Human Resources Director (EMS3)

Description

WSLCB Vision

Safe communities for Washington State

Mission

Promote public safety, public health, and trust through fair administration, education, and enforcement of liquor, cannabis, tobacco and vapor laws.

Salary: $125,500.00 - $140,000.00 Annually

• To allow for growth and salary progression the full salary range is: $125,500.00 - $142,512.00 Annually***
  
  

This recruitment is open continuous; however, applications will be reviewed weekly beginning August 25th, therefore it is in your best interest to apply early. The hiring manager reserves the right to fill the position at any time.

This position is required to work in the office a minimum of 1 day per week, which may change based upon business needs. However, it is expected that you will work in the office Monday through Friday for the first months of employment.

The mission of the Washington State Liquor and Cannabis Board (WSLCB) is to promote public safety and trust through fair administration, education and enforcement of liquor, cannabis, tobacco, and vapor laws. We search for people who demonstrate a strong work ethic, excellence in customer service, partnering and teamwork, and quality performance.

We strive to create a culture that fosters excellence in customer service, open and honest communication, transparency and accountability, data driven decisions, and business-initiated process improvement.

The WSLCB Director’s Office is announcing an exciting opportunity for an equity minded Human Resources Director to lead and manage our Human Resources division in Olympia, WA.

Reporting to the Deputy Director, and a key partner to the WSLCB Appointing Authorities, you will be responsible for initiating strategic personnel related goals and objectives and directing all Human Resource operations. Providing critical strategic guidance and consultation to executive leadership related to workforce management will be vital as your duties include ensuring compliance with personnel policy, state and federal statutes and collective bargaining agreements, as well as risk management and litigation. Your commitment to diversity, equity, and inclusion in the workplace will take centerstage as you provide essential leadership and vision on how to best address the strategic human resource needs of the organization within a collective labor environment. Drawing on your ability to cross-collaborate with partners throughout the agency you will implement risk mitigation strategies and ensure compliance with regulations, and protecting the agency from financial, operational, and reputational harm.

If you are ready to join us as our Human Resources Director as we promote public safety and trust through fair administration, education and enforcement of liquor, cannabis, tobacco, and vapor laws, we encourage you to apply!

Duties

Some Of The Duties You Will Perform Are

• Ensure agency compliance with state ethics laws.
• Develop and implement strategies, policies, and procedures to minimize or eliminate risks, including contingency plans and crisis management protocols.
• Direct the development and provision of a comprehensive safety and health program for the agency including policy and procedure for compliance with OSHA, WISHA, and other legal requirements.
• Serve on the agency Pro-Equity Anti-Racist (PEAR) team.
• Create and administer comprehensive employee and supervisor development programs.
• Direct the development and provision of an effective industrial insurance claims management program.
• Coordinate agency facility and employment activities regarding the American with Disabilities Act (ADA).
• Manage and/or provides guidance to agency staff on corrective actions, disciplinary actions, appeals, or grievances.
• Ensure compliance with applicable state and Federal regulations dealing with employment law.
  
  

Qualifications

We are evolving from degree/years of experience to skills-based qualifications, we encourage all people who believe they possess the skills/abilities below to share how within their online application and cover letter.

Experience for required qualifications can be gained through various combinations of formal professional employment and educational experience. See below for how you may qualify.

What You Will Bring

• Nine (9) years of combined relevant experience and education in human resource management, business or public administration, social sciences, or other closely related field. Relevant professional experience is within an area related to human resources.
• Experience must include the following:
• Experience working in the public sector.
• Experience working in a union environment.
• Demonstrated knowledge and experience in strategic management/planning.
• Excellent communication skills: experience establishing effective relationships with internal and external partners on state and federal levels.
• HR certification (Society of Human Resource Management).
• Demonstrated commitment to diversity, equity, and inclusion in the workplace.
• Strong knowledge and experience in a variety of human resource program areas such as organization development, the corrective and disciplinary action process, classification and salary administration, recruitment and selection, equal employment and labor laws and regulations.
  

Education to experience equivalency (experience may be gained concurrently)

Associate’s degree = 2 years; Bachelor’s degree = 4 years; Master’s degree = 5 years

Supplemental Information

How To Apply

• Select the Apply button at the top of this job announcement.
• Attach the following by documents to your applications:
• Your current resume.
• A cover letter detailing your qualifications for the role and providing specific examples that illustrate your ability to fulfill the responsibilities outlined in the job description.
  

Applications with blank fields, or supplemental question responses with comments such as "see attachments" may be considered incomplete.

The information provided in your application and supplemental questionnaire must support your selected answers in the supplemental questions. Responses not supported in your application will disqualify you for consideration of employment from this recruitment.

Prior to a new hire, a preemployment screening including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.

Our commitment to DEIB

The WSLCB strives to promote Diversity, Equity, Inclusion, and Belonging (DEIB) in all aspects of our work. This includes a commitment to our workforce and external stakeholders. It is our mission to build, educate, and inspire an inclusive environment that recognizes, respects, and celebrates diversity in the workplace and in the community we serve. We are committed to maintaining a thriving culture where employees and those we serve feel safe and accepted regardless of education, background, or beliefs. As a WSLCB team member, you will have opportunity to join statewide business resource groups (BRGs) such as, Rainbow Alliance and Inclusion Network, Veteran Employee Resource Group, Latino Leadership Network, Blacks United in Leadership and Diversity, Disability Inclusion Network, Washington Immigrant Network and Hawaiians, Asians, and Pacific Islanders Promoting an Empowerment Network.

WSLCB provides a modern work environment and excellent benefits including:

• A comprehensive benefits package (including but not limited to Medical/Dental/Vision, Long Term Disability, Life Insurance etc.)
• Paid Vacation, Leave, and Holidays
• Tuition Waiver (enrollment in courses at state universities/colleges on a space availability basis - all or a portion of the tuition/fees may be waived for state employees)
• Tuition reimbursement (courses taken with prior approval in order to further employee’s career development with the WSLCB)
• Training and career development programs (including online courses and LinkedIn Learning)
• A healthy work/life balance (this may include flexible/alternative work schedules and telework/remote work opportunities, when possible)
• Employee Assistance Program - confidential program created to promote the health, safety and well-being of public service employees
• Generous wellness program (we offer reimbursements for certain fitness related activities)
• Onsite exercise facility (for employees working at WSLCB Headquarter Building in Olympia)
• Infants at Work Program to promote parent and infant bonding, parental well-being, and healthy infant development. Depending on your job duties, work location and supervisor approval, eligible employees who are new mothers, fathers or legal guardians can bring their infant (six weeks to six months) when they return to work
• Free parking
  
  

Other

Applicants for employment with the Washington State Liquor and Cannabis Board should also be aware of RCW 66.08.080, which states in part: "No employee of the board shall have any interest, directly or indirectly, in the manufacture of liquor sold under this title, or derive any profit or remuneration from the sale of liquor, other than the salary or wages payable to him in respect of his office or position, and shall receive no gratuity from any person in connection with such business.

RCW 69.50.351, no member of the state liquor and cannabis board and no employee of the state liquor and cannabis board shall have any interest, directly or indirectly, in the producing, processing, or sale of cannabis, useable cannabis, or cannabis-infused products, or derive any profit or remuneration from the sale of cannabis, useable cannabis, or cannabis-infused products other than the salary or wages payable to him or her in respect of his or her office or position, and shall receive no gratuity from any person in connection with the business.

The Washington State Liquor and Cannabis Board is an equal opportunity employer and encourages applications from job seekers with diverse backgrounds. Honoring diversity, equity and inclusion means that as an agency, and as individuals, we are committed to ensuring that all employees enjoy a respectful, safe, and supportive working environment.

All qualified applicants will receive consideration for employment without discrimination based on sex, race, creed, religion, color, national origin, age, honorably discharged veteran or military status, sexual orientation including gender expression or identity, the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service animal by a person with a disability.

You are welcome to include your name and gender pronouns in your application, to ensure we address you appropriately throughout the application process.

For questions about this recruitment, or to request reasonable accommodation in the application process, please email hrjobs@lcb.wa.gov or call (360) 664.1720. For TTY service, please call the Washington Relay Service at 7-1-1 or 1-800-833-6384.

More than Just a Paycheck!

Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read About Our Benefits

The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits

Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement And Deferred Compensation

State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security

All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness

If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays

Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave

Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)

Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave

Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave

Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave

Leave Sharing

Parental Leave

Family and Medical Leave Act (FMLA)

Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 07-21-2025

01

Will you now or in the future require sponsorship for employment visa status (e.g. H-1B visa status or F1 OPT etc.)? WSLCB is not an E-Verify agency.

• Yes
• No
  
  

02

The location for this position is in Olympia. This position is required to work in the office a minimum of 1 day per week, which may change based upon business needs. However, it is expected that you will work in the office Monday through Friday for the first months of employment. Are you willing and able to meet that expectation?

• Yes
• No
  
  

03

Which of the following best describes your highest level of education with a major study in human resource management, business or public administration, social sciences, or other closely related field?

• Associate's Degree
• Bachelor's Degree
• Master's Degree or higher
• None of the above statements apply
  
  

04

Please list your degree(s) and major(s) of study. If none, please indicate N/A.

05

Please select the statement that best describes your professional experience as a human resource supervisor or manager.

• I have at least 1 year of experience as a human resource supervisor or manager.
• I have at least 2 years of experience as a human resource supervisor or manager.
• I have at least 3 years of experience as a human resource supervisor or manager.
• I have at least 4 years of experience as a human resource supervisor or manager.
• I have at least 5 years of experience as a human resource supervisor or manager.
• I have at least 6 years of experience as a human resource supervisor or manager.
• I have at least 7 years of experience as a human resource supervisor or manager.
• I have at least 8 years of experience as a human resource supervisor or manager.
• I have at least 9 years of experience as a human resource supervisor or manager.
• None of the above statements apply
  
  

06

In support of the question 5 above, describe your experience as it relates to this position. Be specific as to name(s), date(s) of employment, titles/roles, and specific duties performed. Include at least one significant contribution you made to the organization. If you do not have this experience, please indicate N/A. "See Resume" will be considered an incomplete answer.

07

Do you have experience working in a union environment?

• Yes
• No
  
  

08

Do you have experience working in the public sector?

• Yes
• No
  
  

09

SELECT ALL THAT APPLY: I have progressive experience and/or demonstrable understanding of following human resource program areas:

• Organization development
• Corrective and disciplinary action process
• Classification and salary administration
• Recruitment and selection
• Equal employment and labor laws and regulations.
• None of the above statements apply
  
  

10

How did you learn about this job posting?

• Careers.wa.gov
• WSLCB website
• WorkSource
• indeed
• Monster.com
• Handshake
• GovernmentJobs.com
• LinkedIn
• Referred by a WSLCB employee
• Veterans related job board
• Family Member or friend
  
  

11

If you selected "Referred by a WSLCB employee", please list the name of the employee. If this does not apply, type N/A.

12

Are you a current WLSCB employee?

• Yes
• No
• Required Question