The Salvation Army is an inspiring place to work. With offices in every major US city and over 120 countries around the globe, it's a place where people can invest in people on every level. In the Northwest region of the US, we serve people with food to shelter opportunities and almost everything in between. We are committed to being an efficient and effective network of local offices that make up a huge western region team. In other words, we're committed to being big and small at the same time. That makes us a seriously great place to work. As one of the most impactful social service organizations in the world, we hire people who constantly seek new ways to keep us moving forward. We welcome you on finding your place to offer opportunities for people in need!

POSITION TITLE: Human Resources Manager

STATUS: Regular Full-Time, Exempt

Mission Statement:

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ to meet human needs in His name without discrimination.

Summary of Position:

The HR Manager will provide professional human resource services to employees including advice, assistance and follow-up on Salvation Army policies, procedures, and documentation at the Spokane Citadel Corps. The role participates in direct implementation of human resources policies, programs, and procedures and will coordinate the resolution of specific policy-related and procedural problems and inquiries. The role ensures strategic needs are followed and advises management and employees on all areas of HR, partnering with divisional HR as required.

The HR Manager administers and implements human resources (HR) policies, procedures and guidelines that follow Salvation Army polices, federal, state, and local requirements and which enhance and supports the culture of the Corps and directives on mission and goals. The position is responsible for all HR administration and directives covering administrative issues, employee and employment guidelines, administration of employee benefits and materials in association with divisional HR, training programs and administration of HR ensuring confidentiality and integrity. The employee must be able to exercise judgment and discretion in handling requests, often confidential, related to particular functions of the office. All Administrative and HR correspondence and issues must be managed in a confidential manner. The position requires that the employee have the ability to inter-relate with all levels of employees and staff in a professional and caring manner. The role advises manager and employees of HR and TSA policies, and seeks guidance and direction from Divisional HR.

Education and Experience:

• Bachelor’s degree in human resources, Business Management, or a related field plus 5+ years of experience preferred - High School graduate, required.
• Certified HR professional, senior professional preferred
• Three years of professional human resources experience or any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved.
• Prior experience leading multiple areas of HR management or a small HR team, required,

Knowledge, Skills and Abilities Required:

• Demonstrated knowledge and application of contemporary human resources principles practices and processes.
• Ability to maintain confidentiality and use of judgement and discretion.
• Ability to maintain confidentiality and security of all personnel, benefits, and HIPAA related items & issues.
• Manage multiple tasks, projects, and programs in an organized, efficient, and accurate manner.
• Exercise sound professional judgment and be self-directed and initiative-taking.
• Strong computer skills and experience with Microsoft Office programs, especially Word, Excel, and PowerPoint; computer-keyboarding skills at >50 wpm
• Demonstrate superior written and verbal communications skills.
• Demonstrate strong positive relational skills with administrators, co-workers, professional associates, volunteers, patrons, and customers and ability to interact effectively with a wide range of diverse individuals and personality types at the Corps, at divisional headquarters, and in the field and to be non-discriminatory toward any employee based on federal, state and local protected groups per law.
• Supervise staff members in an appropriate and ethical manner.
• Superior organizational skills, ability to manage a large volume of work with good attention to detail.
• Ability to work independently and as part of a team.
• Strong work ethic and demonstrated initiative and flexibility in meeting the needs of the position and department.
• Must have a valid WA state driver's license and be able to clear a Motor Vehicle Records check
• Solid working knowledge of state and federal regulations affecting human resources, including hiring practices, OFCCP compliance, records retention, and employment law.

Essential Responsibilities and Duties:

• Responsible for the management of various human resource activities including, but not limited to recruiting and hiring, employment, compensation, labor relations, monitoring and ensuring EEO and OFCCP compliance, training, development, assisting with implementation of the TSA safety program and reporting and employee performance management.
• Advise employees and management on policy and ensure proper steps are implemented; seek divisional HR guidance on complex issues, questions, or interpretation.

Recruiting and Hiring:

• Provide guidance in job description development and modifications.
• Lead creation and instruction of clear recruiting, onboarding, and training practices for Hiring Managers
• Deliver exciting recruiting strategies while collaborating and increasing partnerships across the service region.
• Pre-screen candidates to determine their qualifications and capabilities.
• Prepare interview questions for all levels of positions.
• Conduct reference checks.
• Develop and maintain relationships with employment agencies, universities, and other recruitment sources.
• Provide information and consultation regarding employment issues, e.g., transfers, promotion/ demotion, reduction-in-force, placement, independent contractor status, etc.
• Work with HR Specialists to review references of applicants for child serving positions as needed.
• Support HR Generalists and HR Assistant by assisting with the processing of criminal background checks and run TSA Central Registry and NSOPW checks for applicable employees and volunteers, notifying managers of applicants cleared through background screenings when needed.

Employment, Performance and Labor Relations Management

• Advise managers and supervisors on classification/compensation options available.
• Obtain medical and dental application/waiver/authorization/deduction forms from new employees and those employees whose status has changed from part-time to full-time, thus making them eligible for full-time benefits; assist with benefits enrollment as requested.
• Review final payroll for the Spokane Citadel Corps for accuracy. Conduct annual local fund-raising program, the Kettle Season, payroll and hiring and I-9 training, as needed.
• Monitor employee performance standards and implement corrective action steps per TSA policy and guidelines; coordinate with divisional HR as required for complex issues and employment separations.
• Process Spokane Corps HR/personnel items through TSA’s HRIS, applicant tracking system and internal approval system, ensuring the accuracy and timeliness of all items processed.
• Provide advice, assistance and follow-up on company policies, procedures, and documentation.
• Advise managers, supervisors, and employees on human resources, EEO, and Affirmative Action (AA) policies to ensure compliance.
• Maintain all EEO/OFCCP compliance information.
• As directed, review Affirmative Action program elements with local managers, supervisors, and employees, and implement strategies in coordination with divisional HR.
• Oversee State and Federal safety guidelines are followed locally in all programs according to regulations.
• Assist departments with personnel/payroll related inquiries; advises and assists on current departmental HR procedures related to employee records; coordinates activities and acts as liaison between departments and central HR staff.
• Manage the local driver program including training, upkeep of certifications and renewals, including Commercial Driver Licensed employee drivers.
• Maintain accurate HR files and records for employees per retention policies.
• Support the TSA safety program, track and report on local employment work-related injuries, illnesses or near misses per policy and support divisional safety initiatives.
• Prepare HR reports and other reports as needed.
• Prepare for audits and provide information to Finance Department and Auditors as requested.
• Visit various local locations, attend meetings, and other work-related tasks which may require driving.
• Attend required meetings.
• Function as HR department point of contact in coordination with Corps management.
• Perform any other work-related duties as assigned.

HR Department Management:

• Directly supervise the HR department employees which may include a HR Generalist/Recruiter, part time assistant and occasional seasonal, or agency temporary employees.
• Provide training to direct reports and ensure adherence to TSA policy and programs, including performance management.
• Train new HR staff in using Sterling, UltiPro, Kettle software, and other HR related programs Train new HR staff in using UltiPro, TSAMM, and other HR related programs.

Supervision:

• Direct supervision by the Spokane Citadel Corps Director of Business and Operations.

Physical Requirements:

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead.
• Ability to operate telephone.
• Ability to operate a desktop or laptop computer.
• Ability to lift up to 25 lbs. (usually file boxes)
• Ability to access and produce information from a computer.
• Ability to understand written information.

Work Environment:

• Work is typically performed in a normal office environment where there are little or no physical discomforts associated with changes in weather or discomfort associated without noise, dust, dirt and similar. The service providing areas may generate exposure from time to time with bloodborne pathogens or other potential infectious materials.
• Work Schedule / Location: Monday through Friday; in-person. Some local travel is required.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.

The Salvation Army reserves the right to reassign, review the job or to require that different or additional tasks be performed based on the organization’s need or when circumstances change.

Benefits and Professional Development:

For more information, please visit The Salvation Army's website, https://westernusa.salvationarmy.org/.

The information in this job description indicates the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory or all duties.

Responsibilities and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description. Reasonable accommodations will be made to enable qualified individuals with disabilities to perform the essential functions of this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by management.

A generous benefits package is included with full-time positions: paid holidays, vacation time, sick time, and medical, vision, and dental insurance.

Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.

Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.

Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.

Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.

Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months’ service time.

Paid Vacation:

• Two weeks annually, accruing from day one, for non-exempt positions.
• Four weeks annually, accruing from day one, for exempt positions.
• Accrued vacation is eligible for use after six months’ service time.

Paid Holidays: 13 designated holidays + 1 floating holiday per year

“The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.”

The Salvation Army is an Equal Opportunity Employer: Minorities/Women/Veterans/Disabled.

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)