Role Description You will own HR for a portfolio of cannabis industry clients. That means serving as their primary HR contact, handling the full range of what comes up in a growing cannabis business, and being someone employees and managers can trust to show up prepared, stay calm, and do the right thing. This role requires someone who can operate with real autonomy. You will manage competing priorities across multiple accounts, make judgment calls, and handle complex situations without needing to escalate everything. You are expected to come in with a strong foundation and grow it here. The expectation is that you can carry your own client load and do this work at a high level. Responsibilities - Employee Relations - Handle terminations, PIPs, disciplinary conversations, and workplace investigations from start to finish - Coach managers through difficult situations and hold them accountable to doing it right - Lead with understanding in every employee interaction before making any decisions - Document properly because the work actually happened, not as a paper trail after the fact - Protect the business and the employees inside it at the same time - Recruiting + Hiring - Manage full-cycle recruiting across client accounts: job descriptions, postings, screening, interviews, offers - Own hiring the way it should be owned, inside HR, not outsourced to a recruiter - Build pipelines for roles that come up repeatedly across accounts - Payroll - Process and manage payroll for client accounts - Run labor reports, track labor to sales ratios, and flag anything that looks off - Understand the numbers well enough to advise clients on what they mean - Troubleshoot issues and own them to resolution - Gusto and ISolved required. KayaPush a strong plus. - Benefits - Support benefits enrollment, vendor coordination, and employee questions across accounts - Deep benefits experience is a plus but not required - Training and Development - Build and facilitate trainings across client accounts as needs come up: new manager training, harassment prevention, onboarding programs, culture and communication work - Make it practical and relevant to the people in the room, not generic - HR Operations and Documentation - Keep handbooks, policies, offer letters, and SOPs current and useful across accounts - Conduct HR audits across client accounts and identify gaps before they become problems - Manage I-9 compliance, employee files, and documentation standards - Review and update job descriptions, disciplinary forms, and onboarding materials - Stay current on state-specific employment law and make sure client documentation reflects it - Built for the actual business, plain language, not pulled from a template - Strategy and Advisory - Serve as a true thought partner to business owners on people decisions, org design, comp, and culture - Identify trends inside client accounts - turnover patterns, manager issues, morale signals - and bring solutions, not just observations - Help clients think through headcount decisions, role design, and team structure as they grow - Advise on performance management, retention strategy, and how to build a workplace people want to stay in - Be the person who tells leadership the truth, not what they want to hear - Show up to client calls prepared, invested, and ready to move things forward Qualifications - Multi-client or freelance experience is the first thing we look at. - 4 or more years of HR experience, with strong preference for those who worked in other industries or roles first. - You have had hard conversations with employees and managers and you did not flinch or hand it off. - Self-directed, organized, and flexible. You figure things out. - You like people. Not as a resume line. You just do. - You approach this work as something you do for people, not to them. - Cannabis experience is a meaningful plus. Real curiosity about the industry is required. Tools - Monday.com - Slack - Claude - Canva - G Suite - QuickBooks - Gusto

Role Description Our vision is to ensure that “Washington state’s children and youth grow up safe and healthy, thriving physically, emotionally, and educationally, nurtured by family and community.” The Department of Children, Youth, and Families (DCYF) is seeking a passionate and experienced Social and Health Program Consultant 4 (SHPC4) – Human Trafficking Screening Supervisor to join the Missing and Exploited Youth (MEY) Program within the Integrated Systems of Care Team. Guided by DCYF's mission to protect children and strengthen families so they flourish, this position plays a critical leadership role in supporting youth who have experienced, or are at risk of experiencing, trafficking, exploitation, and missing episodes. In this role, you will provide leadership and oversight for a remote team responsible for screening and assessing youth who may have been impacted by commercial sexual exploitation, labor trafficking, and other forms of exploitation. You will serve as a strategic partner, collaborating with leaders and staff across Child Welfare, Juvenile Rehabilitation, and other DCYF programs to support statewide implementation of policies, procedures, and best practices. This position provides statewide leadership for screening and assessment practices related to youth impacted by trafficking and exploitation. You will help develop and support a specialized workforce, monitor implementation across regions, analyze trends and outcomes, and promote consistent practices statewide. Some of what you will get to do: - Supervise, coach, and support a statewide team of Missing and Exploited Youth screening specialists. - Manage performance, professional development, workload planning, hiring, and other supervisory responsibilities. - Provide consultation and guidance regarding screening, assessment, referral processes, and practice implementation. - Lead the development and support of a specialized workforce focused on youth at risk of, or impacted by, trafficking and exploitation. - Monitor program performance, regional implementation, and quality assurance activities to promote consistent statewide practice. - Analyze program data and trends to inform decision-making, reporting, and continuous improvement efforts. - Develop reporting processes and support legislatively mandated reporting requirements. - Ensure compliance with federal and state laws, including Senate Bill 6006, and recommend policy and practice improvements. - Partner with Juvenile Rehabilitation and clinical staff to implement validated screening tools, response protocols, and cross-system practices. - Build and maintain collaborative partnerships across Child Welfare, Juvenile Rehabilitation, and other DCYF programs. - Develop and deliver training, technical assistance, and practice guidance related to trafficking, exploitation, and missing youth. - Advance trauma-informed, culturally responsive, and equitable practices that improve outcomes for youth and families. Qualifications - A master's degree in social work, Public Administration, Social Science, or a related field AND three (3) years of full-time experience implementing youth-related social services. - OR A bachelor's degree in social work, Public Administration, Social Science, or a related field AND five (5) years of full-time experience implementing youth-related social services. - OR One (1) year of experience as a Social and Health Program Consultant 3 (SHPC3) or equivalent. - OR Three (3) years of experience as a Social and Health Program Consultant 2 (SHPC2) or equivalent. - OR Equivalent combination of education and experience totaling six (6) years implementing youth-related social services AND a minimum of two (2) years of case management experience. - A minimum of one (1) year of supervisory experience. - Prior successful completion of CSEC 101 training or equivalent. - Employees must successfully complete division-sponsored training within one (1) year of appointment. - The ability to take action to learn and grow. - The ability to take action to meet the needs of others. - *A degree in Social Work must be obtained from a program accredited by the Council on Social Work Education (CSWE). Requirements - Completion of advanced training in commercial exploitation, human trafficking, or related fields. - Previous experience implementing programs, policies, procedures, and practice improvements. - Previous experience supervising, coaching, mentoring, and developing staff. - Previous experience working with youth and those with lived experience in systems of care. - Previous experience collaborating with community partners, local governments, providers, Juvenile Rehabilitation, Child Welfare, and executive leaders. - Demonstrated knowledge of social service principles and practices, goals and objectives of case planning and risk assessment. - Demonstrated knowledge of trauma-informed, youth-centered, culturally responsive, and equity-based practices. - Demonstrated knowledge of protecting vulnerable adults and children living in their own home and in licensed and certified settings, laws, rules, and regulations. - Demonstrated knowledge of investigative and casework principles and practices; social and economic conditions which affect the work of a public social service agency. - Demonstrated knowledge of Commercial Sexual Exploitation of Children (CSEC), human trafficking, missing youth, and exploitation prevention and response strategies. - Demonstrated experience implementing and evaluating policies, procedures, training, or practice standards. - Demonstrated experience monitoring program performance, analyzing data and trends, and supporting quality assurance and continuous quality improvement efforts. - Demonstrated knowledge of federal and state laws, regulations, and policies related to child welfare, trafficking prevention, and youth-serving systems. - Demonstrated knowledge of consensus-building models, facilitation techniques, and conflict resolution strategies. - Demonstrated experience working with or within the intensive resources (BRS, therapeutic foster care, behavioral health, developmental disabilities) system. - Demonstrated ability to lead change, manage competing priorities, and build effective cross-system partnerships. - Demonstrated strong oral and written communication skills. - Demonstrated leadership skills and the ability to exercise sound judgment in complex and sensitive situations. Benefits Benefits eligibility for this position may be different than what’s listed in the benefits tab of this recruitment announcement. For more information on employee benefits eligibility, visit: - Public Employee Benefits Board (PEBB).

Role Description AUIB is seeking an experienced academic professional to serve as Adjunct Faculty in Private International Law and Conflict of Laws, with a special focus on Iraqi law and its interaction with international legal systems. The successful candidate will deliver high-quality teaching in these subject areas, with particular attention to how Iraqi legal principles apply within comparative and cross-border legal contexts. The role requires the ability to connect theoretical frameworks with Iraqi legislation, court practice, and international private law developments. The candidate should be able to teach complex legal concepts clearly, engage students effectively, and contribute to strengthening students’ understanding of both Iraqi and international legal systems. Key Responsibilities - Deliver lectures and seminars in Private International Law and Conflict of Laws with emphasis on Iraqi law. - Integrate Iraqi legislation, judicial practice, and legal doctrine into course content. - Develop course materials and assessments reflecting Iraqi and comparative legal systems. - Guide students in understanding the interaction between Iraqi law and international legal frameworks. - Maintain academic excellence while ensuring relevance to Iraq’s legal context and legal education standards. Qualifications - Strong expertise in Private International Law and Conflict of Laws. - In-depth knowledge of Iraqi legal system and legislation. - Ability to connect Iraqi law with comparative and international legal frameworks. - Excellent teaching and communication skills in English. - Experience in higher education teaching within law programs. Requirements - PhD in Iraqi Civil Law. - Professor with Expertise in Iraqi civil law and its application to cross-border disputes. - Experience analyzing Iraqi courts’ approach to conflict of laws. - Strong comparative law background (civil law systems preferred). Benefits - Diversity and Inclusivity: AUIB champions diversity and inclusivity in every aspect of campus life, ensuring a welcoming environment for everyone through fair and equal policies. - Competitive Benefits: AUIB offers competitive salaries, comprehensive health plans, and generous leave policies, ensuring the well-being and satisfaction of our staff. - Professional Development: Numerous opportunities for career progression and professional development are available at AUIB. - A Thriving Community: Comfortable on-campus accommodations and a vibrant campus equipped with state-of-the-art facilities, including an expansive library, modern classrooms, and recreational amenities. - A Legacy of Excellence: AUIB is dedicated to reviving Baghdad’s historic legacy of learning and culture. Application Requirements - Cover letter: Detail how your skills and experience align with the specific requirements of the position you are applying for. - Resume/Curriculum Vitae: Provide an up-to-date resume or CV. - Identification: A valid national ID or passport is required for the application process. Candidates Shortlisted for an Interview - If shortlisted for an interview, you will need to provide additional documentation: - Educational transcripts and certifications must be translated into English. - References: Provide contact details for three references who have either worked with you or supervised your work.

• Coordinate full‑cycle onboarding and offboarding, including new‑hire paperwork, background checks, and orientation logistics. • Draft offer letters and coordinate all required post‑contingent offer screenings and verifications. • Post jobs on internal and external sites. • Maintain accurate and compliant employee records, personnel files, and HRIS data. • Support benefits administration, including enrollments, changes, terminations, and employee inquiries. • Support the Director of HR in maintaining compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, and state-specific regulations. • Support compliance with government contracting requirements such as OFCCP, EEO reporting, and contract‑specific labor standards. • Maintain documentation and audit‑ready files for internal and external reviews. • Serve as a first point of contact for employee questions and HR support needs. • Assist with employee relations matters by gathering information, documenting issues, and escalating appropriately. • Support employee engagement initiatives, recognition programs, and internal communications. • Assist the Director of HR with HR initiatives, policy updates, and process enhancements. • Support HR reporting, metrics tracking, and data analysis. • Contribute to special projects such as handbook updates, system implementations, or training programs. • Other related duties as assigned.