Vice president of human resources Jobs in Tacoma, WA

Human Resources Manager

We're looking for a skilled Human Resources leader to help support and retain a mission-driven workforce at a local health department. Do you excel at building healthy organizational cultures, leading workforce development initiatives, partnering with others to improve policies, and mentoring HR team members? Are you comfortable using data to drive decisions and improvements? Can you commit to the Department's mission, vision, and core values? If you've answered yes to these questions, we encourage you to apply for our Human Resources Manager role.

*This position will be open until filled. First review of applications is 5/10/2026*

This is a pivotal role in fostering a positive organizational culture at the Tacoma-Pierce County Health Department while ensuring HR operations run smoothly. This position is responsible for managing comprehensive day-to-day HR functions, including recruitment, onboarding, employee relations, classification/compensation, employee performance management, training/organizational development, benefits administration, safety/risk management, policy development, and compliance with labor laws. The HR Manager supports multiple strategic priorities and objectives related to workforce development, employee morale, and policy development. This role requires strong interpersonal skills, a solid understanding of HR best practices, and the ability to balance strategic thinking with hands-on execution in a fast-paced environment.

This position helps the Department achieve its current strategic measures to improve employee morale, increase the percent of staff who receive an annual performance evaluation, increase training for supervisors/managers, start a formal mentorship program, and other actions to improve the Department's organizational culture. Only candidates who are authorized to work in the U.S. will be accepted. We are unable to sponsor visas at this time.

Examples of Key Duties

• Manages the Department's HR functions, including employee relations, recruitment and selection, employee recognition and retention, payroll, claims, risk management, safety, workers compensation, training, labor relations, classification and compensation, job audits and analysis, benefits administration, leave administration, personnel transactions and data management (HRIS), workforce planning, and other HR work.
• Manages and develops the activities of HR staff and direct reports including hiring, training, coaching, performance evaluations, and disciplinary actions.
• Consistently interprets union contracts, federal and state laws, rules, regulations, policies, and procedures and ensures consistent application and compliance throughout the Department.
• Manages risk management functions including agency liability insurance coverage, insurance and tort claims management, safety, workers compensation, and self-insurance. Manages the employee safety program including incident tracking, analysis and safety training.
• Oversees the training of managers and supervisors regarding HR and labor relations laws, issues, policies, strategies, guidelines, and issues.
• Develops and implements the HR budget, including authorizing and monitoring expenses and forecast personnel requirements.
• Manages the development and maintenance of a position classification system responsive to the changing needs of the Department that properly reflects the duties and responsibilities of the various classifications.
• Develops and maintains a compensation plan consistent with federal and state equal pay statutes to attract and retain highly skilled employees.
• Advises managers, supervisors and employees on interpretation and application of personnel policies, procedures, and practices.
• Oversees or performs conflict resolution services for managers and employees. Manages investigations, grievances, and WSHRC and EEO complaints.
• Directs the creation and maintenance of a legally compliant HR file system that follows HR best practices and record retention policies.
• Develops annual and long-term goals, objectives, strategies, and work plans for the HR program.
• Represents the Department's interests in labor negotiation, contract administration, litigation or administrative proceedings, grievance hearings, arbitrations, and WHRC and EEO complaints, participating in collective bargaining and labor relations as directed.
• Participates as an active member of the Department's Management Team.
• Develops structures to evaluate and shape employee job performance, including identifying expected competencies. Oversees the Department's performance evaluation program.
• Works with directors, managers, and supervisors to identify and address personnel challenges and opportunities.
• Prepares and maintains operational policies and procedures related to HR functions; actively participates in Department's Policy Committee.
• Evaluates the effectiveness of existing policies, processes, and strategies to facilitate and improve HR operations.
• Works on special projects assigned by executive leadership.
• The work you do might require you to participate in the Title XIX Medicaid Claiming Program.
• Performs other duties as assigned.

Safety & Emergency Preparedness

• Adheres to all workplace and trade safety laws, regulations, standards, and practices.
• Understands and properly follows established procedures in preventing and responding to unsafe or emergency situations. Identifies and reports potentially unsafe practices or conditions.
• Operates equipment, tools, machinery, and vehicles safely and understands processes for reporting an accident or injury.
• Understands and applies knowledge and skills necessary to successfully perform assigned emergency response role during an emergency.

When public health responds to an emergency, you may be assigned duties and responsibilities that are outside your regular job description. This may involve responding at any time and reporting to a location other than the department with different working conditions and physical requirements. You are expected to participate in emergency preparedness activities including our emergency notification system, WA SECURES. Drills and real-world events may take place at any time.

What You Bring to the Table

• Broad knowledge of the following HR functional areas:
• Recruitment and selection.
• Classification and compensation.
• Benefits and employee wellness administration.
• Leave administration and reasonable accommodation.
• Payroll, HRIS maintenance, and report writing.
• Labor & employee relations.
• Training.
• Policy & procedure development.
• Intermediate knowledge of standard Microsoft Office programs, financial management software, and timekeeping systems.
• Intermediate to advanced knowledge of the following software: HRIS, applicant tracking, and training systems.
• Advanced knowledge of federal, state, and local laws and regulations affecting human resource administration.
• Advanced knowledge of employee relations best practices and current trends.
• Ability to learn and apply the terms of union contracts and Department personnel policies.
• Ability to analyze data for creation of reports, spreadsheets, and/or databases.
• Ability to analyze agency training/development needs, evaluate alternative solutions, and make recommendations to executive leadership.
• Basic math skills.
• Knowledge of record-keeping principles and practices.
• Strong attention to detail, accuracy, and proof-reading skills.
• Strong organization skills.
• Skilled in giving presentations and instruction to adult learners and group facilitation.
• Knowledge of adult learning theory, concepts, and principles.
• Knowledge of the practices, principles, and methods of learning needs assessments including gap analysis.
• Knowledge of compensation philosophies, internal/external benchmarking, and position analysis.
• Skilled in the principles, techniques, and methods of personnel administration including recruitment and selection, compensation, educational and training programs, benefits, evaluation processes, and conflict resolution.
• Knowledge of principles and practices of program management including planning, development, monitoring, evaluation, and administration.
• Skilled in coaching, mentoring, training, and educational outreach.
• Skilled in communication:
• Listens to others and communicates in an effective manner.
• Asks questions in ways that enhance the clarity, quality, and reliability of information.
• Understands and learns from what others say, attends to nonverbal cues, and responds appropriately.
• Grasps the meaning of written information and applies it to work situations.
• Conveys ideas and facts using language the audience will best understand, taking into consideration the audience and nature of the information.
• Writes in a clear, concise, and organized manner for the intended audience.

Foundational Competencies

• Knowing and managing oneself: Understands that all equity, trauma-informed, and restorative practices start with oneself. Exercises a high degree of self-reflection, personal accountability, resilience, flexibility, and adaptability. Is willing to learn, apply, and model agency values and ethical standards.
• Restorative practices and conflict resolution: Articulates through words and actions authentic commitment to create an environment in which all people are treated with dignity and respect and afforded equal opportunities and impartial treatment. Centers work inequity and trauma informed and