Description

For over a century, Catholic Community Services of Western Washington (CCSWW) has provided services for youth, immigrants, older adults, and people experiencing homelessness throughout western Washington state. Our employees and volunteers come from many faith traditions to serve and support poor and vulnerable people through the delivery of quality, integrated services and housing. Our focus is on those individuals, children, families, and communities struggling with poverty and the effects of intolerance and racism. We actively join with others to work for justice.

If this is your passion, we would like you to join us.

CCSWW is seeking an experienced and dynamic Director of HR Strategy and Operations. Working closely with the Vice President of Human Resources and in support of a 4000+ workforce (both union and nonunion) committed to serving vulnerable communities, this position will shape HR infrastructure across our multi-regional organization.  Partnering with experienced HR Directors across the state, this leader will engage in strategic collaboration to support program development.  Successful candidates will have 8+ years of HR functional and business process experience and 3+ years in HR leadership.

Position Summary, Primary Responsibilities, a

Reporting to the Vice President of Human Resources, the Director of HR Strategy and Operations will direct and oversee all aspects of Human Resource Operations, including job leveling, compensation, policies and procedures, risk management and compliance, Workers Compensation and L&I claims, and system wide operations.  This position will direct systemic implementation of initiatives, policies, processes and programs across all HR departments.  This position will develop HR tools and processes and continuously improve the management and delivery of HR services.  

This is an on-site position.

Strategic HR Leadership

• Support the Vice President of HR in developing and executing HR strategies aligned with CCSWW goals.
• Serve as a thought partner and advisor to senior leadership and HR Directors on workforce planning, organizational design, culture, and change management.
• Lead cross-regional HR initiatives that strengthen HR programs, systems, and service delivery.
• Support any reorganization or reprioritizing initiatives through
• Represent HR leadership in meetings, committees, and decision-making forums as delegated.

HR Operations & Program Management

• Oversee day-to-day HR operations to ensure efficient, high-quality HR service delivery across departments.
• Oversee HR regional offices during regional director’s absences for operational continuity.
• Manage, as the primary point of contact, all HR related matters for the CCSWW Long Term Care system.
• Support administration of compensation, job classification, HRIS systems, and workforce reporting.
• Lead the development, implementation, and maintenance of HR policies, procedures, and operational standards.
• Collaborate with HR managers and business leaders to streamline workflows, enhance consistency, and improve employee experience.
• Serve as project lead for major HR initiatives, including process redesigns and system upgrades.

Employee Relations, Compliance & Workers’ Compensation

• Ensure HR practices comply with federal, state, and local employment laws and organizational policies.
• Monitor regulatory changes and recommend policy updates as needed.
• Oversee complex employee relations issues, investigations, and resolution processes.
• Oversee all aspects of the organization’s Workers’ Compensation program, ensuring accurate, timely, and compliant claim management.
• Serve as primary HR contact for external partners, including Third-Party Administrators (TPAs), insurance providers, and legal counsel.
• Review and approve claims decisions, settlement agreements, and case strategies in coordination with legal and risk management teams.
  Monitor injury trends, claims reports, and cost drivers; recommend improvements to reduce incidents and expenses.
• Ensure compliance with state Workers’ Compensation requirements, safety standards, and organizational reporting obligations.
• Provide guidance, training, and support to HR staff, managers, and supervisors on injury reporting, return-to-work procedures, and claims-related responsibilities.
• Lead internal audits and reviews to ensure accuracy and compliance with Workers’ Compensation policies and protocols.
• Partner with Safety and Risk departments to develop injury-prevention initiatives and support workplace safety programs.

Talent Management & Organizational Development

• Assist in developing strategies for talent acquisition, retention, mobility, and succession planning.
• Support leadership development, performance management, and workforce training programs.
• Promote a culture of continuous improvement, accountability, DEI, and employee engagement.

Team Leadership & Development

• Serve as the senior advisor to regional HR Directors.  Oversee their day-to-day operations, providing guidance and support when needed.
• Encourage a collaborative, service-oriented HR team culture.
• Partner with regional HR Directors on workforce strategy, vision, organizational development and cultural initiatives.
• Identify training needs and ensure HR staff are well-equipped to support organizational priorities.
• Keep the Vice President of HR informed of escalating employee issues, elevating the most complex maters to the VP.

Reporting & Data-Driven Decision-Making

• Oversee the preparation of HR reports, metrics, dashboards, and workforce analytics.
• Use data insights to guide HR planning, improve processes, and inform strategic decisions.
• Ensure HR systems and records are maintained with accuracy, confidentiality, and integrity.

Additional Responsibilities

• Act on behalf of the Vice President of HR, when needed.
• Perform other duties as assigned to support departmental and organizational objectives.

Requirements

• Bachelor’s degree in Human Resources, Business or related field
• 8 years HR functional and business process experience
• 3+ years in HR leadership and HR operational areas
• Successful record of building and improving operational processes and procedures, ability to drive program efficiencies and high levels of customer satisfaction
• Strong systems knowledge and experience using technology to scale programs and improve efficiencies, experience defining technical requirements and working with system resources
• Demonstrated business acumen and the ability to clearly define/implement/communicate business centric HR Ops solutions
• Strategic, analytical thinker who isn’t afraid to roll up their sleeves and get into the weeds; passion for problem solving.
• Experience identifying and resolving complex issues; will take initiative even under unfamiliar or ambiguous circumstances – solid sense of accountability and sound personal judgment.
• Strong understanding of HR disciplines and programs.
• High degree of integrity and honesty; demonstrated ability to exercise confidentiality and neutrality in complex and sensitive situations.
• Outstanding written and verbal communication skills; must be an articulate and persuasive communicator including excellent presentation skills.
• Excellent project management and relationship management skills, with a keen ability to work collaboratively and develop trust.