Human Resources Director Is Responsible for Di- Er/Emts, and Firefighter/Paramedics

Home , Everett Silvertips

Washington

HUMAN RESOURCES

DIRECTOR

$114,000 - $140,000

Plus Excellent Benefits

Apply by March 5, 2017 (First Review, open until filled)

SNOHOMISH COUNTY FIRE DISTRICT 1, WA ♦ HUMAN RESOURCES DIRE CTOR

WHY APPLY? The county’s varied topography ranges from salt-

water beaches, rolling hills and rich river-bottom Snohomish County is farmland in the west to dense forest and alpine located in northwest wilderness in the mountainous east. A significant Washington State, portion of the Mt. Baker-Snoqualmie National For- twelve miles north of est is also in Snohomish County, which is the se- Seattle and 100 miles cond most visited national forest in the country. south of Vancouver, Outdoor enthusiasts come to the area for its rivers British Columbia. The that offer kayaking and rafting, lakes for boating county rests between the sparkling waters of Pu- and skiing, and inland waterways for scuba diving get Sound and the snow-capped peaks of the and boating. The Cascade and Olympic Mountain Cascade Mountains. ranges offer peaks to climb in the summer and ski in the winter. The quality of life is heavily influenced by the spectacular scenery, and the county is a recrea- Along with many other recognized communities, tional mecca with a temperate climate that en- there are 20 cities and towns in Snohomish Coun- courages year-round outdoor fun. Snohomish ty. Everett is the largest city and seat of county County has major urban centers, historic villages, government with a population of over 100,000. rural retreats and seaside ports; each has its own The city is home to the Boeing Company's largest scenic beauty and a multitude of attractions. If you assembly plant, which is the largest building in the would like to lead a group of dedicated staff in an world and the region's most popular tourist desti- organization that places a high value on providing nation. extraordinary services to a dynamic community, this is the position for you! Everett has over 40 parks, trails, golf courses and open spaces for hiking, beachcombing, swimming and more. Summer and winter sports opportunities abound at nearby lakes, rivers and campgrounds, the Cascade and Olympic Moun- tains, and Whidbey and San Juan Islands. Everett is home to the AquaSox baseball team, a Class A minor league team associated with the Seattle Mariners. The Everett Events Center, which seats 8,000, opened in September 2003 and is home to the Everett Silvertips (Western Hockey League) and the Everett Hawks, an arena football team.

There are 15 public school districts in Snohomish County, and a number of them have been recog- THE COMMUNITY nized for excellence in education. The county also

offers numerous opportunities for higher educa- Snohomish County has a population of approxi- tion, including Cascadia Community College, Uni- mately 717,000 and covers 2,090 square miles. It versity of Washington–Bothell, Edmonds Commu- is one of the largest and fastest growing counties nity College, Everett Community College and in Washington and has thriving cities, rich agricul- Washington State University North Puget Sound at tural land and many small communities that con- Everett. Through the University Center of North tribute to its character and exceptional quality of Puget Sound located at the Everett Community life. College, students can pursue baccalaureate and graduate degrees from eight colleges and univer- Glacier Peak, at 10,541 feet, is the highest point in sities. Snohomish County is a wonderful place to Snohomish County and one of the highest in live and work and has won numerous awards over Washington State. Sixty-eight percent of the coun- the years, including the 2012 Governor’s Smart ty land area is forest land, 18% is rural, 9% is ur- Communities Award and the 2008 International ban/city and 5% is agricultural. Council for Local Environmental Initiative Award for Sustainability.

SNOHOMISH COUNTY FIRE DISTRICT 1, WA ♦ HUMAN RESOURCES DIRE CTOR

THE DISTRICT

Snohomish County Fire District 1 is the largest fire department in Snohomish County and one of the largest fire districts in the state. The District oper- ates out of 12 stations including three stations owned by the City of Edmonds and one station owned by the City of Mountlake Terrace. The Dis- trict has a service area of approximately 45 square miles, serving a population of approximately 214,000 in unincorporated southwest Snohomish County, along with the cities of Brier, Edmonds, and Mountlake Terrace. The District has had three consolidations since 2000, including a merger with FD11 in 2000, Mountlake Terrace and Brier Fire Department in 2005, and Edmonds Fire Depart- ment in 2010. THE POSITION Snohomish County Fire District 1 is staffed by 231 Working under the direction of the Fire Chief, the FTE's that includes administrative staff, Firefight- Human Resources Director is responsible for di- er/EMTs, and Firefighter/Paramedics. The District recting and coordinating the human resources ac- also supports volunteer, Fire Corps, and Chaplain tivities for Fire District 1 in order to maximize the programs. The department is responsible for fire strategic use of staffing and maintaining functions suppression, rescue, emergency medical, HAZ- such as labor relations, employee relations, com- MAT, fire prevention, emergency management, pensation and benefits, recruitment, personnel public safety education, and other customer ser- policies, and regulatory compliance. This Director vices that a progressive fire department would position is a strategic partner in the management provide. In an average year, the District responds of the organization and implementation of Fire Dis- to more than 20,000 calls, with over 70 percent of trict 1’s mission. those calls for emergency medical aid. District

staffing currently is comprised of uniformed staff Other responsibilities include: represented by IAFF Local 1828, exempt management staff, and non-exempt/non-union admin-  Member of Senior Leadership Team providing istrative staff. leadership and mentoring to all employees within the organization. Active participant in Leadership The District has ladder trucks based at two sta- Team meetings, providing necessary research, tions, and fire engines based at the other 10 sta- discussion and input into organization-wide issues. tions. All firefighters in the district are cross-trained  Supervises staff consisting of two HR Analysts as either EMTs or paramedics, and all but two sta- and an Aministrative Assistant, including selection, tions have around-the-clock paramedic staffing training, coaching, scheduling, discipline and time- and units. Other response units include a fire res- ly performance reviews. cue boat at the Port of Edmonds, a technical res-  Manages District employee recruitment, selec- cue truck, a hazardous materials and decontami- tion and testing processes. Establishes employ- nation response unit, and AIR10, a scene support ment procedures and assures consistent applica- truck equipped with a compressor to refill air tanks tion within state and federal regulations. on scene and perform a variety of other on scene  Develops and maintains a competitive and eq- duties. uitable compensation system through periodic market studies. Develops compensation system Snohomish County Fire District 1 is governed by a recommendations. board of five commissioners elected to serve six-  Provides technical expertise and leadership for year terms. Commissioners define the long-term complex projects, studies and policies. vision for the fire district and adopt policies to be  Responsible for maintaining and updating em- implemented by staff. The District has a 2017 per- ployee job descriptions and the coordination of the sonnel and operations budget of $45.4 million. employee performance review system.

SNOHOMISH COUNTY FIRE DISTRICT 1, WA ♦ HUMAN RESOURCES DIRE CTOR

 Advises and consults with command staff, other District leadership, and employees about areas of responsibility including human resource practices, policies and procedures.  Assures compliance with relevant state and federal employment laws and regulations through research and consultation with legal counsel.  Strategically anticipates and identifies short and long-term Human Resource issues; offers and im- plements solutions to identified issues.  Serves as a member of bargaining team, assists in contract interpretation, assures consisten- cy in enforcement, and assists in grievance resolution.  Oversees the health and welfare benefits program, including the District’s self-insured health Succession Planning care program. Recruiting high quality firefighters, especially par-  Develops, administers and monitors personnel amedics will continue to be a challenge as retire- policies and procedures which are approved by ments occur and a competitive labor market limits the Board of Commissioners. Makes recommen- candidate pools. Administratively, internal staff dations to the Fire Chief and other management need support and training to develop skill sets that staff to ensure the consistent application of poli- will assist them into becoming the next leaders in cies. the organization.  Oversees the maintenance of various employee-related files. Ensures compliance with state Strong and Involved Board of Commissioners archival requirements for District files. Coordinates The District has been going through leadership the implementation of professional development changes which have resulted in the Board mem- training, including on-site and off-site training op- bers being more actively involved in operational portunities as related. issues. The recruitment of a new Fire Chief is a  Participates in and makes recommendations high priority and will be running concurrently with concerning the hiring, discipline, and other em- the HR Director recruitment. ployee-related actions. Oversees programs and projects to achieve goals within budget guidelines Develop and Update Policies and available personnel; oversees and coordi- An HR audit performed in 2016 addressed several nates program plans, future needs, goals and ob- areas of the HR functions for the District. A key jectives, including succession planning. function needing to be addressed was a review,  Prepares or reviews preparation of external re- revision and update of current personnel policies. ports for the State Department of Labor and Indus- That process is underway and would be expected tries, Employment Security, and other agencies as to completed as one of the new HR Director’s top required. priorities.

CHALLENGES & OPPORTUNITIES Labor Negotiations

The District and IAFF Local 1828 are currently Transforming Into A New Agency working under an expired collective bargaining The District not only provides contracted services agreement. Outstanding issues will need to be re- to local cities, but is also in discussion with the solved, and the potential issue of a merge of IAFF City of Lynnwood which could result in a consoli- Locals between the District and City of Lynnwood dation into a Regional Fire Authority and add will need to be addressed. Lynnwood Fire staff to current District staff. The two jurisdictions are currenty working under an Health Care Reform interlocal agreement which has created a blended Guide the self-insured health care program in a management of the two. time of changing federal mandates.

SNOHOMISH COUNTY FIRE DISTRICT 1, WA ♦ HUMAN RESOURCES DIRE CTOR

IDEAL CANDIDATE  Demonstrated public relations and customer

service skills in dealing with customers, fellow em- Education and Experience: ployees and management staff.  Bachelor's degree in Business, Public Admin-  Experience in developing policies and proce- istration or related field with a focus in Human Re- dures. sources.  Experience as a strong leader with excellent  Five or more years of progressively responsible interpersonal skills who will have expertise work- Human Resource experience is required. ing with a diverse Board of Commissioners.  Experience functioning at Human Resources  Ability to be upfront and honest is a must. Director level preferred.  The ideal candidate will be prepared to first  Certified as Professional in Human Resources take time to listen, learn, and build relationships (PHR), Senior Professional in Human Resources within the organization. (SPHR), International Public Management Associ-  Experience leading an organization into the fu- ation (IPMA) certification, or a Masters Degree in ture, with the flexibility to change direction when Business, Public Administration or related field, necessary. with a focus in Human Resources is preferred but  The ideal candidate will be able to demonstrate not required. creativity in finding solutions and alternatives to a  Experience in a public jurisdiction providing variety of complex issues. technical support for recruitment and selection,  A proven track record of evaluating and men- employee relations, policy writing, benefits admin- toring employees is a must. istration, compensation administration and work-  Ability to bring a strong leadership style and ers compensation administration preferred. build consensus between labor and management.  Experience working with uniformed Fire or Po-  Demonstrated experience with labor relations, lice services. labor negotiations, grievance resolution, unfair la-  Must have or be able to obtain and maintain a bor practices, and arbitrations. valid Washington State Driver's License and proof  The ideal candidate will fully embrace the of insurance with acceptable driving record. needs of the Board of Commissioners and have the ability to communicate the needs of the organ- Necessary Knowledge, Skills and Abilities: ization to the Board.  Knowledge of current principles and practices of personnel management, employee relations Candidates may possess any combination of and public administration. relevant education and experience that demonstrates their ability to perform the essential Knowledge of federal, state and local laws per-  duties and responsibilities. The ideal candidate will taining to Human Resources management, labor be committed to excellent customer service and relations, and equal employment opportunity em- relationship-building. ployment. (e.g. FLSA, FMLA, etc)

 Ability to work well with elected officials and in a strong unionized environment.  Knowledge of basic accounting principles and practices, general ledger structure, and budget process.  Ability to maintain strict confidentiality with sensitive employee information and handle confiden- tial and politically sensitive information and materials.  Ability to communicate effectively, both orally and in writing, including writing personnel policies and explaining policies to employee groups.  Experience with gaining the cooperation of and promoting the recruitment of a diverse workforce.

SNOHOMISH COUNTY FIRE DISTRICT 1, WA ♦ HUMAN RESOURCES DIRE CTOR

COMPENSATION & BENEFITS

 $114,000 - $140,000 DOQ  Medical, Dental & Vision coverage  Healthcare Reimbursement Account  Voluntary Flexible Spending Account  Dependent Care Assistance Plan  Voluntary Qualified Transportation Plan  Voluntary Life Insurance and AD&D

 Voluntary Short-Term & Long-Term Disability

 Deferred Compensation Program with employer contribution of 5%  Employee Assistance Program Please visit  Voluntary AFLAC www.firedistrict1.org  Voluntary Legal Shield  Voluntary Long Term Care  Washington State Retirement  Vacation, Sick Leave, and 11 Paid Holidays

Snohomish County Fire District 1 is an Equal Opportunity Employer. All qualified candidates are strongly encouraged to apply by March 5, 2017 (first review, open until filled). Applications, supplemental questions, resumes and cover letters will only be accepted electronically. To apply online, go to www.prothman.com and click on "submit your application" and follow the directions provided. Resumes, cover letters and supplemental questions can be uploaded once you have logged in.

www.prothman.com

371 NE Gilman Blvd., Ste 310 Issaquah, WA 98027 206.368.0050