JOB DESCRIPTION

POSITION: Human Resources Manager

RESPONSIBLE TO: Chief Executive Officer

PRIMARY FUNCTION: Leads the organization’s day-to-day administration of personnel

activities related to policies and procedures, recruitment and staffing,
employee relations, personnel and benefits administration, staff training,
human resource data collection and report preparation, and general
administration.

SUPERVISES: No supervisees at this time but administrative staff is available.

CLASSIFICATION: Full-time salaried exempt

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PRIMARY RESPONSIBILITIES:

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This position requires an experienced HR Professional, able to function effectively in accordance with
Federal, State and local laws and regulations and the organization’s personnel policies and

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procedures, with minimal direction. Tasks include, but are not limited to:
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RECRUITMENT & PERSONNEL ADMINISTRATION:
 Oversees recruitment for open positions, screening applications and arranging interviews,
assisting in reference checks, arranging background check and drug screen test, setting up
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personnel files, and creating new hire forms and orients new employees.
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 Provides ongoing performance management guidance to managers and supervisors including

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guidance for administration of progressive discipline when necessary. Consults with Evergreen
Recovery Centers’ employment law attorney as needed.
 Manages full leave process for L&I, FMLA and other leaves, including proper paperwork,
notifications and filings.
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 Evaluates requests for reasonable accommodation under ADA and facilitates the interactive
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process.
 Maintains personnel files in an organized manner.
 Revises and updates job descriptions in accordance with company practices and changes in
laws and regulations.
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 Administers annual/periodic performance review process, including analysis reports.

 Processes correspondence in a timely fashion, including unemployment claims, L&I claims,
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and disability applications. Consults with supervisors and other relevant management staff as
appropriate.
 Conducts timely, thorough investigations of written employee complaints or personnel policy
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violations, working with supervisor and CEO as appropriate.

 Conducts exit interviews and oversees completions of annual employee satisfaction survey.
 Reviews personnel action forms for completion and accuracy and transmits to Payroll for entry
into accounting system.

HUMAN RESOURCES AND EMPLOYEE TRAINING:

 Schedules and manages new hire orientations.
 Schedules and leads supervisor trainings on HR topics such as employee management, new
laws and regulations, and addressing problematic trends in the organization.
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 Job Description: Human Resources Manager Page 2

 Organizes necessary annual trainings, as outlined in organization’s annual training plan, to

cover essential topics such as CPR, bloodborne pathogens, confidentiality, harassment,
cultural diversity, company values and services, customer service, safety policies and
procedures, confidentiality, etc.

ADMINISTRATION & SPECIAL PROJECTS:

 Maintains accurate and current forms and job descriptions on a shared drive available to all
managers or staff as deemed appropriate by the CEO
 Maintains database of job requirement documentation (licenses, permits, I-9s, etc.), job
descriptions, training requirements, annual performance reviews
 At least annually, or as changes in law require, reviews the Employee Handbook for
appropriate policy changes. Prepares draft for review and CEO approval.
 Writes and distributes memoranda regarding updated benefits and personnel policy and
practices as needed,
 Develops and maintains spreadsheets for salary ranges for common company positions.
 Plans and coordinates benefits open enrollment activities, including conducting presentations
and notifies all employees of benefit change opportunities, and tracking each employee

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response.
 Conducts annual employee satisfaction surveys and prepares report of results for

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management use, identifying opportunities for improvement. Participates in Quality
Management Committee.

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 Assists in employee compensation adjustments, compensation budget development, and
benefit reviews.
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 Reviews annual background checks, insurance documentation, DEA licenses, professional
licenses and training requirements required by contracts and licenses.
 Collects personnel data and prepares reports, as assigned.
 Assists in company special events and activities, as requested.
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 Attends training and professional meetings as outlined in professional training plan.

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 Participate in management meetings, Safety Committee, and other company work groups.
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 Other duties as assigned by supervisor.

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ESSENTIAL SKILLS AND ABILITIES:

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 Working knowledge of Federal and Washington State labor laws and practices and becomes
conversant in company employee policies and procedures, utilizing those in making
recommendations for action by supervisors and management.

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Effective organization and interpersonal skills, including written and verbal communication
skills.
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 Skill and experience with Microsoft Office programs, including Word, Excel and Outlook, and
use of electronic databases.
 Reliable work attendance and ability to travel to employer’s locations throughout the Puget
Sound area.
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 Ability to exercise appropriate judgment and initiative in accordance with agency policies,
procedures, and practices.
 Ability to organize own work, coordinate projects, set priorities, meet and track deadlines and
follow up on assignments with minimum direction.
 Strong attention to detail, assuring accuracy of correspondence and written materials before
distribution.
 Ability to maintain professional boundaries as well as handle sensitive personnel information
with discretion.

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 Job Description: Human Resources Manager Page 3

 Ability to maintain confidentiality with sensitive information in accordance with 42 CFR (alcohol
& drug patient confidentiality), 45 CFR (HIPAA), state laws and regulations, and company
policy.
 Demonstrated history of working cooperatively and professionally with patients, visitors, other
agency staff, and community agency representatives.

MINIMUM QUALIFICATIONS:

1. Bachelor’s degree in Human Resources, Business Administration or related field, and 3 years
experience in general human resources and benefits administration.
2. Candidates with PHR certification or equivalent will be given preference.
3. Strong understanding of HR processes and data, particularly with regard to discipline, leaves,
ADA and employment law.
4. Will maintain First Aid and CPR certifications, and valid Washington State Driver’s license at all
times.
5. Must pass a post-offer, pre-employment drug test. Agree to agency’s drug free workplace policies,

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including compliance with random and/or for cause drug testing. NOTE: Offer of employment is

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conditional upon Criminal Background Check from the Washington State Patrol or other

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background check entity, as required for the position.

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PHYSICAL DEMANDS:
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Language Skills: Ability to read, analyze, interpret and evaluate information presented in
regulations, professional publications, referral documents and similar materials. Ability to write clearly
and cohesively and to present information effectively both orally and in writing. Reasoning Ability:
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Ability to define problems, collect data, establish facts and draw valid conclusions from a wide variety
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of data and deal with several abstract and concrete variables. Physical Demands: While
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performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle
or feel objects, implements or office equipment; talk and hear; stand and walk, reach with hands and
arms; stoop or kneel. Employee must occasionally lift up to 20 pounds. Specific vision abilities
required by this job include close, distance and color vision and the ability to adjust focus. Employee
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may be required to move toys, cribs and light furniture. Work Environment: Office environment
with low noise.
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DISCLAIMER: Evergreen Recovery Centers reserves the right to modify, interpret, or apply this job
description in any way the company desires. This job description in no way implies that these are the
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only duties, including primary responsibilities, to be performed by the employee occupying this
position. This job description is not an employment contract, implied or otherwise. The employment
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relationship remains “at-will.” The aforementioned job requirements are subject to change to
reasonably accommodate qualified disabled individuals.
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_____________________________ _____________ ______________________________

Employee Date Supervisor
Rev 6-6-15; 9-2-14; 7-11-17lg

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