Human Resources Manager

Description

Youthnet is a nonprofit agency committed to serving children, youth, and families across Western Washington. Our programs focus on supporting youth and families involved with or at risk of involvement in our state foster care system. Ultimately, we are working together to create opportunities for healing from the past and promoting hope for the future.

Mission:
Youthnet partners with young people and their families navigating systems of care, providing support that fosters hope, belonging, and the confidence to shape their own future

Vision:
Connected families, empowered youth, flourishing communities.

At Youthnet, we value:

• Empowerment We uplift young people and families through collaboration and advocacy.
• Belonging We prioritize relationships, inclusiveness, and community in all of our work. We recognize that every individual needs authentic connection to flourish.
• Hope We know people provided with dignity, respect, and encouragement will create a future they believe in.
• Accountability We create an environment that nurtures integrity, transparency, and ongoing learning for ourselves and those we have the privilege to serve.

Youthnet is seeking a compassionate, people-centered Human Resources Manager to lead our HR function. Reporting to the Director of Finance & Administration and supervising the HR Coordinator, this role balances relational employee support with robust operational HR oversight. The HR Manager serves as a trusted advisor throughout the employee lifecycle while ensuring practices remain consistent, fair, and compliant.

The ideal candidate brings a calm, grounding presence during complex situations, someone who can quickly assess circumstances, triage priorities, and execute clear action plans while knowing when to seek executive guidance or specialized expertise.

Serve as an approachable, confidential, and trusted resource for employees. Provide thoughtful guidance on workplace policies, benefits, leave programs, and workplace processes, including complex leave and benefit-related matters. Help employees understand their options and available resources while resolving employee relations matters with empathy, consistency, and sound judgment.

Lead HRIS administration, benefits, compensation, and personnel records. Partner with Finance on workforce planning and reporting for budgeting and grant billing, while continuously modernizing and automating HR workflows. Supervise, coach, and support the HR Coordinator.

Manage end-to-end recruitment and orientation programs that attract mission-aligned staff. Ensure all hiring, credentialing, and employee records comply with state laws, licensing requirements, and grant contracts.

Coach supervisors on effective leadership, communication, performance documentation, PIPs, and terminations. Design and deliver practical supervisor tools and training to foster consistent leadership across the organization.

Monitor adherence to federal and Washington State labor laws, conduct routine audits of personnel files, and proactively identify employment risks. Escalate complex issues to the Director of Finance & Administration and coordinate with employment legal counsel as needed.

• Trusted Partnership:
  Staff and supervisors view HR as an accessible, responsive resource that empowers leaders rather than simply enforcing policy.
• Stabilizing Presence:
  Serves as a calm, reassuring force during moments of change or workplace challenge, maintaining clarity and steady guidance across the organization.
• Mission Alignment:
  Recruitment, onboarding, and engagement initiatives cultivate a culture of belonging and accountability, attracting and retaining dedicated team members.

• Structured Execution: HR processes and crisis responses are managed through clear, actionable plans that deliver consistent results without creating unnecessary administrative overhead.
• Data & System Integrity: HR systems, employee records, and Paylocity workflows are streamlined, audit-ready, and yield accurate reporting for payroll, grant billing, and budgeting.
• Team Development:
  The HR Coordinator is effectively coached and empowered, strengthening HR’s overall service delivery.

• Proactive Compliance:
  Labor law compliance, licensing standards, and contractual requirements are consistently met, with employee relations handled with fairness and discretion.
• Early Triage:
  Complex workforce issues, compliance risks, or operational bottlenecks are identified early, bringing in executive leadership or legal counsel before issues escalates.

This is a hybrid position involving both office-based and remote work, with travel…