Senior Director of Human Resources & People Operations

Note:

Current Employees must use the Workday Dashboard career section to apply for this position.

Employee Type:

Regular Department:

Human Resources Salary:

$137,910.76

• $172,624.97 Annually / $11,492.56
• $14,385.41 Monthly / $66.30
• $82.

99

Hourly Scheduled Weekly Hours:

40

Overtime Eligibile:

No Job Posting Date Range:

05/07/2026•

Until Filled Job Summary:

The Senior Director of Human Resources position is a strategic leader role that provides direction and vision to Talent/Culture Management, Employee & Labor Relations, Civil Services, Public Records, Parking, and Risk Management. Their role enables Spokane County to implement innovative organizational strategies, programs, and systems to attract, develop, engage, and retain a highly competent workforce while maintaining a safe work environment which is able to meet the demands of Spokane County and its constituents. This position is responsible for complex strategic, administrative, technical and professional work involved in directing, managing, supervising, and planning activities throughout the organization and services provided by departments which directly support employee engagement and retention. Responsible for providing leadership and guidance to the Senior Leadership Team, Spokane County departments, Elected Officials, outside agencies and the general public. Accountable for providing leadership and guidance to the professional and technical staff of the Human Resources Department as well as employee engagement focused departments in the administration, development, and delivery of comprehensive personnel, safety, compliance and related programs. Work is performed with considerable latitude for independent initiative and judgment under the administrative direction of the BOCC or designee.

Job Description:

ESSENTIAL JOB FUNCTIONS

Functions as a strategic business advisor to the BOCC, the Chief Executive Officer, elected and appointed officials on key personnel, labor relations, and management issues/actions/problems, risk mitigation, public records requests, recruiting and safety management; and provides sound and expert advice as to proper procedure, possible options and/or solutions. Provides expert guidance to other departments, the general public, and/or outside agencies; represent the Human Resources to the public, elected officials, other agencies, governments, and organizations including making presentations, participating in meetings, and conducting community outreach; act as representative on committees, interagency task forces, special projects, and other community outreach activities; respond and resolve confidential and sensitive inquiries; investigate complaints and recommend corrective actions. Supervises and directs the fiscal, personnel and other administrative functions of the departments directly related to the recruiting, engagement, retention, safety and compliance departments. Provides leadership, strategic direction and guidance to staff; advise on the more complex and sensitive concerns and issues. Models proactive, creative, strategic leadership utilizing a team approach. Ensures effective sharing of information and collaboration throughout the department. Leads and ensures the development and implementation of Department's goals, objectives and metrics directly support strategic initiatives established by the Senior Leadership Team, Elected Officials and Department leadership. Identifies opportunities for improvement, including ongoing review of policies, procedures, service delivery and performance; reviews with appropriate staff; and develops and implements operational and systems improvements to enhance effectiveness and efficiency which directly impact all Spokane County employees. Evaluates human capital plan and forecasts staffing needs and operational efficiencies. Prepares periodic reports to the Board of County Commissioners regarding departmental operations and programs. Selects, trains, motivates and evaluates employees; facilitates professional development opportunities and activities for staff; works with employees to correct deficiencies; and implements discipline and termination procedures as necessary. Oversees, manages and participates in the development, preparation and administration of the departmental budget(s); identifies resource needs; directs the forecasting of future costs; controls and monitors expenses; and ensures fiscal responsibility and implements budgetary adjustments as necessary. Develop justifications for budgetary recommendations and/or adjustments; participate in forecasting additional funds for staffing and resources; identify, obtain, and manage funding from grants and community partners; participate in the interpretation, negotiation, management, and enforcement of contracts; coordinate the finalization of budgets to ensure the timely submission of the department budget. Develops, implements, administers and monitors departmental and County-wide personnel policies/procedures relative to human resource functions and operations; and directs policy execution, and evaluates effectiveness. Advises Department Heads and Elected Officials throughout the County on the development of organizational changes impacting personnel issues, organizational development, staffing and work processes. Directs the employee benefit program including medical/dental negotiations and administration, deferred compensation and the administration/monitoring of FMLA, ADA, shared leave, and state retirement plans. Projects future costs and recommends resource needs/adjustments. Directs the development and implementation of Human Resources and Risk Management functions including recruitment and selection, Equal Employment Opportunity (EEO) plan, employee engagement and development, unemployment insurance, policy administration and compliance, performance management, workplace health and safety, risk pool, and workers compensation. Acts as Title VI Compliance Officer for Spokane County. Oversees the Americans with Disabilities Act program for Spokane County. Directs all investigations relating to EEO, OFCCP, Human Rights Commission, Title VI and any applicable local, state or federal law. Conducts/oversees the investigation and response to Whistleblower complaints, discrimination and harassment complaints as well as complaints issued with the OFCCP, EEOC, Human Rights Commission and other federal and state agencies. Responds appropriately to inquiries from the public/media regarding sensitive personnel issues. Directs the development and administration of a classification and compensation program which is current and responsive to the changes in organizational needs, occupational trends, labor market fluctuations, etc. Ensures the program complies with federal and state law. Oversees the County's labor relations program including the development and maintenance of labor relations policy and procedures, collective bargaining, contract negotiations and administration, and labor relations issues. Serves as the Hearing Officer for contract grievances. Directs the development and maintenance of all personnel records according to statute. Oversees the County's compensation and service awards programs. Directs/oversees the people, policy and logistics of the County parking program, and state mandated commute trip reduction program. Builds and maintains collaborative, transparent and trusting working relationships with other departments, agencies and the public. Performs other related duties as required/assigned.

EDUCATION AND EXPERIENCE REQUIREMENTS

Bachelor's degree from accredited college or university in business administration, public administration or related field. Ten (10) years of progressively responsible experience managing human resource programs and staff. Qualifying experience in public agency preferred. Prefer SPHR and/or

SHRM-SCP

certification.

KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge of the principles and practices of effective management, supervision, budgetary issues and labor relations. Knowledge of program development, execution, and evaluation as related to recruitment, personnel assessment, position classification, compensation, benefits, organizational design, employee engagement and development, EEO programs and labor relations. Knowledge of federal, state and local regulations governing Human Resource Department activities. Knowledge of collective bargaining processes and contract interpretation. Knowledge of current developments, trends and legal issues in the field of public personnel administration. Knowledge of workplace safety and workers compensation in the state of Washington. Knowledge of full business administration and organizational management. Skilled in communicating effectively both orally and in writing, sufficient to exchange or convey information and to give and receive work direction. Skilled in establishing and maintaining effective working relationships with employees, citizen groups, other Department Heads, Elected Officials, and County Commissioners. Ability to exercise professional leadership in planning, organizing and directing departmental operations and personnel. Ability to analyze departmental systems and operations, develop monitoring and measurement tools, effectively identify and initiate changes and improvements. Ability to read, interpret and apply a wide variety of laws, rules, regulations, contracts, policies and procedures pertaining to human resource functions. Ability to develop, prioritize, balance and execute long and short term strategic goals; develop related departmental projects, objectives and metrics; leverage resources and coordinate with internal and external partners to achieve departmental goals and metrics. Ability to prepare, present and administer departmental budget(s); effectively manage financial resources. Ability to understand the political environment and associated sensitivities; function effectively within that environment. Ability to remain objective in sensitive situations and maintain constructive working relationships while seeking conflict resolution. Ability to maintain confidentiality. Ability to appropriately respond to complex, confidential issues.

BEHAVIORAL STANDARDS

All County employees are responsible for contributing to a safe and positive work environment, actively demonstrating the County values in their daily work and interactions:

Respect:

Appreciating and valuing customers, other County employees and County leadership by showing courtesy, friendliness and fairness. Communicating in a productive and professional manner.

Accountability:

Honoring and delivering on commitments by taking responsibility for personal actions and results; being a responsible steward of public resources and the trust County residents have placed in each of us.

Integrity:

Modelling transparent and ethical behavior and demonstrating it with honest and trustworthy behaviors and actions; leading by example and performing work to the highest standards.

Innovation:

Striving for excellence by actively pursuing opportunities for new and improved methods, procedures or technologies; fostering an environment of engagement and empowerment and embracing continuous improvement.

WORKING CONDITIONS

The work environment is primarily inside, where the noise and temperature levels are moderate. To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described. As every duty associated with this position may not be described herein, employees may be required to perform duties not specifically spelled out in the job description, but which may reasonably be considered incidental in the performing of their duties as though they were included in this job description.

Total Compensation:

$176,526

• $220,960 Annually Total compensation is an estimate based upon base compensation, median retirement fund contributions, and current employer-paid health and related benefit contribution rates (including medical, dental, life insurance, long term disability, and leave).

The actual total will vary depending upon each employee's enrollment choices.