspectives and training on equitable processes. Manage three full-time staff as well as multiple contractors and vendors responsible for finance and accounting, legal and compliance, information technology, facilities management, and various other operationally-related accountabilities. Ensure compliance with employment, benefits, insurance, safety, and other applicable federal, state, and local laws, regulations, and requirements; maintain knowledge of best practices in employment law; consult with Unite America’s legal counsel when needed. Think one step ahead in regards to legal liability, risk management, threats to the organization, etc. Requirements WHO WE’RE LOOKING FOR You are a highly agile team player with the ability to effectively lead a critical department and expansive functional area at Unite America, while independently overseeing a broad range of accountabilities in support of the entire organization. You are highly organized, communicative, and poised, especially in a fast-paced, often remote, and demanding environment. You value authenticity and humility, and you embody the axiom that   culture eats strategy for breakfast . You excel working in a mission-driven, nonpartisan organization alongside Democrats, Republicans, and independents. REQUIRED QUALIFICATIONS You possess a strong desire to fix a broken political system and passion for our cause. You have 12+ years of relevant work experience (e.g. Human Resources, operations, talent management, recruiting, etc.) and 6+ years of direct supervision experience. You enjoy coaching, mentoring, and developing people; helping your colleagues become the best version of themselves matters to you. You possess exceptional interpersonal and conflict resolution skills, and, when necessary, you’re willing to have hard conversations with subordinates, peers, and superiors alike. You are a clear, concise, and effective communicator when writing to and speaking with colleagues and external stakeholders. You possess a working knowledge of applicant tracking and HRIS systems, as well as best practices in interview techniques and applicant screening. You have an all hands on deck, team-first mentality and believe no task is beneath you; you are a true servant leader. You have an exceptionally high standard of professionalism and personal integrity. You have experience developing a strong program of professional development for staff. You have experience using best practices in assessing job performance. You are familiar with employment laws and regulations (or are willing to learn fast), especially in Colorado. PREFERRED QUALIFICATIONS You are familiar with the landscape of organizations, parties, and interest groups in the U.S. political system. You have helped to grow and then lead or help manage a team or organization of 20-40+ employees. You have experience managing both in-person and remote teams. You are proficient using LinkedIn Recruiter. Benefits THE PERKS Competitive Compensation (est. $150k - $180k) 401(k) Plan (with up to a 3% employer contribution match) Health Care Plan (medical, dental, and vision) Unlimited Paid Time Off (vacation, sick days, and public holidays) Family Leave (maternity, paternity, and adoption) Training & Professional Development Wellness Resources Expense Reimbursements (up to $100 per month for daily transit, parking, and/or home office expenses) Two days a week of remote/flex work permitted Opportunity to join an inclusive, vibrant, and diverse team Ability to live and work in one of the best large cities in America (Denver, CO)

This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office . Job Description: At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. This HR Business Partner II role will partner will work within the High Performance Compute, AI, and Labs HR team to support shared people initiatives, while supporting people leaders to achieve their talent goals. This role will have high impact on the business, supporting our requisition management, recognition, and engagement programs. This HRBP will support and learn from the Sr. HRBPs on the team to help support executives. At HPE, the HRBP acts as a consultant and partner to HPE High Performance Compute, Artificial Intelligence, and Labs Business Unit. They are responsible for shared operations of the HRBP team, including requisition management and recognition programs. They partner with Sr HRBPs to drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit. Finally, they collaborate with HR program/policy/process owners to deliver effective HR programs. Responsibilities: Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies. Identifies complex issues and assists HR management with solution development. Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs. Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives. Provides operational support to project teams on key HR transformational initiatives. Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business. Education and Experience Required: First level university degree recommended or equivalent experience. Masters Degree or MBA in Industrial/Organizational Psychology, Labor Relations, or Human Resources Management preferred. Typically 2-4 years of experience in an HR function and/or a generalist role. Knowledge and Skills: Solid written and verbal skills. Solid quantitative and qualitative analytical skills, including competency in financial analysis. Data management experience preferred. What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Job: Human Resources Job Level: Intermediate      Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities. HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.

This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office . Job Description:   At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. The HR Business Partner acts as a strategic HR business consultant and partner to leaders within the North America Sales geography. They drive the people strategies and organizational design, as well as the process of transformation, talent management, and workforce planning. The lead change initiatives and implement specific HR strategies to achieve organization goals and objectives. Additionally, they align performance management and reward systems to drive and reinforce desired behaviors. They ensure HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. Balances corporate, function, geographic and business needs in deploying HR programs to the business unit. They collaborate with HR program/policy/process owners to deliver effective HR programs. Responsibilities: Represents the full spectrum of HR functions, programs, and processes within a global business or function. Establishes and maintains relationships with top management (typically L2 or L3) in order to drive the execution of HR programs. Responsible for designing an organization that effectively implements HR programs and processes. Develops the change management strategy within the business to support the implementation of HR programs and initiatives. Leads the HR programs and processes within the business or function. Assesses HR implications of the business strategy, identifies opportunities to further meet business needs, and designs solutions. Represents the business or functional organization to the rest of the HR community. Collaborates on design of enterprise-wide programs and initiatives by providing an organization-specific perspective. Evaluates proposed HR programs to determine organization-wide viability. Will act as the senior adviser inside the organization during the implementation phase. Collaborates with senior colleagues in the centers of expertise in order to apply sufficient HR resources to meet the business needs. Coaches senior leadership within the business or function on issues that impact HR. Education and Experience Required: Time supporting GTM/Sales organization First level university degree; advanced university degree preferred. Typically 10+ years of experience in a diverse range of HR functions desired. Demonstrated experience driving organizational change initiatives, developing workforce plans, and influencing business managers. Experience partnering with managers to deliver HR solutions is required. Knowledge and Skills: Excellent written and verbal skills. Intimate business knowledge; Understands financials and business model dynamics. Excellent program management and process development skills. Excellent relationship management skills. Excellent quantitative and qualitative analytical skills, including competency in financial analysis. Strong leadership and influence skills. What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Job: Human Resources Job Level: Master      Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities. HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.

Title: Recruitment Coordinator Department: Human Resources & Administration Status: Non-Exempt Reports to: Director of Recruitment Positions Reporting to this Position: None Location: Washington, DC Metropolitan Area Union Position: Yes Job Classification Level: B Salary Range (depending on experience) : $55,784-$65,439   General Description : LCV believes our earth is worth fighting for because everyone has a right to clean air, water, and a safe, healthy community. To ensure those rights are protected, we help people use their power to shape policy, hold politicians and polluters accountable, and influence elections.   For more than 50 years, LCV has grown into a potent political force for protecting our planet and everyone who inhabits it. We have built a powerful national movement with 30 state affiliates, and grassroots and community organizing programs across the country.   LCV is hiring a Recruitment Coordinator to support the recruitment and hiring programs for LCV and LCVEF. Working with the Director of Recruitment, this role will be responsible for assisting all administrative and department support functions of recruitment and talent sourcing including, but not limited to: managing the transition, training and support of our Applicant Tracking System (ATS) ClearCompany; providing support and coaching of hiring committees and coordinating hiring committee trainings; monitoring hiring committee compliance against hiring process standards; managing posting accounts and postings externally, internally and on our websites; and hiring administration.   Responsibilities : Assist in the creation of job descriptions for new and vacant positions, working with the Director of Recruitment to ensure that all job descriptions reflect racial justice and equity responsibilities. Post job vacancy announcements on various job posting sites, list servs, and other relevant sources, including outreach that is focused on historically underrepresented groups. Research new recruitment strategies and sources for active and passive candidate recruitment. Support the Director of Recruitment in building out our networks of qualified candidates. Manage the LCV Careers and LCV Staff pages on the website, updating staff changes and job vacancies. Manage a recruitment database in the Applicant Tracking System to be able to identify qualified candidates in advance of the need. Work with the Director of Recruitment to develop employer branding messaging and tools around the organization’s mission, values and commitment to racial justice and equity. Work with the Director of Recruitment on the internship program. Manage and track recruitment and internship budgets. Manage the distribution of job applications received via the HR email inbox. Work within the Applicant Tracking System to set up job requisitions and related materials. Provide support for hiring committees, including scheduling and preparation of materials. Assist in screening resumes, conducting phone screens, in-person interviews, reference checks and background checks, as needed. Follow up with candidates to complete job applicant questionnaire, as needed. Support the Director of Recruitment in updating policies, procedures, and materials related to recruitment, hiring and retention. Attend college recruitment fairs, develop relationships with colleges and universities to aid in recruiting, including Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), Asian American and Native American Pacific Islander-Serving Institutions (AANAPISIs) and Tribal Colleges and Universities (TCUs). Provide support to the Human Resources & Administration department, as needed. Support strategic initiatives around internal operations. Perform other duties as assigned.   Qualifications : Work Experience: Minimum of two years’ experience in human resources, recruiting or related work. Experience with project management. Experience working with a database. Experience developing user guides and other training materials. Experience working with an Applicant Tracking System. Experience working with the ClearCompany Applicant Tracking System is a plus. Skills: General knowledge of various employment laws and practices; well-organized; thorough & detail-oriented; effective oral and written communication skills; able to manage multiple tasks at once; ability to work across departments and foster teamwork; proven ability to maintain confidential information. Proficient in Microsoft Office Suite and Google Drive. Cultural Competence: Shares our commitment to integrating justice and equity into the work we do and ensuring an inclusive organizational culture. Commitment to equity and inclusion as organizational practice and culture. Understands how environmental issues intersect with racism, economic and social inequality in the U.S. and has a passion for working to dismantle these systems. Working Conditions: This job operates in a professional office environment, and routinely uses standard office equipment such as computers, phones, photocopiers, and audiovisual systems. This position is largely sedentary, often standing or sitting for prolonged periods. The person in this position frequently communicates with prospective candidates and must be able to exchange accurate information. Ability and willingness to travel for recruitment opportunities, staff retreats, meetings, conferences and professional development opportunities, as needed (currently paused due to COVID). This position is based in Washington, DC. Applicants need to be located in and legally authorized to work in the United States. Please note that most LCV staff are currently working remotely during the COVID-19 pandemic, through April 30, 2022.   To Apply : Send cover letter and resume to hr@lcv.org with “Recruitment Coordinator” in the subject line by April 12, 2022. No phone calls please.   LCV is an Equal Opportunity Employer committed to a racially just, equitable and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information, or any other protected status. LCV is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please contact hr@lcv.org.

The Sr. DEI Program Specialist reports directly to and works under the general direction of the DEI Program Manager and is responsible for having a direct impact on the success of ODEI addressing the needs of assigned client divisions. The Sr. DEI Program Specialist serves as a strategic internal diversity consultant to business areas, ERGs, and People, Strategy and Organizational (PSO) functional branches such as talent acquisition and human resources business partners, ensures operationalizing the Board?s Diversity, Equity, and Inclusion Strategic Plan. Compliance with Section 342 of the Dodd-Frank Act 2010 and serves as ODEI principal to DI division liaison in consulting/collaborating on DEI strategies, actions, metrics and accountability. Works with the D&I/EEO compliance section in the strategic oversight and management of the Affirmative Employment program (MD-715) initiatives and barrier analysis. REQUIRED SKILLS: Undergraduate degree with course work in human resources, business administration or related discipline such as EEO, diversity, or equivalent combination of training and experience normally acquired through at least five years of work experience in organizational development, talent management change management and a minimum of 5 years of demonstrated work experience in diversity and inclusion strategic planning and implementation. Ability to multi-task; adjust to changing priorities, and manage major organizational projects or programs associated with Diversity and Inclusion strategic programs. Must have demonstrated ability to interact effectively with all levels of management and staff. Must possess initiative in identifying potential problems, suggesting creative solutions and implementing them. Other Requirements and Considerations: • Full vaccination for COVID-19 is required as a condition of employment, unless a legally required exception applies * This is an on-site position, however a variety of work arrangements are available to help balance career and personal needs.

Our small non-profit, Tech Talent Project , is hiring for a Chief of Staff position! We're looking for someone to lay the operational groundwork that will allow Tech Talent to grow effectively over the next few years. This role will focus on operational excellence and process improvement, stakeholder engagement, as well as leading administrative and operational projects.  Join us for an info session this Weds, 3/31 at 3pm PST/6pm EST and meet the Executive Director! Register through Zoom  here. The role is remote; 5-7+ years experience, and reports to the Executive Director of the Tech Talent Project. Apply through Lever  here  . Position:  Chief of Staff   Location:   Remote   Status:  Exempt, Full-time    Salary:   $90,000 -$110,000 Essential Responsibilities and Tasks Operational Excellence & Process Improvement Identify and address potential and actual operational challenges Plan and run meetings necessary to achieve the organization’s goals Lead projects to improve operational processes as requested Meeting Preparation & Administrative Support Manage the leadership team’s calendars, including scheduling meetings as requested, proactively addressing conflicts, and making sure the leadership team is prepared for and on time for meetings and events Manage the leadership team’s travel, including booking travel and handling receipts, expenses, and reimbursements Work closely with team, leadership, advocates, and others to proactively schedule meetings for the leadership team Lead operational support for the steering committee and other external meeting logistics Personnel Manage hiring processes in consultation with the Executive Director, including creating job descriptions, building interview processes, engaging with prospective employees, and onboarding   Manage relationships with contractors and other personnel Lead employee engagement efforts and our intern program to build a positive remote work experience Ensure interns are engaged, effective, and feel valued Office & Project Management May include day to day engagement with the fiscal sponsor to manage back-office operations (accounting, payroll, office space, insurance, legal, etc) Track tasks and deliverables for projects as requested Manage budget, financial planning, approving spending, etc., including providing oversight and guidance to the rest of staff in partnership with the Executive Director Required Education, Experience, Knowledge, Skills and Ability 5-7+ years experience leading operations, managing projects, and supporting a team Experience with helping to set organizational strategy and goals, and iteratively building processes and tools to meet those goals Experience with budgeting and financial management Familiarity with the tech industry and/or government Valued and Non-Essential Education, Experience, Knowledge, Skills and Ability Experience with collecting and analyzing data Familiarity with government, politics, and campaigns preferred Experience with data analysis and/or project management Experience with startups and/or remote teams Familiarity with creating and executing on OKRs (Objectives and Key Results) preferred Attributes Strong communicator Exceptional people skills, the ability to identify wants and needs and connect and empathize with strangers Proactive with strong follow through and willing to do whatever is necessary to complete a job Demonstrates discretion and comfortable handling confidential information Extremely well organized, detail-oriented and analytical Sense of humor Patient Applications for the Chief of Staff role are currently open. Apply Here The Tech Talent Project is a project of the New Venture Fund, a 501(c)(3) public charity that incubates new and innovative public-interest projects and grant-making programs. NVF is committed to attracting, developing and retaining exceptional people, and to creating a work environment that is dynamic, rewarding and enables each of us to realize our potential. NVF’s work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working. Our comprehensive benefits package includes employer-paid health, dental, and vision insurance, 3% employer match on 401k contributions, pre-tax transportation benefits, and paid holidays, vacation, sick, and volunteer time off.

Job Description:     At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. The Global Onboarding Program Manager will primarily be responsible for global onboarding coordination and execution, focusing on new employees. This includes strategy and execution of corporate welcome kits program, new hires introductory courses programming and executive onboarding coordination in collaboration with executive recruiting team.   He/she will ensure that welcome kits and introductory onboarding programming materials align with HPE brand strategy and coordinate with key content owners across HPE groups (e.g.  Global Employment Screening (GES), Information Technology, Global Real Estate (GRE), HR Global People Operations) to ensure relevant processes are accurately reflect across materials (quick reference guides, workday notifications, learning journeys, etc.). Responsibilities: Interacts with service providers, new hires, hiring managers and HR resources at a global level. Full responsibility of Welcome Kits program framework and operations: welcome kits content, ordering process, demand forecast, statement of work, purchase order and invoicing management. Manage escalations from vendors, internal ASK HR tickets and executive onboarding team.  This includes onboarding mailboxes. Content coordinator and training programmatic owner for HPE Introductory course for new employees Life inside the element (LITE) Intern Onboarding  in collaboration with University Program Campus to Corporate offerings Coordinate Executive Onboarding ancillary documents ensuring its current and in alignment with HPE talent and brand strategy. Provides Onboarding training to recruiters and executive onboarding teams as needed. Onboarding Reporting/Dashboard Lead small/medium size projects as needed. Education and Experience Required: Bachelor’s Degree (Business or HR) or equivalent work experience. Typically 4-6 years of related experience. Knowledge and Skills Required: Strong communication skills. Experience in managing relationships. Experience in process improvement. Project management skills; experience in managing small projects or participating in larger projects. Comfortable working in a global virtual environment and flexible work schedule Proficient with Excel and Power Point. Business level English. Knowledge and Skills Preferred Applicant tracking system knowledge (Workday) Learning / Training Development knowledge What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Job: Human Resources Job Level: Specialist      Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities.     HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.

This role has been designated as ‘Edge’, which means you will primarily work outside of an HPE office. Job Description:  At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. The HR Program Manager acts as a consultant and partner to HPE businesses and functional organizations. They drive the people strategy and organizational design, and the process of transformation, talent management, and workforce planning. They lead change initiatives and implements specific HR strategies to achieve organization goals and objectives. Additionally, they aligns performance management and reward systems to drive and reinforce desired behaviors. Ensures HR programs and plans are aligned to the business priorities and monitors effectiveness through the tracking of key measures. They balance corporate, function, geographic and business needs in deploying HR programs to the business unit, as well as collaborate with HR program/policy/process owners to deliver effective HR programs. Responsibilities: Provides support to HR programs and initiatives within a business or function. May interface with managers on HR processes and policies. Identifies complex issues and assists HR management with solution development. Supports business HR by compiling and synthesizing relevant data, and develops reports that meet business needs. Utilizes tools and designs solutions to improve effectiveness. Conducts the quantitative and qualitative analyses of financial and workforce data to support HR programs and initiatives. Provides operational support to project teams on key HR transformational initiatives. Develops a broad understanding of the full spectrum of HR programs and a working knowledge of the business. Education and Experience Required: First level university degree recommended or equivalent experience. Typically 2-4 years of experience in an HR function and/or a generalist role. Knowledge and Skills: Solid written and verbal skills. Solid quantitative and qualitative analytical skills, including competency in financial analysis. Data management experience preferred. What we can offer you: Extensive benefits, a competitive salary and participation in the shared values and purpose that make Hewlett Packard Enterprise one of the world´s most attractive employers! At HPE, our goal is to provide equal opportunities, flexible work-life balance, and constantly evolving career growth. If you are looking for challenges in an exciting, supportive and international work environment, then we definitely want to hear from you. Continue the conversation by clicking apply now below, or directly via our Careers Portal at www.hpe.com/careers. Join us and make your mark! Find out more about us and follow us on: https://www.facebook.com/HPECareers https://twitter.com/HPE_Careers HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT and Affirmative Action employer. We are committed to diversity and building a team that represents a variety of backgrounds, perspectives, and skills. We do not discriminate and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global diverse team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Job: Human Resources Job Level: Intermediate Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with Disabilities. HPE will comply with all applicable laws related to the use of arrest and conviction records, including the San Francisco Fair Chance Ordinance and similar laws and will consider for employment qualified applicants with criminal histories.

Conservation Voters of PA is the statewide political voice for the environment. We elect environmentally responsible candidates to state and local offices, advocate for strong environmental policies, and hold our elected officials accountable to safeguard the health of our communities, the beauty of our state, and the strength of our economy. Position Description: The Development and Operations Associate is primarily responsible for supporting CVPA’s fundraising efforts and internal operations. Their work will fall under three categories.  Development: Work directly with the Executive Director to plan, execute, and oversee organizational fundraising priorities. Duties may include planning and executing fundraising events (including full planning and ownership of annual Green Gala), assisting the Executive Director with high-dollar individual fundraising and grant writing, and collaborating with the digital team to plan for and execute online fundraising campaigns.  Financial Operations: Responsibilities may include ensuring organizational compliance through filing campaign finance and lobbying reports, assisting with annual IRS filings, and assisting the Executive Director with board and general financial management.  HR Operations: Associate will work with Senior Leadership to establish and improve key HR policies and practices, particularly focusing on hiring and performance reviews. Additional duties will include providing operational support to Executive Director and other staff members as assigned.  Specific Job Duties: Development: Work with the Executive Director and other teams throughout the organization to plan and manage low-dollar, event, and online fundraising initiatives.  Work with the Executive Director to execute the annual Green Gala fundraising event.  Effectively communicate CVPA’s programmatic priorities to supporters through written communications - including fundraising emails, renewal letters, direct mail appeals, and stewardship materials. As needed, support the fundraising activities of Board Members and the Executive Director, including donor research, call time management, and grant writing.  Manage all aspects of operations for fundraising, including tracking fundraising efforts and performance, processing contributions, managing contribution and donor data in EveryAction CRM, and generating acknowledgement letters. Collaborating with staff across the organization to identify opportunities and implement activities to attract new supporters and/or transition members and volunteers into financial supporters of the organization.   Operations Work with the Executive Director to implement and improve all operational policies and procedures for the organization, helping to provide a strong, sustainable, equitable, and transparent foundation for programmatic activities.  Work with the Executive Director to facilitate planning processes (ie: strategic planning, cross-departmental programming). Direct and execute HR processes, including hiring processes (posting jobs, gathering applications, and coordinating onboarding processes) Manage annual staff evaluation process.  Respond to day-to-day needs of staff members and provide additional operations support to the Executive Director, as needed. Schedule, communicate about, prepare for, and take minutes at all board meetings. Finance Ensure organizational compliance through preparing and filing lobbying and campaign finance reports Work with the Executive Director, auditors, and bookkeeper to prepare, review, and file annual 990s and audits. Work with CVPA’s bookkeeper to review monthly financial reports and track grant spending.  Handle logistics as needed related to finances, compliance, contracts, technology, and utilities. The following skills are required for the successful applicant: Strong commitment to CVPA’s mission. Minimum 1-2 years of relevant experience, including in development, operations and administration, HR, or similar field.  Demonstrated commitment to racial justice and equity.  Excellent personal organization and time management skills.  Collaborative spirit. Must be a dependable team player. Strong written communication skills and ability to connect with people.  The following skills and experience are preferred for the successful applicant: Experience working in a nonprofit or political organization.  Experience working with IRS or Campaign Finance compliance regulations.  Experience working with CRM databases. Experience in writing fundraising materials, securing donations, or event planning.  The right person for this role will be highly motivated, detail-oriented, have excellent written communication skills, and the ability to manage multiple tasks simultaneously. Compensation: $42,000. Benefits include medical and dental coverage; 401K with employer match; paid vacation and sick leave; life insurance; and short- and long-term disability coverage. Position Requirements: This is a full-time, remote position based in Pennsylvania, with a preference for candidates in Philadelphia.  Submissions: Please submit your cover letter, resume, and contact information for two references to molly@conservationpa.org. Please write “Development and Operations Associate” in the subject line. Phone calls will not be accepted. Applications will be processed on a rolling basis. Conservation Voters of PA is an Equal Opportunity Employer committed to a just, equitable, and inclusive workplace, and encourages people from all backgrounds to apply. CVPA celebrates diversity and is committed to building a team that represents a variety of backgrounds, perspectives, and skills, and to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race; color; sex; sexual orientation; gender identity or expression; age; religion; national origin; ancestry; citizenship status; disability; association or relationship with a person with a disability; use of a guide or support animal because of the blindness, deafness or physical handicap of the user or because the user is a handler or trainer of support or guide animals; familial status; veteran status; pregnancy or related condition; having a GED rather than a high school diploma; or any other basis protected by law. CVPA’s hiring and employment decisions are based solely on merit, qualifications, and business needs.

Title: HR Coordinator Job Number: REQ-88703 Salary: $4,059 – $5,986 per month Deadline: 03/02/22 at 11:59pm Pacific Time     Are you passionate about providing excellent customer service, working with an amazing team of HR professionals and growing in your HR career? Come join our team an excellent HR team with Oregon Parks and Recreation!   If this sounds like you, come join Oregon Parks and Recreation’s Human Resources Team as our new HR Coordinator and support one of Oregon’s greatest resources – State Parks!   This position falls under the classification Human Resource Analyst 1 .   Our Mission OPRD’s mission is to provide and protect outstanding natural, scenic, cultural, historic and recreational sites for the enjoyment and education of present and future generations.   Our Operating Principles Oregon Parks and Recreation Department (OPRD) believes Operating Principles are core values that, if mutually accepted and supported by all employees, will create a connected, respectful, and trusting work environment. Our Operating Principles are: Accountability, Commitment, Empathy, Empowerment, Fun, Integrity, Respect, & Well-being.     What you will do: As an HR Coordinator, your responsibilities will include: Providing consultative assistance to managers and employees regarding approvals and denials of leaves and recommendations. Monitoring and updating personnel data in Workday HRIS to ensure accuracy. Administering the agency’s FMLA/OFLA program. Effectively communicating claim and entitlement information surrounding FMLA/OFLA, Workers Compensation and COVID-19 notifications. Serving as the point of contact for leave inquiries. Working closely with payroll and other HR team members. Assisting with seasonal and permanent recruitments.     Minimum Qualifications: (a) A Bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations or a job-related course of study determined by the appointing authority. OR (b) A valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute; AND One (1) year of Human Resources experience. OR (c) Three (3) years of Human Resources paraprofessional or technical-level experience. OR (d) The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, AND Two and a half (2.5) years of Human Resource professional-level experience. OR (e) A Valid Certification as a SHRM Certified Professional awarded by a nationally recognized organization, AND Two (2) years of Human Resource professional-level experience.   The State of Oregon requires all executive branch employees to complete their COVID-19 vaccination series or have an approved exception to the requirement due to a medical condition or sincerely held religious belief. Successful candidates for this position must submit vaccination documentation or be approved for an exception prior to their first day of employment. Failure to provide proof of full documentation or receipt of an approved exception will lead to withdrawal of the job offer. For more information, visit our policy listed here .     What we are looking for (Desired Attributes): Experience using Workday. One (1) year of experience administering FMLA/OFLA or similar programs. Knowledge of various HR services. Basic knowledge of Workers’ Compensation laws, rules and regulations. Excellent written and verbal communication and presentation skills. Ability to prioritize and balance multiple projects and tasks. Experience in promoting a culturally competent and diverse work environment.     What's in it for you: This is a fantastic opportunity to support millions of visitors connecting with the best state park system in America. You will work with a team of supportive, talented and highly motivated professionals. And, you’ll receive a fantastic benefits packaging including: Comprehensive medical, dental and vision plans for the employee and qualified family members Paid sick leave, vacation, personal leave and 10 paid holidays per year Membership in the Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP).     LINK TO OFFICIAL STATE APPLICATION (required)

Faunalytics is now accepting applications for our part-time, permanently remote Operations Specialist! This newly created position will play an integral role in supporting our organization behind the scenes by helping our team with finance administration, human resources, and board/staff support, ultimately increasing our impact for animals. If you’re detail-oriented with a passion for animal protection and operations management, this is the role for you! Responsibilities: Finance  Maintain compliance with state and federal filings Oversee updates of corporate documents as needed Support the executive director with financial reports and records maintenance Submit monthly expense summaries and quarterly payroll allocations to bookkeeper Handle bookkeeping-type tasks as needed Update and maintain compensation and benefits benchmarking Human Resources Manage administrative aspects of the hiring and onboarding processes (including registering as an employer in new states as needed) Maintain updated legal workplace compliance posters Support staff with professional development plans Reissue Anti-Harassment and Non-Discrimination Training to staff (annual) Ensure Staff, Board, Advisor, and Volunteer birthdays and anniversaries are recognized Board and Advisory Support Record and finalize Board meeting minutes Schedule Board meetings Help organize and update Board action items in Trello Provide monthly Board Digest of opportunities to share Faunalytics’ work Engage Advisors in Faunalytics’ work as appropriate  Virtual Office Management  Proactively find ways to optimize internal systems and processes Review and organize the shared Google Drive as needed Create and manage staff calendar to synchronize and outline Faunalytics’ major initiatives (research, communications, fundraising) throughout the year Program Support Support the creation of a future Intern or Fellow program Support staff with updating Quarterly Dashboard Report Support senior staff during annual ACE Review Provide additional support to executive director as needed Essential Qualifications: Belief in Faunalytics’ mission and animal protection Two or more years of nonprofit experience Administrative, HR, or financial management experience Meticulous attention to detail Self-driven and able to work remotely with limited oversight Ability to work effectively as part of a small remote team, including a willingness to help other team members as needed Familiarity with Google for business (Sheets/Docs/Drive) Preferred Qualifications: Commitment to a vegan or vegetarian lifestyle Bachelor’s degree or higher in a relevant field Three or more years of nonprofit experience for an animal-related organization Three or more years of administrative, HR, and financial management experience Familiarity with Quickbooks Online Familiarity with communication tools including Asana, Slack, and Trello Familiarity with effective animal advocacy and effective altruism Details: Reports to: Executive Director Schedule: Part-time (20 hours/week, flexible) Salary: $20-$21/hr USD (depending on experience and education) Benefits: Health care stipend, equipment stipend Vacation Package: 5 paid vacation days, 5 paid holidays, plus 8 paid sick days Location: Permanently remote (open to candidates in the U.S. or Canada) Deadline: Apply by March 5, 2022 Target Start Date: April 18, 2022

Human Resources Partner Union of Concerned Scientists Washington, DC   The Union of Concerned Scientists (UCS) is an independent national nonprofit that uses science to protect our health, safety, and environment. We are scientists, engineers, economists, activists, and everyday people who develop and advocate for innovative, practical solutions to some of our planet’s most pressing problems—from combating global warming and developing sustainable ways to feed, power, and transport ourselves, to fighting misinformation, advancing racial equity, and reducing the threat of nuclear war. To ensure we continue to provide opportunities to the people within our community, the Union of Concerned Scientists has exclusively retained Impact Search Advisors by Nonprofit HR to assist in the recruitment efforts for its Human Resources Partner. This role will consult and advise managers and staff in designated client groups regarding relevant human resource strategies, initiatives, and practices in the areas of staffing, performance management and development, employee relations, work environment, and compensation to maximize employee engagement within the company. Candidates who possess some combination of the following competencies are encouraged to submit their qualifications. Key Responsibilities Provides advice and consultation to managers and supervisors on people and culture matters. Works with managers and supervisors to ensure employment and sourcing systems are implemented that meet the demands of the company’s current and future skill needs. Provides compensation support including assisting in the education and interpretation of programs for managers and staff. Supports the annual salary adjustment process, promotion, and equity reviews for designated groups. Provides seasoned guidance on pay-related questions, annual performance reviews, and merit processes. Facilitates the annual performance assessment and ongoing performance management process to ensure alignment of individual performance with UCS goals. Educates and supports management and staff in the implementation of HR programs and practices. Investigates and resolves routine employee relations issues. Conducts people trend analysis and reporting activities to identify opportunities and recommend solutions. Collaborates with the people team, staff, and management in a team-oriented environment. Manages all areas of HR generalist administration, policy interpretation, employee complaints, corrective action procedures, hiring/terminations support, and compensation. Participates in ongoing organization design Conducts exit interviews, reviews turnover data, and makes recommendations for improvement. Serves as an advisor to employees and line management on internal organizational structure, HR policies, and procedures. Maintains awareness of role as representative of UCS; ensures activities and statements enhance organization’s reputation; promotes UCS, advances organizational objectives, and enhances funding opportunities. Independently coordinates and advises on issues and projects for the People and Culture team. Serves as a resource; leads project teams or others on moderate to complex subject matters. Recommends and develops solutions to HR-related issues. Establish partnerships to deliver value-added services to management and employees that reflect the goals and objectives of the organization. Knowledge, Skills, and Experience Comprehensive working knowledge of HR procedures and processes for onboarding, staffing, compensation, benefits, HRIS, and employee relations. Ensures compliance with applicable local, state, and federal regulations. Understands impact if regulations are not followed. Proficiency in MS Office Suite (Word, Outlook, Excel, PowerPoint, and HRIS / Payroll systems. Familiarity with Teams and Zoom. A willingness to increase knowledge and update skills as required. Ability to maintain confidentiality with sensitive HR issues/projects. Ability to handle oral and written communications independently, effectively, and tactfully with all levels of staff, individuals from diverse cultures, and the public. Ability to multi-task and set priorities for self and manage time to achieve goals / complete projects on or ahead of the due date. Minimum Requirements Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field. Comparable training and/ or experience can be substituted for degrees when appropriate. Five years of experience covering Employee Relations, HR Policy & Compliance, Workplace Safety, Compensation, and Global Office Management & Administration. Five years in a strategic HR leadership role providing a full range of HR generalist support in a medium to large organization. Experience with technology, research, and building relationships among several organizational teams to resolve problems and initiate improvements. Three years of consultative experience is preferred and certification of PHP or SPHR is preferred. A strong diversity, equity, inclusion, and belonging lens, cultural sensitivity, and a dedicated focus in supporting all members of the organization in this effort are critical.   Compensation and Benefits The salary range is TBD and commensurate with experience. Benefits include paid time off (PTO) and holidays, dental, vision, life insurance, health insurance, and long-term disability coverage. Success in this role requires a deep commitment to the mission of The Union of Concerned Scientists, to use rigorous, independent science to solve our planet's most pressing problems and maintain a workplace culture that inspires innovation as we achieve societal and scientific success for a healthy, safe, and sustainable future.   How to Apply Impact Search Advisors by Nonprofit HR is managing the search process on behalf of the Union of Concerned Scientists. Please submit a cover letter, your resume to  Human Resources Partner (Union of Concerned Scientists) - Nonprofit HR - Career Page (applytojob.com)  Inquiries regarding the search process should be directed to Bert Ruiz, Senior Consultant, Nonprofit HR at bruiz@nonprofithr.com.    

IHME has an outstanding opportunity for a Diversity, Equity, and Inclusion Program Officer who will report to our Chief Diversity Officer.   The Program Officer will help IHME to fulfil the objectives of its current Diversity, Equity, and Inclusion (DEI) activities and to provide expert management on their further development and evolution. This position is contingent upon project funding availability. The Diversity, Equity, and Inclusion Program Officer  will be a leader and thought partner in execution and facilitation to ensure IHME meets its diversity, equity, and inclusion objectives both within and external to the organization. This will require excellent interpersonal communication. IHME’s faculty and staff, as well as external stakeholders, are very invested in this work. The Program Officer will assist in troubleshooting, assessing, evaluating, and improving existing processes; collaborate with teams; and help to find creative solutions to challenges that arise. They will work directly with different entities at IHME including Employee Resource Groups, the DEI Council, Organizational Development and Training team, and the Department of Health Metrics Sciences. They will be a crucial contributor to IHME’s office of Diversity, Equity and Inclusion. They will also assist IHME’s research teams on different approaches through which they might approach or present their research to ensure it acknowledges intersectionality and racial justice and employs de-colonial actions through collaboration and other research activities. There are myriad opportunities for this position to effect change in our research funding strategies, our ongoing research, and our dissemination and collaboration strategies.  As an organization that values people, teamwork, and collaboration, it is also imperative that IHME develop its internal culture and infrastructure in a way that invites and amplifies the most diverse array of talent and expertise. Help to create a leadership culture that is responsive, trusted, and competent in issues of anti-racism, social justice, diversity, equity, and inclusion.  This position will work closely with the Chief Diversity Officer (CDO) to coordinate, manage and execute IHME’s strategic priorities for Diversity, Equity, Inclusion & Engagement. For more information or to apply, please visit the online job post:  https://uwhires.admin.washington.edu/ENG/Candidates/default.cfm?szCategory=jobprofile&szOrderID=201787

ORGANIZATIONAL OVERVIEW About Us and Our Philosophy  Breakthrough Greater Boston (BTGB) is a transformative college access and teacher training program. BTGB offers six years of academic enrichment and college preparation to middle school and high school students with high potential but limited opportunities. Simultaneously, BTGB recruits, trains and inspires a diverse cohort of high achieving college students to become the next generation of urban teachers. Leveraging a Students Teaching Students model, BTGB provides engaging, tuition-free academic programming during the summer and after school. Our students gain the skills and motivation to succeed in rigorous high school courses and, ultimately, in college. Meanwhile, our teachers gain hands-on experience, research-based training and coaching from professional educators.  Over the past eight years, 97% of our graduating students have matriculated to college, and 82% of them have persisted through their undergraduate years. On average, more than 70% of our graduating teachers have gone on to pursue careers in education. After two decades of success at our original Cambridge site, BTGB embarked upon a significant program expansion and opened a second site in Boston in the summer of 2013 and a third site in Somerville in 2018. As an independent 501c3 nonprofit, Breakthrough Greater Boston is part of The Breakthrough Collaborative, a national educational movement working to improve educational outcomes for youth across 25 U.S. cities.    With a deep commitment to our mission, BTGB operates with the highest standards of integrity and best practices, while also enjoying the ability to be innovative and flexible to meet the evolving needs of our students, families and teachers.  Our team is diverse, high-performing and dedicated.  We continue to build an organizational culture that emphasizes our core values for every member of our community:  Spirit: We cherish and embody the youthful energy and spirit of our students and teachers  Continual Learning: Everyone in our community has something to learn and something to teach  Team Together: We all chip in to accomplish whatever is needed for our teammates and the broader organization  Student Centered: Our students are our first priority and our decisions center around what benefits our students  Equity and Opportunity: We value diversity of identity, background and thought. We treat everyone with dignity and respect  Excellence in Everything: We maintain high expectations for ourselves  Breakthrough Greater Boston encourages individuals of all backgrounds to apply for this position, and we do not discriminate on any basis prohibited by applicable law. We celebrate the diversity of our world and our community, and we seek to build a team that reflects that diversity in every way. We welcome and encourage all qualified applicants who share that same vision, as we wish to engage all those who can contribute to our work and this mission. THE OPPORTUNITY Breakthrough Greater Boston is currently seeking a highly motivated and talented Director of Operations (DO) to ensure effective operational strategy and smooth day-to-day management including the oversight of essential systems and functions including finance, human resources, technology, business planning, facilities, and program operations management. As the organization continues to grow, the DO is responsible for ensuring that our processes and systems adapt and improve as the organization continues to evolve. The DO will have a primary area of focus, preferably within human resources or program management, while also support all areas of operations. The DO reports directly to the Managing Director of Operations, is part of a three person operations team, and works closely with the Management Team and program staff.   YOUR CONTRIBUTION   In this exciting role you will be responsible for a variety of critical operational responsibilities including: Operations and General Administration Identify system gaps and propose solutions to improve operations across three sites Design, implement, and maintain standard policies, processes, and procedures for operations including the continual maintenance of an operations manual Manage day-to-day operations of the organization Support risk management strategies including insurance reviews and audits, coordinating student and staff safety, emergency procedure reviews, and background checks of all staff Human Resources Maintain a positive work culture that emphasizes our core values, professional development, retention, and ensures a high level of employee morale  Lead on monthly staff meeting coordination and bi-weekly full staff communications As BTGB continues to grow, evaluate current policies and practices to ensure compliance as well as promoting best practices and making equity informed recommendations  In partnership with Management Team, develop processes and metrics that support and appropriately evaluate employee goals and performance Manage payroll and benefits portfolio; oversee and continually enhances benefits with the goal of improving overall employee satisfaction and market competitiveness Oversee all processes and systems supporting the employment lifecycle including but not limited to, recruitment, onboarding, and offboarding Review employee and volunteer handbooks and trainings annually to ensure compliance with labor laws  Ensure timely report submission as required by federal and state laws Program Operations Support Campus Directors and program staff with program management including emergency planning, food services, transportation, student data, and procurement and inventory management Oversee on-site program operations during After School Program and the Summer Program Liaise with key program partners, including Cambridge, Boston, and Somerville Public Schools, local universities, and other community organizations to ensure strong and sustainable partnerships Finance Support day-to-day financial management, including but not limited to, the management of accounts payable, purchasing, and inventory management  Assist in the annual audit process Technology Ensure the technology needs of students, faculty, and staff are met and technology is maintained Supervise technology information systems and manage relationship with IT consultant Maintain file server YOUR BACKGROUND AND QUALIFICATIONS As the incoming Director of Operations, you will possess many, though perhaps not all, of the following characteristics and qualifications: Four years of experience with operations management or nonprofit administration with significant experience in finance, human resources, or program management, preferably in a school or education setting An unwavering commitment to equity, in deepening your personal understanding and in advancing our collective work Outstanding interpersonal and communication skills with students, families and educators Superior organization and project management skills Ability to work on multiple projects, adjust quickly to shifting priorities, meet deadlines, exercise good judgment and handle high-pressure situations Exceptional written and verbal communication skills with the ability to interact effectively with a variety of audiences Team player who demonstrates a positive attitude, sense of humor, energy, entrepreneurial spirit and dedication to collaboration Prior experience with Breakthrough model highly desirable; familiarity with partner schools or districts a plus Flexibility that allows for periodic work on Saturdays and evenings Candidates of color and those from low-income backgrounds are strongly encouraged to apply as are those with fluency in Spanish, Portuguese, Haitian Creole, Amharic, Somali, Arabic, Bengali, Hindi, Tigrinya or Urdu Bachelor’s degree COMPENSATION Breakthrough Greater Boston offers a competitive compensation package and is deeply committed to pay equity and transparency. The salary range for this position is $64,345-87,055; Breakthrough Greater Boston makes an offer based on relevant years of experience and does not negotiate salaries.  HOW TO JOIN OUR TEAM If you are interested in learning more about how your passion and experience can help Breakthrough meet its mission and grow its impact, please submit your resume and a thoughtful and targeted cover letter outlining how your skills and experience meet the qualifications of the position and stating how you heard about this opportunity. Applications can be submitted to Jennifer Stange, Managing Director of Operations, at jobs@btgbmail.org .  

At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. The Program Lead for Americas - University Recruitment creates, delivers and manages a broad array of talent programs to attract, develop and retain the best leaders and engaged employees. Specific areas include diversity, talent management, performance management, career development, culture and engagement programs, succession planning, executive recruiting and slating, individual and organizational assessment, and executive coaching. Partners with HR and business leaders to align talent strategies to meet business, function and regional priorities. Designs and delivers global diversity initiatives. Analyzes performance, assessment and talent data. Unique mastery and recognized authority on relevant subject matter knowledge including technologies, theories and techniques. Contributes to the development of innovative principles and ideas. Successfully operates in the most complex disciplines, in which the company must operate to be successful. Provides highly innovative solutions. Leads large, cross-division functional teams or projects that affect the organization's long-term goals and objectives. May participate in cross-division, multi-function teams. Provides mentoring and guidance to lower level employees. Routinely exercises independent judgment in developing methods, techniques and criteria for achieving objectives. Develops strategy and sets functional policy and direction. Acts as a functional manager within area of expertise but does not manage other employees as a primary job function. Responsibilities: Maintains relationships with key leaders at the top of a business unit. Identifies recruitment and development program success criteria, designs program strategy, and establishes goals and metrics to measure performance. Develops change management strategy spanning across program offerings and facilitates/manages execution in the business. Communicates programs to senior leadership, organizes and participates in information summits, and oversees content updates in relevant portals. Assesses the ongoing effectiveness of a large and complex program including managing program costs and tracking key metrics. Refines strategies and develops new solutions to improve cost efficiency and ensure the program is delivering results that are aligned with the success criteria. Manages projects of high complexity that promote the effectiveness of programs. Evaluates major process improvement and strategic proposals from within the business and functions to determine enterprise-wide viability. Partner with recruitment vendor/RPO for regional recruitment strategy and activities - providing leadership, expertise and influence change Support recruitment related activities as needed Education and Experience Required: Bachelors Degree required; advanced degree preferred Typically 8+ years of experience in an HR function and/or a generalist role. Previous experience building and delivering complex programs (recruitment and development) to a large business, preferably global. Previous experience in recruitment program or recruitment process design Ability to travel up to 10% Knowledge and Skills: Excellent communication skills. Demonstrated success executing staffing programs in multiple businesses in which the company competes for talent Excellent project management and process development skills. Excellent business acumen. Excellent budget management and accounting skills. Capable of delivering a program to a large employee population.

Job Description At HPE, we bring together the brightest minds to create breakthrough technology solutions and advance the way people live and work. Our legacy inspires us as we forge ahead dedicated to helping our customers make their mark on the world.  We’re solving the world’s most complex challenges, and our people are at the forefront of progress. The Global Intern Program Manager drives the global strategic programs, policies, platforms, services, and tools that enable HPE to align staffing with the workforce plans. They will drive programs in areas such as Intern program management, university hiring, mentorship, and development. Additionally, they will support staffing and disengagement activity resulting from mergers, acquisitions, outsourcing and divestitures. They are responsible for designing and implementing attraction strategies and ensuring local practices are compliant with global/regional initiatives and legal requirements, and meet business priorities such as diversity objectives. Finally, they will develop and manage relationships with vendors and Global Business Services (GBS) organizations. Responsibilities: Provides the global framework for Intern Program Management; including overall experience, operations, programming/events, performance management, program(s) effectiveness and tools/technology Establishes and maintains relationships with key decision-makers within a business and region; develops relationships with key leaders at the top of a business unit. Drives the achievement of the hiring targets and conversions Supervises the beginning to end intern process and troubleshoots and manages any escalations to senior management. Provides senior level advice to hiring managers on the hiring process, and ensures that managers are in compliance with corporate and government policy. Manages vendor relationships and participates in the assessment of their performance; provides solutions for improving vendor relationships. Leads initiatives globally; may provide support on hiring initiatives that span across regions or businesses. Uses advanced business knowledge and subject matter expertise to design the hiring and talent attraction strategy. Assesses the efficiency of tools, identifies gaps and presents opportunities to management. Education and Experience Required: First level university degree; advanced university degree preferred. Typically 6-10 years of related experience. Previous program management experience; preferably with early career talent Knowledge and Skills: Excellent organization and time management Excellent communication skills with the ability to influence change Experience executing programs in multiple businesses in which the company competes for talent. Demonstrated experience to work collaboratively cross-region Good relationship management skills. Excellent project management and process development skills.