HR Manager - Total Rewards

GENERAL SUMMARY

Serve as part of a dynamic, collaborative, and solution-oriented HR leadership team focused on delivering excellence within a fast-paced and highly complex environment. Responsible for the planning, daily oversight, and performance of the Compensation, Benefits, Payroll and Human Resource Information System (HRIS) functional areas within the Human Resources (HR) department. This is both a strategic and tactical position of significant influence for maximizing the talent of a diverse and technical workforce. This manager is responsible for ensuring all of our compensation and benefits are competitive, sustainable, scalable, effectively implemented and managed, and support the strategic initiatives of the agency.

PRINCIPAL ACCOUNTABILITIES

RESPONSIBLE OVERSIGHT - MULTIPLE HR DISCIPLINES

- Provide leadership and oversight to the Compensation, Benefits, Payroll and HRIS programs and teammates, recognizing business needs may require changes in purview periodically amongst leaders.

- Prioritize, coordinate, and monitor work, demonstrating sensitivity to customer needs and effective issues resolution. Ensure compliance with Federal and State regulations.

- Demonstrate effective communication skills of all types (oral, written, performance management, public speaking, etc.).

- Current purview includes, but is not limited to:

COMPENSATION

: Wage and salary programs (base pay, offers, adjustments, merit increases, general wage increase implementations), pay grade structure, position descriptions grading, short-term and long-term incentive plans, executive compensation, position benchmarking, FLSA, stipends, special pays, etc.

BENEFITS

: Medical, dental, vision, life, disability, FSA, FMLA, PFML, WA Cares Fund (long term care), VEBA (HRA), HSA, 401(k), 457(b), PERS (WA State pension), tuition reimbursement program, student loan repayment program, child care subsidy, etc. Responsible for oversight and administration of numerous employee recognition programs.

PAYROLL

: Payroll processing (biweekly) oversight for a highly complex pay and benefits structure, timesheet corrections, expense account reimbursements, travel authorizations, earnings codes set-up, personal time bank management, multi-state tax rules, quarterly payments, managing collective bargaining agreement payroll requirements, etc.

HRIS

: Oversee systems analysts responsible for the HR components of the Workday system. Manager and analysts deliver functional support, configuration changes, system upgrades & testing, report writing, job aids, legacy data from PeopleSoft system, exploration of system capabilities, etc.

EFFECTIVE LEADERSHIP – HR TEAM

- Manage performance of assigned staff in a leadership style which creates a solution-oriented, customer-service focused, collaborative team. This includes developing clear expectations, coordinating appropriate training, providing accurate/timely/constructive feedback, coaching and counseling for improved performance, establishing development plans to promote continual growth and learning, developing and monitoring knowledge transfer & retention programs for direct reports, providing recognition for high levels of performance, and completing performance appraisals.

- Maintain current knowledge of HR and industry regulatory requirements, best practices and trends via memberships, research, networking, benchmarking, and training/conference attendance. Ensure team’s desktop procedures are completed and current for all assigned areas. Consult with department director on recommendations related to direct reports, such as training, merit increases, promotions, hiring and termination recommendations.

- In cooperation with department director and peer leaders, assist with department initiatives in areas such as HR’s budget management, workforce planning, strategic planning, performance management, employee development, team building, etc.

EFFECTIVE LEADERSHIP – KEY STAKEHOLDERS

- Agency Leaders:

Consult with various members of management, including senior and executive leaders, and present/communicate recommendations, processes, policies and/or program changes as appropriate. Work in a collaborative nature with other departments.

- Board Relations:

Serve as the primary staff liaison to the Executive Board HR-related committee. Present to the Executive Board and Board of Directors as needed (attendance at Board meetings typically requires travel at least a few times/year). Frequently meet with Executive Board members to develop meeting agendas, supporting documentation, and presentation materials and help co-lead meetings with committee chair.

- External Agencies:

Prepare, review, revise, and update assigned policies, procedures, and programs to ensure continual compliance with regulatory requirements and support of current business needs. Ensure team is reliable and accurate in supporting multiple audits and meeting with auditors.

OTHER DUTIES / ROLES AS ASSIGNED

- Complete special projects as assigned and periodically provide backup to HR department director on additional HR disciplines and business needs.

- Support emergency preparedness organizational efforts and serve in designated role for EN’s Emergency Response Organization (requires training and participation in response to drills or events).

- Serve in an outage and/or pre-outage role as needed to support EN’s refueling outages.

REQUIRED EDUCATION AND EXPERIENCE

Bachelor's degree in Business Administration, Human Resources, Accounting, Finance, Organization Development, Information Technology or Social Science from an accredited college or university and eight years of professional exempt level experience in Human Resources to include at least three years management/supervisory experience. Experience at Energy Northwest in a related support function (IT Systems, Org Effectiveness/Development, Employee Concerns Program, Legal, etc.) may be considered in lieu of Human Resources experience.

OR

A high school diploma or GED and twelve years of professional exempt level experience in Human Resources to include at least three years management/supervisory experience. Experience at Energy Northwest in a related support function (IT Systems, Org Effectiveness/Development, Employee Concerns Program, Legal, etc.) may be considered in lieu of Human Resources experience.

DESIRED EDUCATION AND EXPERIENCE

Any of the following are highly desired:

- Leadership and/or professional exempt-level experience in compensation and/or benefits administration.

- HR certifications (SPHR, PHR, SHRM-CP, SHRM-SCP, CEBS, CBP/Benefits, CCP/Compensation, FPC/Payroll, CPP/Payroll).

- Experience working with a Board of Directors, including presentations and board meeting preparations/facilitation.

- Master's Degree in Business Administration, Human Resources, Accounting, Finance, Organizational Development, or Social Science.

Pay Range

$162,274.00 - $243,412.00 Annual

Midpoint:

$202,843.00

Typically, selected candidates are hired between the minimum and midpoint of the range, based on applicable experience and qualifications, market rate, internal equity, and budgetary allowances.

Offers will be negotiated based on each candidate's qualifications.

Incentive Compensation

This role may be eligible to participate in our annual incentive plan. Incentives are earned based on employee performance against defined metrics and company goals.

Benefits

Energy Northwest (EN) offers a highly competitive and substantial benefits package which allows qualifying employees (and their families) to enroll in medical, dental, vision, and basic life insurance. Other voluntary benefits may include flexible spending accounts, tuition reimbursement, supplemental life insurances, credit monitoring, and identity theft insurance. EN offers three retirement programs to qualifying employees including a matching 401(k) deferred compensation plan, the Washington State Pension Plan (PERS), and a 457(b) savings plan. Qualifying employees will also accrue 160 hours of personal time per year and nine paid holidays throughout the calendar year.