Human Resources Representative/Senior – Human Resources

Clark County Washington; Dickinson (ND); On-site; USD 75,000 - 111,000; Full time

Job summary

Clark County in Washington seeks an experienced Human Resources Representative/Senior focused on classification and compensation to join a team that values collaboration, integrity, and public service. The role requires strong problem-solving, interpersonal, and conflict resolution skills in a fast-paced environment.

Open until filled with first review date soon after posting. The position will support job classification studies, compensation surveys, recruitment, performance management, and HR

Qualifications

• Equivalent to a bachelor’s degree in human resources, public administration, business administration, psychology or organizational behavior, or a related field.
• Two (2) to four (4) years of professional-level human resources experience with at least one (1) year of labor relations experience.
• Demonstrated knowledge of employment law, labor relations, and HR best practices.
• Experience working with unionized workforces and interpreting collective bargaining agreements.
• Strong interpersonal, communication, and conflict resolution skills.
• Ability to manage multiple priorities in a fast-paced, high-stakes environment.
• Senior placement: At least five (5) years of progressively responsible HR experience.
• Preferred: Experience with classification and compensation studies.
• HR certification (e.g., SHRM-CP/SCP, PHR/SPHR, highly desired).
• Intermediate to Advanced Competency with Workday or other similar enterprise HRIS platforms.
• Additional graduate-level coursework or a degree is highly desirable.

Responsibilities

• Job Classification: Conducts classification studies in response to department or union requests or indications of need for review and revision. Interviews or observes incumbents and/or reviews written materials relevant to the study including position questionnaires.
• Determines proper allocation of positions to existing classifications or identifies the need for new classifications or revision.
• Prepares classification reports and assists departments in drafting staff reports which document and justify the recommendations for approval by the appropriate authorities.
• Compensation: Assisting in ensuring that the County’s compensation program is competitive, cost-effective and equitable in relation to internal comparisons, external comparisons and contemporary compensation practices and techniques. Develops and conducts salary surveys to determine appropriate market-based compensation.
• Conducts job evaluations and analysis to resolve internal equity issues and assists in the development and administration of a wide variety of internal pay practices.
• Recruitment and Selection: Assists and advises departments in recruitment and selection of employees. Develops or assists in the development of recruitment strategies and materials, selection instruments and techniques, qualifications sought, selection criteria, scoring techniques, participants in the process and frequently serves as a rating participant in some or all elements of the process.
• Performance Management: Advises department managers in a variety of sensitive and legally complex employee relations and discipline issues. Areas of involvement include, but not limited to, employee performance, discrimination and EEO issues, sexual harassment, wage and hour violations, wrongful termination claims and other areas requiring both knowledge of employment law and expertise in organizational behavior.
• Represents County in unemployment insurance hearings.
• Training: Develops and presents (or assists in) a variety of training programs to management and employees in a range of human resource areas, including, but not limited to, performance management, equal opportunity, diversity, sexual harassment and others.
• Policies and Practices: Provides interpretation and guidance to managers and employees on legal and policy matters. Processes and approves a variety of personnel actions, forms and reports. Analyzes legislation and regulations to determine effect on personnel programs and services; completes various government reports.
• Performs related duties as assigned.

Skills

HR experience

Labor relations

Employment law

Unionized workforce

Interpersonal skills

Conflict resolution

Workday proficiency

Education

Bachelor's degree in HR-related field

Tools

Workday

Job description

Job Summary

We are seeking a highly skilled and experienced Human Resources Representative/Senior to join our team with a focus on general HR practices, with an emphasis on classification and compensation. The ideal candidate will bring a collaborative spirit, strong problem-solving skills, and a commitment to public service. This recruitment will remain open until a sufficient number of qualified applications has been received. First review date is Friday, September 25, 2026. This posting may close at any time on or after that date with no additional notice.

Qualifications

Any combination of experience and training that would likely provide the required knowledge will be considered.

Required Qualifications: Equivalent to a bachelor’s degree in human resources, public administration, business administration, psychology or organizational behavior, or a related field.

Two (2) to four (4) years of professional-level human resources experience with at least one (1) year of labor relations experience.

Demonstrated knowledge of employment law, labor relations, and HR best practices.

Experience working with unionized workforces and interpreting collective bargaining agreements.

Strong interpersonal, communication, and conflict resolution skills.

Ability to manage multiple priorities in a fast-paced, high-stakes environment.

Required for Senior placement: At least five (5) years of progressively responsible HR experience.

Preferred: Experience with classification and compensation studies.

HR certification (e.g., SHRM-CP/SCP, PHR/SPHR, highly desired.

Intermediate to Advanced Competency with Workday or other similar enterprise HRIS platforms.

Additional graduate-level coursework or a degree is highly desirable.

Why Join Us?

Work in a collaborative, supportive environment that values innovation and integrity.

Enjoy competitive compensation, excellent benefits, and opportunities for professional growth.

Duties

• Job Classification: Conducts classification studies in response to department or union requests or indications of need for review and revision. Interviews or observes incumbents and/or reviews written materials relevant to the study including position questionnaires.
• Determines proper allocation of positions to existing classifications or identifies the need for new classifications or revision.
• Prepares classification reports and assists departments in drafting staff reports which document and justify the recommendations for approval by the appropriate authorities.
• Compensation: Assisting in ensuring that the County’s compensation program is competitive, cost-effective and equitable in relation to internal comparisons, external comparisons and contemporary compensation practices and techniques. Develops and conducts salary surveys to determine appropriate market-based compensation.
• Conducts job evaluations and analysis to resolve internal equity issues and assists in the development and administration of a wide variety of internal pay practices.
• Recruitment and Selection: Assists and advises departments in recruitment and selection of employees. Develops or assists in the development of recruitment strategies and materials, selection instruments and techniques, qualifications sought, selection criteria, scoring techniques, participants in the process and frequently serves as a rating participant in some or all elements of the process.
• Performance Management: Advises department managers in a variety of sensitive and legally complex employee relations and discipline issues. Areas of involvement include, but not limited to, employee performance, discrimination and EEO issues, sexual harassment, wage and hour violations, wrongful termination claims and other areas requiring both knowledge of employment law and expertise in organizational behavior.
• Represents County in unemployment insurance hearings.
• Training: Develops and presents (or assists in) a variety of training programs to management and employees in a range of human resource areas, including, but not limited to, performance management, equal opportunity, diversity, sexual harassment and others.
• Policies and Practices: Provides interpretation and guidance to managers and employees on legal and policy matters. Processes and approves a variety of personnel actions, forms and reports. Analyzes legislation and regulations to determine effect on personnel programs and services; completes various government reports.
• Performs related duties as assigned.

Salary

Grade: M2.201 - M2.202
Range: $6,693.00 - $9,963.00 per month
Close Date: Open Until Filled

Equal Opportunity Employer

Clark County is an equal opportunity employer committed to providing equal opportunity in employment, access, and delivery of all county services. Clark County’s Equal Employment Opportunity Plan is available at http://www.clark.wa.gov/human-resources/documents.

Employee Benefits and additional compensation

Clark County provides regular full-time and part-time employees with a comprehensive benefits package which includes medical, vision and dental insurance, paid leave, flexible spending accounts, life insurance and long-term disability, retirement, and deferred compensation. Some types of employees in some positions and bargaining units might have different benefits and additional compensation. More specific benefit information for the different bargaining units can be found at https://clark.wa.gov/human-resources/employee-benefits. Also please refer to the specific bargaining unit contract for additional compensation at https://clark.wa.gov/human-resources/documents.

Retirement Information

All Clark County employees must participate in a WASHINGTON STATE RETIREMENT SYSTEM PLAN (PERS, PSERS or LEOFF). Employee contributions begin the first day of work. Current contribution rates vary by plan but could range from 5% to 15% of gross pay, depending on the plan choice. For additional information, check out the Department of Retirement Systems' web site here: http://www.drs.wa.gov/

Accessibility

If you are in need of ADA/Section 504 assistance for accommodations, please contact Human Resources at [phone]; Relay [phone].

Location and community

With its great natural beauty, Clark County, Washington, always has attracted people and businesses. We welcome those who visit and settle here, providing fresh perspectives, growing diversity and vibrant energy. Our forward-looking community is framed by the scenic Cascade Range to the east and the majestic Columbia River to the south and west. The area is a picturesque place to work, play, and live. Named for Captain William Clark of Lewis and Clark Expedition fame, our county is one of the fastest growing regions in Washington state and the Portland, Oregon, metropolitan area. Today, more than 467,000 people call Clark County home. Clark County government works to enhance the quality of life for all of our diverse community by providing services with integrity, openness and accountability. We are one of the county's largest employers, providing a wide range of rewarding careers for about 1,570 people.

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