HR GENERALIST/MANAGER

Acres of Diamonds•Duvall, WA

12h•$35 - $40

About The Position

The HR Generalist / HR Manager serves as the primary Human Resources resource for Acres of Diamonds, overseeing day-to-day HR operations and partnering with the Director of Administration and organizational leaders to support employees, strengthen HR practices, and foster a healthy, mission-aligned workplace culture. The position may be filled at either the HR Generalist or HR Manager level, depending on the candidate's experience, qualifications, and ability to independently lead HR functions. A Generalist primarily manages day-to-day HR operations, while a manager-level candidate takes on greater responsibility for HR strategy, complex employee relations, organizational development, and advising leadership. At the HR Manager level, the role additionally serves as the organization's primary HR subject-matter resource and strategic HR partner to the Director of Administration and leadership. This includes leading complex employee relations matters, advising leaders on workforce and organizational decisions, identifying HR risks, developing HR programs and policies, strengthening manager capabilities, and helping establish longer-term HR priorities.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
At least 3 years of progressively responsible HR experience for consideration at the HR Generalist level.
At least 5 years of progressively responsible HR experience, including significant ownership of HR functions and experience advising leaders, for consideration at the HR Manager level.
Experience across multiple HR disciplines, including recruiting, employee relations, performance management, benefits, leave, compensation, and compliance.
Working knowledge of federal and Washington State employment laws and HR best practices.
Strong judgment and the ability to handle sensitive and confidential matters appropriately.
Excellent written, verbal, organizational, and relationship-building skills.
Ability to work independently, manage competing priorities, and appropriately navigate complex HR situations.
Experience working with HRIS software, including experience managing Applicant Tracking Systems.

Nice To Haves

HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience managing or administering payroll.
Experience providing coaching directly to managers in supporting their teams.

Responsibilities

Manage HR processes throughout the employee lifecycle, including recruiting, onboarding, employee changes, benefits, leave, performance management, and separations.
Lead full-cycle recruitment, including job descriptions, postings, candidate screening, interviews, reference checks, offers, and onboarding.
Serve as a trusted HR resource to employees and supervisors regarding policies, workplace expectations, performance, and employee relations.
Guide managers through coaching, corrective action, performance improvement, investigations, and employee separations.
Coordinate the performance review process and help supervisors establish clear expectations and provide effective employee feedback.
Administer employee benefits and leave programs and serve as a resource for employee questions.
Support compensation practices, including salary ranges, market research, hiring recommendations, wage adjustments, promotions, and internal equity.
Maintain accurate and confidential personnel records and HR documentation.
Develop, review, and update HR policies, procedures, job descriptions, forms, and practices.
Maintain current knowledge of federal, Washington State, and applicable local employment requirements and ensure HR practices remain compliant.
Coordinate required employee training and support workplace safety and compliance initiatives.
Support employee engagement, recognition, retention, and organizational culture efforts.
Identify opportunities to improve HR processes, systems, and the overall employee experience.
At the HR Manager level, lead complex employee relations matters, advise leaders on workforce and organizational decisions, identify HR risks, develop HR programs and policies, strengthen manager capabilities, and help establish longer-term HR priorities.