Executive Director – Human Resources

Open Until Filled, For Best Consideration Apply by June 24, 2026

ESD 113 learns from and cares for our staff, schools, students, families, and the land, works alongside communities to build pathways that expand opportunity, and acts with collective purpose to advance educational justice.

This is an exempt position, 260 days/year, 8 hours/day.

Benefits include Medical/Vision/Dental Insurance; FSA/DCAP; Life/AD&D Insurance; LTD Insurance; EAP; Retirement; DCP; Annual Leave, Sick Leave Holiday Pay and Personal Leave.

Required attachments: Transcript, Resume and Cover Letter

Please see the job description below for a list of Essential Functions and Job Requirements.

Purpose Statement

The job of Executive Director – Human Resources is done for the purpose of guiding and managing the overall provision of Human Resource services and objectives in accordance with the policies, procedures, and practices of Capital Region Educational Service District 113 (CR ESD 113) and in compliance with all applicable state and federal guidelines. Serves as a resource and provides professional and strategic guidance to CR ESD 113 personnel, the Board of Directors, and school districts. Areas of responsibilities include recruiting, staffing, wage and salary administration, classification and compensation analysis, employee and labor relations, dispute resolution, training and development, assistance to regional school districts, and policy administration.

Essential Functions

• Assists in the development, oversight, and/or delivery of human resources services for the purpose of meeting the diverse needs of the agency and its member districts.

• Collaborates with others for the purpose of defining, developing, and administering initiatives, policies, and processes to achieve strategic business goals and operational objectives within established guidelines and regulations.

• Coordinates and/or provides consultation for the Employee Assistance Program Consortium and EdJobsNW for the purpose of ensuring that all agency programs are aligned with human resources best practices.

• Designs, builds, and staffs a line of entrepreneurial contracts for Human Resources service to regional school districts for the purpose of providing school districts with cost effective access to high quality human resources leadership.

• Develops and monitors departmental budgets and fiscal activities for the purpose of providing services in conformance with CR ESD 113 objectives and budget guidelines.

• Develops long and short-range plans, strategies, and policies for the purpose of ensuring delivery of high-quality services that support the Agency's goals.

• Directs CR ESD 113's human resource functions (e.g. employee relations, coaching and counseling, recruiting and employment, classification and compensation, retention, training and development, etc.) for the purpose of ensuring achievement of agency goals and priorities.

• Facilitates meetings that may frequently involve a range of issues for the purpose of identifying appropriate actions, developing recommendations, supporting other staff, and serving as the ESD representative.

• Interprets and administers pertinent state and federal laws, policies, and bargaining agreements for the purpose of ensuring agency compliance.

• Monitors assigned internal/external activities and/or programs for the purpose of ensuring all CR ESD 113 services are performed efficiently, in a service-oriented manner, in accordance with professional standards, in compliance with legal regulations, and with the intent, directives, and resolutions of the Superintendent.

• Oversees CR ESD 113's performance management process for the purpose of promoting a collaborative and growth-focused workplace.

• Participates in meetings, professional associations, networks, workshops, seminars, conferences, etc. for the purpose of conveying and gathering information regarding a wide variety of subjects related to human resources.

• Performs personnel functions (e.g. interviewing, hiring, coaching, evaluating, supervising, etc.) for the purpose of maintaining adequate staffing, enhancing productivity of personnel, and achieving objectives within budget for departments/programs served.

• Provides consultation and support to the Superintendent and leadership team on strategic human resources plans for the purpose of providing information and recommending solutions that support agency initiatives and objectives.

• Represents the agency (e.g. Title VII Officer, Americans with Disability Act Compliance Officer, etc.) for the purpose of ensuring compliance with the regulatory and agency requirements.

• Responsible for leading labor negotiations and labor-management relations; interprets labor contracts; conducts research/analysis connected with labor negotiations; coordinates and participates on various labor-management committees; and advises on issues/concerns related to labor relations for the purpose of securing mutually beneficial outcomes for the agency and its employees.

• Serves on a variety of teams (e.g. management team for classified bargaining unit, Executive and Leadership teams, etc.) for the purpose of sharing and receiving information important to the agency, allowing CR ESD 113 to make informed and effective decisions.

• Travels, as needed, to offsite locations (e.g. ESD 113 offsite locations, school districts, conferences, etc.) for the purpose of performing the essential functions of the position.

Job Requirements: Minimum Qualifications

Knowledge

Knowledge is required to perform advanced math; review and interpret highly technical information, write technical materials, and/or speak persuasively to implement desired actions; and analyze situations to define issues and draw conclusions. Specific knowledge-based competencies required to satisfactorily perform the functions of the job include: pertinent codes, policies, regulations, and laws related to personnel; principles and practices of effective HR management including employee and labor relations, compensation, recruitment and selection, personnel administration; unemployment; and management theories and practices; project management techniques/principles; processes and workflows to optimize effectiveness and efficiency of HR efforts and programs; investigatory techniques and report writing; supervisory and training principles; skills, tools, and equipment required to effectively complete the essential functions of the position such as Microsoft Office Suite, SharePoint, etc.

Skills

Skills are required to perform multiple, highly complex, technical tasks with a need to routinely upgrade skills in order to meet changing job conditions. Specific skill-based competencies required to satisfactorily perform the functions of the job include: operating standard office equipment; excellent oral and written communication; developing and administering budgets; developing and maintaining effective working relationships with diverse groups; mediation, conflict resolution and consensus building; labor relations and contract negotiations; utilizing group presentation skills; planning, organizing, directing, and prioritizing a variety of assigned programs, projects and activities related to the diverse activities of the position; and keeping updated on legislation changes and state and federal laws related to and affecting human resource policies and best practices.

Ability

Ability is required to schedule a significant number of activities, meetings, and/or events; routinely gather, collate, and/or classify data; and use basic, job-related equipment. Flexibility is required to independently work with others in a wide variety of circumstances; analyze data utilizing a variety of complex processes; and operate equipment using defined methods. Ability is also required to work with a significant diversity of individuals and/or groups; work with data of widely varied types and/or purposes; and utilize a wide variety of types of job-related equipment. Independent problem solving is required to analyze issues and create action plans. Problem solving with data requires analysis based on organizational objectives; and problem solving with equipment is significant.

Specific ability-based competencies required to satisfactorily perform the functions of the job include: sufficient mobility to meet with employees/district staff and attend meetings at various locations; regular and reliable attendance; providing leadership, direction, and team building; communicating with diverse groups; meeting deadlines and schedules; setting priorities; working as part of a team; being flexible to changing conditions; making quick and accurate decisions; working with multiple projects; harnessing and managing emotions in order to apply them to thinking and problem solving; dealing with frequent interruptions and changing priorities; maintaining a high level of confidentiality; and facilitating communication between persons with frequently divergent positions.

Responsibility

Responsibilities include: working independently under broad organizational guidelines to achieve unit objectives; managing major organizational components; supervising the use of funds for multiple departments. Utilization of significant resources from other work units is routinely required to perform the job's functions. There is a continual opportunity to significantly impact the organization's services.

Work Environment

The usual and customary methods of performing the job's functions require the following physical demands: some lifting, carrying, pushing, and/or pulling, and significant fine finger dexterity. Generally the job requires 70% sitting, 20% walking, and 10% standing. This job is performed in a generally clean and healthy environment.

Education and Experience

Education (Required): High School diploma or equivalent.

Equivalency: BA degree preferred, though may be waived in lieu of any combination of education, certification, and experience that provides the required knowledge, skills, and abilities of the position.

Experience: Job-related experience within a specialized field with increasing levels of responsibility is required.

Required Certificates and Licenses

• Administrative Credential (preferred)

• HRCI or SHRM Certification (preferred)

• Valid Driver's License and Evidence of Insurability

Required Clearances

• Criminal Justice Fingerprint/Background Clearance

• WA State Sexual Misconduct Disclosure Release

Additional Information

FLSA Status: Exempt

Pay Grade: Range 85

ESD 113-Executive Director-Human Resources