Manager 1 – Talent and Workforce Compliance

City of Seattle•Seattle, WA

About The Position

Seattle Parks and Recreation (SPR) is seeking a Talent and Workforce Compliance Manager for its Human Resources Division. The division centers its work on equitable and anti-racist practices and on fostering a workplace culture where employees can do their best work through engagement, support, and belonging. The manager will lead best-practice recruitment strategies that meet business objectives and bring top talent to SPR, with a strong focus on inclusion, equity, diversity, and social justice. The role also leads compliance strategies for temporary employment, position descriptions, and Workday maintenance. The successful candidate will establish and reinforce effective recruiting processes and standards, build strong relationships with internal client groups, and contribute to compliant, high-quality HR processes. The position reports to the Human Resources Director. This position is a member of the Human Resources Leadership Team and collaborates with its members to provide strategic direction to the division. It develops subject-matter expertise in SPR business processes, systems, and products; supports HR service and improvement goals; assists the Human Resources Director with HR programs, policies, and procedures; and ensures adherence to applicable laws, regulations, City policies, and ethical standards.

Requirements

Bachelor's degree, or an equivalent background provided by a combination of education, training, and/or experience.
Five or more years of full-lifecycle recruiting experience in a public-sector or corporate environment.
Two or more years leading others in HR service delivery and/or consulting.
One or more years of experience matrix-managing talent acquisition resources.
Proficiency with and experience implementing Applicant Tracking and Human Capital Management systems.
Experience sourcing, identifying, attracting, and securing talent through traditional and/or passive (creative) recruiting methods.
Knowledge of employment laws such as ERISA, ADA, and other federal and state laws covering discrimination and equal employment opportunity.
Ability to maintain confidentiality.
Customer-service orientation and ability to communicate effectively and work with individuals at all organizational levels.
Ability to juggle multiple priorities and meet deadlines.
Ability to work independently, be proactive, solve problems, and take initiative, as well as contribute to a team environment.

Nice To Haves

Self-starter mentality and comfort with ambiguity, limited direction, and establishing something from nothing.
Creativity, persistence, confidence, and a growth mindset.

Responsibilities

Provide leadership, coaching, development, and KPI direction to Talent Specialists.
Build adoption of standardized, scalable hiring processes and advise, coach, train, and serve hiring managers.
Develop and execute end-to-end candidate experience practices for sourcing, screening, interviewing, selection, and onboarding, with auditing and process-improvement systems.
Build relationships with SPR leadership and HR and provide strategic input on talent acquisition, retention strategies and trends, and recruitment marketing.
Lead recruitment for Director-level positions and above.
Develop and deliver department-wide training for hiring managers on effective and equitable hiring practices, including job descriptions, interview questions, hiring panels, and welcoming interview environments.
Oversee administration of the NeoGov Applicant Tracking System and work with the HR Management Analyst on recruitment and hiring-demographic metrics.
Identify long-term sourcing pipelines through community resources and local and national university relationships and engagements.
Oversee temporary-position hiring and compliance with applicable standards and laws.
Collaborate with interdepartmental and City HR Talent teams to create and implement City-wide processes.
Administer and oversee Workday HRIS modules, maintaining functionality and upkeep.
Work with Human Resources, Payroll, and Information Technology to ensure data quality and integrity, maintain system functionality, and upgrade software as needed.
Lead the Position Description Questionnaire process and department position management.
Ensure equal employment opportunity and affirmative-action principles and practices are represented in the work.
Prepare reports using spreadsheet and graphic software, and compile employee statistics in response to requests and inquiries.
Ensure annual reporting requirements for government and business agencies are completed, including EEO-1 reporting.
Provide timely monthly, quarterly, and annual management reports, including agency and HR performance scorecards.
Ensure accurate and complete onboarding and offboarding transactions.
Participate in the HR Leadership Team and collaborate on strategic direction for the division.
Develop expertise in SPR business processes, systems, and products to represent the department and support growth objectives.
Provide customer service as an HR team member and continuously improve service to support HR goals and mission.
Maintain working relationships with departments to improve customer service and quality.
Assist the Human Resources Director in administering, monitoring, and improving HR programs and activities and developing and implementing HR policies and procedures.
Stay current with applicable federal, state, local, and City of Seattle laws, regulations, and policies.
Matrix-manage HR Talent Acquisition members into a cohesive team, providing leadership, professional development, and cross-training to support timely service and product delivery.
Enforce HR ethical standards and ensure openness, fairness, and consistency in applying HR policies.
Maintain technical expertise in employment and labor laws, regulations, and rules, and interpret, comply with, and administer applicable requirements.