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GENERAL SUMMARY

Responsible for the planning, daily oversight, and performance of the Compensation, Benefits, Payroll and Human Resource Information System (HRIS) functional areas within the Human Resources (HR) department. This position provides oversight to day-to-day assignments within the respective areas. This is a strategic and tactical position of significant influence for maximizing the talent of a diverse and technical workforce. The Manager is responsible for ensuring all of our reward programs, including Benefits, Compensation, and HRIS systems are competitive, sustainable, scalable, and have an impact on the long and short term performance of the agency. Manager is also responsible for ensuring Payroll processing is on-time, accurate and service-oriented.

PRINCIPAL ACCOUNTABILITIES

Provide leadership and oversight to the Compensation, Benefits, Payroll and HRIS programs and teammates. Prioritize, coordinate, and monitor work, demonstrating sensitivity to customer needs and effective issues resolution.

Ensure compliance with Federal and State regulations.

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, VEBA (HRA), 401k, 457, PERS (pension), tuition reimbursement program, etc.

PAYROLL: Payroll processing (biweekly), timesheet corrections, expense account reimbursements, travel authorizations, earnings codes set-up, personal time bank management, multi-state tax rules, quarterly payments, etc.

HRIS (including Payroll): Workday applications – functional support, configuration changes, system upgrades & testing, report writing, job aids, legacy data from PeopleSoft, system etc.,

Supervise and manage performance of assigned staff. 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. Consult with department director on budget, merit increase decisions, hiring and termination recommendations.

In cooperation with department director, develop HR department strategies, programs and business plans to include objectives, goals and actions in alignment with organizational strategies. Consult with various members of management, including senior management, and present/communicate recommendations and plans as appropriate. Serve as the staff liaison to the Executive Board compensation subcommittee. Present to the Executive Board and Board of Directors as needed (attendance at Board meetings may require some travel).

Prepare, review, revise, and update assigned policies and procedures to ensure continual compliance with regulatory requirements and support of current business needs. Ensure desktop procedures are completed and current for all assigned areas. Coordinate and oversee respective HR and Payroll training courses (as needed). Maintain current knowledge of regulatory requirements and trends in HR and Payroll sectors via memberships, readings, research, networking, and seminar/conference attendance.

Complete special projects as assigned and provide backup to HR department director. Support organizational efforts and serve in an on-call role for EN’s Emergency Response Organization. Serve in an outage and/or pre-outage role as needed to support EN’s biannual refueling outages.

REQUIRED EDUCATION AND EXPERIENCE

Requires a Bachelor's degree in Business Administration, Human Resources, Accounting, Finance, Organization Development, or Social Science from an accredited college or university and eight years of professional level HR experience to include three years management/supervisory experience;

OR a high school diploma or GED and twelve years of professional level HR experience to include three years management/supervisory experience.

HR functional experience in one or more of the following areas is required: compensation, benefits, payroll, or HRIS.

DESIRED EDUCATION AND EXPERIENCE

Master’s Degree in Business Administration, Human Resources, Accounting, Finance, Organization Development, or Social Science

Experience in multiple related HR functional areas is highly desired (e.g. benefits, compensation, payroll, or HRIS).

HR certification (SPHR, PHR, SHRM-CP, SHRM-SCP, CEBS, CBP/Benefits, CCP/Compensation, FPC/Payroll, CPP/Payroll) is desired.

This position is open until filled.

Pay Range

$143,226.00 - $214,838.00 Annual

Midpoint:

$179,032.00

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) offers a highly competitive and substantial benefits package which allows qualifying employees (and their families) to enroll in medical, dental, vision, and basic life insurance. Other voluntary benefits may include flexible spending accounts, tuition reimbursement, supplemental life insurances, credit monitoring, and identity theft insurance. EN offers three retirement programs to qualifying employees including a matching 401(k) deferred compensation plan, the Washington State Pension Plan (PERS), and a 457(b) savings plan. Qualifying employees will also accrue 160 hours of personal time per year and nine paid holidays throughout the calendar year.

We are an Equal Opportunity Employer and do not discriminate due to race, color, age, gender, gender identity, sexual orientation, ethnicity, religion, national origin, veteran status or on the basis of disability.

EEO is the law, click here to learn more (http://www.energy-northwest.com/whoweare/joinourteam/Documents/EEO%20is%20the%20Law%20poster.pdf) .