Senior Human Resources Manager

Colville Fuels Admin - Nespelem, WA 99155

Salary Range

$88,414.14 - $132,621.22 Salary

Position Type

Full Time

Job Shift

Day

Education Level

2 Year Degree

Travel Percentage

Up to 50%

Category

Human Resources

CLOSING DATE: Open Until Filled, weekly reviews

SALARY: $88,414.14 to $132,621.22 ($110,517.68 Midpoint)

REPORTS TO: Chief Executive Officer

LOCATION: Nespelem, WA

Summary:

The Human Resources Senior Manager at Colville Fuels LLC is a strategic leader responsible for aligning human resources practices with the company’s mission, vision, and values. As a member of the Executive Leadership Team, this role oversees all aspects of human resources, including workforce planning, recruitment, employee relations, compensation and benefits, training and development, policy administration, and compliance. The HR Senior Manager partners with leadership to design organizational structures, implement engagement and retention strategies, and support succession planning efforts to ensure a high-performing workforce. The role requires strong organizational, interpersonal, and analytical skills, along with a deep commitment to confidentiality and cultural sensitivity. Work is primarily office-based with occasional travel to store and field locations, and the position offers some hybrid flexibility.

Essential Functions:

Strategic Planning and Execution:

• Serve as a member of the company’s Executive Leadership Team.
• Collaborate with the Executive Leadership Team on company strategic planning to ensure human resources strategies are aligned with the overall mission, vision, and values.
• Develop and implement goals, objectives, and action plans related to human resources management.
• Track and analyze key performance indicators (KPIs) related to HR to inform strategic decision-making.
• Lead workforce planning to anticipate talent needs and ensure the organization maintains the right skill sets for future growth.
• Partner with leadership to design organizational structures that support business objectives and operational efficiency.
• Establish succession planning frameworks to identify, develop, and retain top talent for key roles.
• Create and manage compensation and benefits strategies that balance competitiveness, retention, and financial sustainability.
• Develop employee engagement and retention strategies that strengthen organizational culture and performance.

Recruiting and Staffing:

• Develop and manage recruiting strategies to attract qualified candidates for both store and corporate positions.
• Partner with hiring managers to define job requirements and selection criteria.
• Oversee onboarding and orientation programs to ensure smooth integration of new employees.
• Maintain workforce planning strategies to meet operational needs.

Employee Relations and Engagement:

• Serve as the primary resource for employee relations issues, conflict resolution, and performance management.
• Promote a positive workplace culture and employee engagement across all locations.
• Provide coaching and support to managers on employee relations matters.
• Administer employee recognition programs to support retention.

Supervision and Management:

• Recruit, train, and mentor human resources staff.
• Provide coaching and development to build high-performing teams.
• Foster a culture of accountability, teamwork, and continuous improvement.
• Recognize and reward strong performance while addressing areas for improvement.
• Responsible for evaluating performance and executing corrective and/or disciplinary action when necessary, up to and including terminations.

Training and Development:

• Identify training needs and coordinate learning opportunities to build skills and competencies.
• Implement leadership development programs for store and district managers.
• Ensure compliance training (such as safety, harassment prevention, food safety, etc.) is completed on schedule.
• Partner with operations to build career pathing and succession planning initiatives.

Compensation and Benefits:

• Administer employee benefits programs, including health, wellness, and retirement plans.
• Manage payroll processes in collaboration with finance/payroll teams.
• Ensure compliance with all labor laws, wage and hour regulations, and company policies.
• Conduct HR audits to maintain best practices and mitigate risk.

Policy Development and Administration:

• Develop and maintain HR policies, procedures, and employee handbooks.
• Maintain accurate HR records and HRIS system data integrity.
• Provide reporting and analytics to leadership regarding turnover, staffing levels, and other key HR metrics.
• Implement consistent policies and practices across all store locations.
• Assist supervisors, managers, and directors with the implementation of corrective and/or disciplinary action.
• Other duties as assigned.

Minimum Qualifications:

• Bachelor’s degree in human resources management, organizational development, or a closely related field, plus at least five (5) years of progressively responsible HR management experience (preferably in retail, hospitality, or convenience store industries), including at least three (3) years in a management role; OR,
• Associate’s degree in human resources management, organizational development, or a closely related field, plus at least seven (7) years of progressively responsible HR management experience (preferably in retail, hospitality, or convenience store industries), including at least three (3) years in a management role.
• Comprehensive knowledge of HR policies, practices, and employment laws.
• Strong leadership and interpersonal skills with the ability to build relationships at all levels.
• Excellent verbal and written communication skills.
• Must successfully clear extensive criminal history, financial, employment, and reference checks for suitability.
• Must possess and maintain a valid Washington State driver’s license and be eligible for the company’s vehicle insurance coverage.

Preferred Qualifications:

• Master’s degree in human resources management, organizational development, or a closely related field.
• HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience in the fuels, energy, or a closely related industry, particularly within a tribal or community-focused organization.
• Familiarity with tribal governance and cultural values.
• Demonstrated success in managing HR projects that include cross-functional collaboration and integration of tribal considerations.

Physical Demands / Work Environment:

• Most work is performed in a professional office setting and is sedentary, requiring routine walking, standing, bending, and carrying items weighing less than 40 pounds.
• Frequent interaction with employees, managers, and external stakeholders (recruiters, benefits providers, legal counsel, etc.).
• Professional settings require confidentiality, discretion, and diplomacy.
• Willingness and ability to travel to various store locations as needed.
• Willingness and ability to attend in-state and out-of-state trainings.