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Energy Northwest · 8 hours ago

HR Manager - Total Rewards

Richland, WA

Full-time

Onsite

Senior Level, Lead/Staff

$162K/yr - $243K/yr

8+ years exp

Energy Northwest is a company focused on delivering excellence in a fast-paced environment. They are seeking an HR Manager for Total Rewards to oversee compensation, benefits, payroll, and HRIS, ensuring competitive and sustainable practices while managing a collaborative HR team.

Electrical DistributionEnergyEnergy EfficiencyEnvironmental Engineering

Comp. & Benefits

Responsibilities

Provide leadership and oversight to the Compensation, Benefits, Payroll and HRIS programs and teammates, recognizing business needs may require changes in purview periodically amongst leaders

Prioritize, coordinate, and monitor work, demonstrating sensitivity to customer needs and effective issues resolution. Ensure compliance with Federal and State regulations

Demonstrate effective communication skills of all types (oral, written, performance management, public speaking, etc.)

Current purview includes, but is not limited to: COMPENSATION: Wage and salary programs (base pay, offers, adjustments, merit increases, general wage increase implementations), pay grade structure, position descriptions grading, short-term and long-term incentive plans, executive compensation, position benchmarking, FLSA, stipends, special pays, etc

BENEFITS: Medical, dental, vision, life, disability, FSA, FMLA, PFML, WA Cares Fund (long term care), VEBA (HRA), HSA, 401(k), 457(b), PERS (WA State pension), tuition reimbursement program, student loan repayment program, child care subsidy, etc. Responsible for oversight and administration of numerous employee recognition programs

PAYROLL: Payroll processing (biweekly) oversight for a highly complex pay and benefits structure, timesheet corrections, expense account reimbursements, travel authorizations, earnings codes set-up, personal time bank management, multi-state tax rules, quarterly payments, managing collective bargaining agreement payroll requirements, etc

HRIS: Oversee systems analysts responsible for the HR components of the Workday system. Manager and analysts deliver functional support, configuration changes, system upgrades & testing, report writing, job aids, legacy data from PeopleSoft system, exploration of system capabilities, etc

Manage performance of assigned staff in a leadership style which creates a solution-oriented, customer-service focused, collaborative team. This includes developing clear expectations, coordinating appropriate training, providing accurate/timely/constructive feedback, coaching and counseling for improved performance, establishing development plans to promote continual growth and learning, developing and monitoring knowledge transfer & retention programs for direct reports, providing recognition for high levels of performance, and completing performance appraisals

Maintain current knowledge of HR and industry regulatory requirements, best practices and trends via memberships, research, networking, benchmarking, and training/conference attendance. Ensure team’s desktop procedures are completed and current for all assigned areas. Consult with department director on recommendations related to direct reports, such as training, merit increases, promotions, hiring and termination recommendations

In cooperation with department director and peer leaders, assist with department initiatives in areas such as HR’s budget management, workforce planning, strategic planning, performance management, employee development, team building, etc

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

Serve as the primary staff liaison to the Executive Board HR-related committee. Present to the Executive Board and Board of Directors as needed (attendance at Board meetings typically requires travel at least a few times/year). Frequently meet with Executive Board members to develop meeting agendas, supporting documentation, and presentation materials and help co-lead meetings with committee chair

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

Complete special projects as assigned and periodically provide backup to HR department director on additional HR disciplines and 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

Qualification

Compensation managementBenefits administrationPayroll processingHRIS managementHR certificationsLeadership experienceTeam buildingPerformance managementStrategic planningEffective communication

Required

Bachelor's degree in Business Administration, Human Resources, Accounting, Finance, Organization Development, Information Technology or Social Science from an accredited college or university and eight years of professional exempt level experience in Human Resources to include at least three years management/supervisory experience

Experience at Energy Northwest in a related support function (IT Systems, Org Effectiveness/Development, Employee Concerns Program, Legal, etc.) may be considered in lieu of Human Resources experience

OR A high school diploma or GED and twelve years of professional exempt level experience in Human Resources to include at least three years management/supervisory experience