Industrial Organizational Psychologist

• Analyze and interpret HR and organizational data (e.g. benefit usage, performance evaluation, workforce trends, payroll patterns)to inform evidence-based HR decisions.

• Conduct employee surveys to determine benefit needs, training needs, and workforce development opportunities.

• Serve as a strategic advisor to employees and organizational stakeholders on employee benefits, compensation, training programs, HR policies, and applicable employment laws, including leave of absence and workers’ compensation.

• Develop and maintain constructive, collaborative relationships with internal and external stakeholders to support organizational development processes, facilitate effective communication, and enhance workforce performance.

• Perform and utilize job analysis data to inform workforce initiatives, including performance management.

• Coordinate learning management systems and facilitate training and development programs that align with organizational goals and employee growth objectives.

• Prepare and present detailed business cases and recommendations to leadership for strategic organizational development initiatives, integrating both quantitative and qualitative analyses.

• Leverage HRIS for data reporting and management,ensuring data accuracy and workflow efficiency for workforce planning.

• Support change management initiatives (e.g., cultural alignment)and facilitate talent retention strategies through succession planning.

• Coordinate the review and resolution of workplace concerns by facilitating stakeholder engagement, documenting outcomes, and supporting consistent application of organizational policies, contributing to a respectful work environment.

• Support Director of Finance to analyze the financial impact (e.g., cost-benefit analysis)of HR initiatives, including benefits, compensation, training, and cultural building programs.

• Develop and implement employee selection and placement programs, including interview techniques, rating scales, and other assessments to evaluate skills, abilities, and potential.

Master’s degree in Industrial-Organizational Psychology, Organizational Behavior, Human Resources, or equivalent or related field.

• Two (2) years of experience in Industrial Organizational Psychologist, OD Specialist, HR Specialist, or related job.

• Two (2) years of experience supporting workforce-related decision-making, including analyzing and managing workforce data(qualitative and quantitative), such as retention, payroll, and benefit utilization.

• Two (2) years of experience analyzing budget allocations and conducting cost-benefit analyses for HR initiatives, including benefits, compensation, and training programs.

• Two (2) years of experience advising on employee benefits, compensation, and applicable HR laws, including leave of absence and workers’ compensation (L&I), within an educational or school-based environment.

• One (1) year of experience designing, administering, and analyzing employee surveys using tools such as Google Forms or similar platforms.

• One (1) year of experience utilizing Human Resources Information Systems (HRIS), Microsoft Office (Word, Excel; version 2013 or higher), and Google Suites to maintain, analyze, and report employee data to support organizational planning and workforce decision-making, including systems such as PayNW.

• One (1) year of experience managing employee training programs and job descriptions for positions within an educational or school-based environment.