Career Opportunities

Title: Human Resources Director

Company: Energy Northwest

Minimum Salary: $221,005.00

Maximum Salary: $331,508.00

Link to apply: Human Resources Director

Job Description:

GENERAL SUMMARY

Lead a dynamic, collaborative, and solution-oriented HR leadership team focused on delivering excellence within a fast-paced and highly complex environment. Responsible for the leadership, direction, oversight, and alignment of all human resource strategies, programs, and policies in support of strategic plan and business objectives and compliance with regulatory requirements. Manages labor relations, employee relations, talent acquisition/ staffing, compensation, benefits, EEO, affirmative action, HR information systems, and leadership training & development. Consults with management and staff at all levels on human resource matters and ensures the HR department provides excellence in customer service and a solution-oriented approach. Provide strategic HR consultation to executive leadership on emerging workforce risks, organizational readiness, talent trends, and long-term HR capabilities.

PRINCIPAL ACCOUNTABILITIES

EXCELLENCE IN LEADERSHIP – HR DEPARTMENT:

Establish human resource strategies and action plans that attract, develop, and retain a high performing diverse workforce in support of business objectives. Manage the operations of the Human Resources Department in a way that delivers performance excellence and results, including effective customer service, solution-oriented approaches, program administration, compliance, and budget management. Participate in special assignments and provide human resources leadership in various forums (e.g., committees, management meetings).
Effectively performance manage the human resources staff by providing clear expectations, timely feedback, coaching, and a learning environment conducive to high productivity, strong customer service, a solution-oriented approach to supporting the agency, and development of a proficient HR staff. Ensure HR teammates utilize industry best practices and benchmarking, appropriate use of Artificial Intelligence (AI) and other technologies, and internal partnering to deliver excellence in support and results.
Serve as chair on the HR Committee to the Senior Leadership Team. Maintain appropriate and value-added agenda content for this monthly core business meeting.
Ensure policies, programs, and training courses comply with state and federal regulations and pertinent case law (e.g., FLSA, PERC, ADA, FMLA/PFML, EEO, etc.).
Prioritize, coordinate, and monitor work, demonstrating sensitivity to customer needs and effective issues resolution.
Demonstrate effective communication skills of all types (oral, written, performance management, public speaking, etc.).

EXCELLENCE IN 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 on the Executive Board’s HR-related committee and provide excellence in support. Present to the Executive Board and Board of Directors as needed (attendance at Board meetings typically requires travel at least a few times/year). Serve as the primary back-up to HR Manager-Total Rewards staff liaison role.
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. Frequently meet with and be interviewed on HR programs and practices by industry experts, auditors, etc.

OVERSIGHT – HR LEADERSHIP TEAM DISCIPLINES:

HR Business Partners/Employee Relations and Labor Relations:

Promote an environment that fosters healthy labor relations and proactive assistance for the agency’s employee relations and other HR support needs. Provide oversight and support to the HR Manager-Labor/Employee relations in managing the negotiation of collective bargaining agreements and grievances, using the principles of interest-based bargaining. Provide avenues for resolving work related and personal issues through internal problem resolution mechanisms and external professional assistance.
Total Rewards & HR Information System:

Provide oversight and support to the HR Manager – Total Rewards on the development and maintenance of a total rewards philosophy, practices and programs that result in competitive, rewarding, and cost- effective salaries, benefits, recognition programs and incentive compensation. Ensure the HR team implements and maintains best practice HR information systems that result in reliable, efficient, and user-friendly processes and data.
Talent Acquisition:

Develop and maintain talent acquisition and workforce planning strategies that result in highly qualified and diverse applicant pools. Oversee and support the HR Supervisor-Talent Acquisition in managing the requisition, screening, and selection process. Promote and administer a compliant affirmative action plan. Provide effective workforce planning processes and key performance indicators (e.g., workforce dashboards, metrics, and reporting).
Leadership Training & Development:

Lead a team responsible for coordinating world-class leadership training and development programs. EN’s leadership training & development courses, programs and tools should serve as a catalyst for developing effective, knowledgeable and proficient leaders. Appropriately partner and collaborate with other EN organizations and leaders on the maintenance and delivery of leadership training and development programs.
OTHER DUTIES / ROLES AS ASSIGNED

Complete special projects as assigned and periodically provide backup to SVP/CAO on additional 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.
Oversee continuous improvement initiatives aimed at optimizing HR operational effectiveness.
REQUIRED EDUCATION AND EXPERIENCE

Bachelor’s degree in Business Administration, Human Resource Management or related field from an accredited college or university and twelve years of exempt level experience in human resources, five of which must be in management. (Up to five of the twelve years can be in a related field such as organizational development, employee concerns or legal services);

OR in lieu of degree, twenty years of exempt level experience in human resources or a related field, five of which must be in management.

Pay Range

$221,005.00 - $331,508.00 Annual

Midpoint: $276,256.50

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) provides a phenomenal benefits package. Washington State also has no state income tax, and the Tri-Cities provides a cost-of-living lower than the national average.

EN offers substantial retirement benefits through three retirement programs including the Washington State Public Employees' Retirement System pension plan (PERS), a 401(k) savings plan with an employer match component, and a 457(b) savings plan. EN also offers multiple options for medical, dental, vision, disability and life insurance coverage. Other voluntary benefits may include flexible spending accounts (FSAs), tuition reimbursement, student loan repayment, childcare subsides, health reimbursement arrangement (HRA VEBA), health savings account (HSA), supplemental life insurances, credit monitoring/identity theft insurance, and more! Qualifying employees will typically start a personal time accrual rate of 160 hours per year and EN provides nine paid holidays throughout the Calander year; personal time accruals grow significantly at various service intervals.

Columbia Ability Alliance (CAA) is a nonprofit organization dedicated to empowering individuals with disabilities through employment services, training programs, and community-based support. Our work creates opportunities for meaningful employment and greater independence for the people we serve.

We are seeking a detail-oriented and organized Executive & HR Administrative Assistant to provide executive, administrative, and HR support to the CEO and Human Resources Manager. This role is an important part of supporting effective day-to-day operations and providing responsive service to leaders and employees across the organization.

Job Summary
The Executive & HR Administrative Assistant has primary responsibility for providing professional, responsive front-office coverage and serves as a welcoming first point of contact for clients, visitors, callers, and community members. The position also provides core administrative support to the Chief Executive Officer (CEO), Board of Directors, and Human Resources Manager, with work prioritized according to immediate operational needs, fixed deadlines, and direction from the Human Resources Manager.

This position requires a proactive, organized, and highly professional individual who can balance responsive service with focused project work, maintain confidential information, communicate effectively with internal and external stakeholders, track commitments and deadlines, and exercise sound judgment in coordinating administrative and operational activities.

The Executive & HR Administrative Assistant supports CAA's mission by contributing to executive effectiveness, effective HR operations, clear communication, efficient organizational processes, and a positive experience for clients, visitors, employees, and community partners.

Reporting Relationship

Reports directly to the Human Resources Manager, who establishes overall work priorities, and provides administrative support to the CEO and Board of Directors. The employee manages routine work independently and promptly raises competing commitments or unclear priorities to the Human Resources Manager. When a conflict involves a CEO or Board request, the employee identifies that fact so the Human Resources Manager and CEO can align priorities as appropriate.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Role Structure and Prioritization:

Front-office and stakeholder support is the position's primary responsibility. CEO, Board, and HR administrative support are core responsibilities and are prioritized according to immediate needs, fixed deadlines, organizational risk, and direction from the Human Resources Manager. The employee should acknowledge requests, clarify expected outcomes and deadlines, maintain one consolidated system for assignments and follow-up, communicate conflicts or delays before deadlines are missed, and return to planned work after interruptions.

Primary Responsibility - Front Office and Stakeholder Support:

Serve as a professional and welcoming first point of contact for clients, visitors, and members of the public.
Answer, screen, and appropriately route incoming telephone calls and respond to routine inquiries.
Assist clients and visitors by providing general information and connecting them with the appropriate staff member or resource.
Coordinate front-office coverage to help ensure consistent support for clients and visitors during regular business hours.
Provide general administrative and project support as assigned, subject to established front-office, CEO, Board, and HR priorities.
Core Responsibility - CEO Administrative Support:

Manage and coordinate the CEO's calendar, including scheduling meetings and maintaining appropriate time for organizational priorities.
Coordinate meetings and appointments, including confirming logistics and preparing or distributing agendas and supporting materials as appropriate.
Draft, format, and prepare correspondence, presentations, talking points, and other materials for CEO review.
Monitor important deadlines, commitments, and follow-up items and provide reminders or administrative support to facilitate timely completion.
Coordinate communications and requests directed to the CEO, assess urgency and applicable deadlines, ensure timely follow-up, and promptly raise competing priorities to the Human Resources Manager for direction.
Provide administrative and project support that helps improve executive workflow and organizational effectiveness.
Core Responsibility - Board of Directors Support:

Coordinate and maintain the annual Board of Directors and committee meeting calendar.
Prepare, compile, and distribute Board and committee meeting materials in accordance with established timelines.
Attend Board and committee meetings as assigned; prepare accurate meeting minutes, document motions and key decisions, and track follow-up action items.
Coordinate Board communications, meeting logistics, and related administrative activities.
Assist with meeting arrangements, including building access, technology and virtual meeting setup, and other participant needs.
Core Responsibility - Human Resources Administrative Support:

Serve as the initial point of contact for routine HR administrative requests, provide established information, and promptly refer policy, employee-relations, eligibility, complaint, or exception matters to the Human Resources Manager.
Provide recruitment coordination by posting approved job announcements, conducting initial outreach or structured prescreening, scheduling interviews, and maintaining applicant documentation.
Coordinate pre-employment and onboarding logistics, including background checks, drug screenings, new-hire documentation, system access, orientation scheduling, and required follow-up.
Provide administrative support for benefits and leave processes by distributing approved information, assisting with forms and enrollment, tracking dates and documentation, maintaining records, and referring interpretive or eligibility questions to the Human Resources Manager.
Maintain routine employee records, HRIS information, calendars, reminders, training records, and the BambooHR resource library in accordance with established procedures.
Compile workforce data and supporting documentation for reports, audits, and compliance activities prepared, reviewed, or approved by the Human Resources Manager.
Provide scheduling, logistical, document-preparation, and communication support for employee engagement, training, safety, and other HR initiatives led by the Human Resources Manager.
Additional Responsibility - Technology and Process Improvement:

Provide administrative coordination for designated technology platforms and external IT vendors, including routing requests, tracking resolution, coordinating access, and supporting user communication.
Utilize organizational technology and administrative systems to support effective communication, scheduling, document management, and workflow coordination.
Maintain proficiency in Microsoft Office Suite, Outlook, Teams, virtual meeting platforms, and other technology tools relevant to the position.
Identify opportunities to improve administrative processes, workflow efficiency, and the effective use of technology.
Assist with designated technology-platform implementation and administration as assigned, subject to the position's primary front-office and core administrative responsibilities.

QUALIFICATIONS

Education and Experience:

Associate's or Bachelor's degree in Business Administration, Human Resources, or a related field preferred; equivalent combination of education, training, and relevant experience may be considered.
Minimum of two years of progressively responsible administrative experience supporting executive leadership, human resources, or a combination of related functions.
Experience supporting a nonprofit organization, executive leadership team, or Board of Directors is preferred.
Skills and Competencies:

Strong interpersonal, written, and verbal communication skills.
Demonstrated ability to manage confidential and sensitive information with integrity, discretion, and professionalism.
Strong organizational skills with the ability to manage multiple priorities, deadlines, and competing responsibilities.
Excellent attention to detail and commitment to accuracy and follow-through.
Ability to work independently while maintaining regular communication and alignment with leadership.
Demonstrated ability to exercise sound judgment and recognize when to seek guidance or escalate an issue.
Strong customer service skills and the ability to interact professionally with employees, clients, visitors, Board members, community partners, and other stakeholders.
Proficiency in Microsoft Office Suite, HRIS platforms, virtual meeting tools, and other relevant technology.
Ability to adapt to changing organizational needs and support a variety of projects and initiatives.
Physical Requirements

Sedentary Work: Primarily seated work using a computer and standard office equipment.
Repetitive Motion: Frequent use of hands and fingers for typing and other office tasks.
Visual and Auditory: Ability to read documents and communicate effectively in person, by phone, and virtually.
Physical Exertion: Occasionally lift or move office materials up to 10 pounds.
Mental Requirements: Ability to maintain attention to detail, manage multiple priorities, and handle confidential information.

Benefits

Full-time employees working at least 30 hours per week are eligible to enroll in medical, dental, vision, and life insurance benefits after 60 days of employment. Full-time employees also accrue vacation and sick leave in accordance with applicable policies. Participation in our 401(k) retirement plan is available after one year of continuous service and at least 1,000 hours worked during the applicable eligibility period.

Equal Employment Opportunity & Reasonable Accommodation

Columbia Ability Alliance is an equal opportunity employer committed to providing equal employment opportunities to all qualified individuals. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable federal, state, or local law.

Columbia Ability Alliance is committed to providing reasonable accommodations to qualified individuals with disabilities throughout the application and employment process. Individuals who require a reasonable accommodation to participate in the application or interview process are encouraged to contact Human Resources.

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