Port Of Seattle
Manages Seattle's airport, seaport, and real estate, driving regional economic growth.
2 days ago
Intermediate (4-7 years), Expert & Leadership (13+ years), Experienced (8-12 years)
Full Time
SeaTac, Washington, United States
Hybrid
Company Size
2,000 Employees
Service Specialisms
Sector Specialisms
Description
candidate sourcing
job posting
testing boards
metrics tracking
compliance oversight
diversity outreach
Applications will be reviewed regularly, and interviews may be conducted prior to the application close date. As a Police Recruiting Specialist, you will lead all recruitment activities for the Port of Seattle Police Department, working closely with commissioned and non‑commissioned staff on the recruitment of officers and civil service personnel.
You will be stationed within the police department and connect talent acquisition strategy directly to operational law enforcement needs. You will also manage candidate outreach, recruitment events, civil service hiring compliance, and long‑term workforce planning.
You will ensure recruitment efforts advance Port‑wide equity, diversity, and inclusion objectives, while serving as the primary liaison between Human Resources, Police leadership, and the Civil Service Commission. Collaboration with the Police recruitment team, Labor Relations, and HR will align civil service processes, outreach, and selection.
You will oversee job postings, testing, oral boards, and eligibility lists, and serve as the main contact for candidates. Additionally, you will train panel members on interview techniques, evaluation criteria, and bias mitigation.
You will lead targeted outreach to attract diverse, mission‑driven candidates, focusing on underrepresented communities. Building partnerships with academies, military bases, schools, and community groups, you will represent the Port Police at events and co‑host informational sessions on careers and the hiring process.
You will proactively source passive candidates through associations, networks, LinkedIn, and other platforms, leveraging new technologies and digital tools to expand reach, streamline communication, and enhance candidate engagement. These efforts will support full‑cycle police recruitment in partnership with the Senior Recruiter for Public Safety, Talent Acquisition Manager, and TA Lead, including coordination with public safety testing vendors and the Civil Service Commission.
You will oversee and refine recruitment workflows, oral boards, and assessments to ensure efficiency, transparency, and a positive candidate experience. All processes will comply with civil service rules, RCWs, collective bargaining agreements, and internal policies, supporting equitable and lawful hiring practices.
You will support the Civil Service Commission and Police Department by interpreting and revising rules, coordinating with Legal and Labor Relations, maintaining records, and occasionally serving as secretary as needed. Tracking recruitment data will allow you to evaluate outreach effectiveness, identify improvement areas, and share regular updates with HR, police leadership, and civil service partners.
You will collaborate with the Office of Equity, Diversity, and Inclusion and the Police Department to support implementation of policing assessment recommendations. This partnership reinforces the Port’s commitment to equitable and inclusive hiring practices.
- Lead all recruitment activities for the Port of Seattle Police Department, aligning talent acquisition with operational needs.
- Manage candidate outreach, recruitment events, civil service hiring compliance, and long‑term workforce planning.
- Serve as primary liaison between HR, Police leadership, and the Civil Service Commission to advance equity, diversity, and inclusion.
- Oversee job postings, testing, oral boards, and eligibility lists; train interview panels on bias mitigation.
- Conduct targeted outreach to underrepresented communities and build partnerships with academies, military bases, schools, and community groups.
- Proactively source passive candidates via networks, LinkedIn, and digital tools to expand candidate pools.
- Coordinate full‑cycle police recruitment with senior recruiters, testing vendors, and the Civil Service Commission.
- Ensure all processes comply with RCWs, collective bargaining agreements, and internal policies.
- Track recruitment metrics, evaluate outreach effectiveness, and report updates to HR and police leadership.
- Maintain and interpret civil service rules, coordinate with Legal and Labor Relations, and support commission activities as needed.
Requirements
full-cycle recruiting
5+ years
shrm‑cp/phr
civil service
collaboration
police academy
The ideal candidate has at least five years of full‑cycle recruiting experience in law enforcement or public safety, including workforce planning, recruitment strategy design, and facilitating testing, oral boards, and hiring evaluations. A SHRM‑CP or PHR certification is desired. You must demonstrate extensive expertise in civil service rules, RCWs, union environments, and public‑sector compliance, as well as skill in innovative outreach and knowledge of police academy structures. Commitment to equity, diversity, inclusive practices, strong collaboration, and analytical organization are essential.
- Required: 5+ years of full‑cycle recruiting in law enforcement/public safety.
- Desired: SHRM‑CP or PHR certification.
- Demonstrated expertise in civil service rules, union environments, and public‑safety hiring processes.
- Strong collaboration, analytical, and organizational skills.
Benefits
Training + Development
Interview process
- review applications regularly
- conduct interviews prior to application close date
- coordinate testing and oral boards with vendors and the civil service commission
- train interview panels on techniques, evaluation criteria, and bias mitigation
- facilitate candidate evaluations and selection
Visa Sponsorship
Security clearance
- includes background, psychological, and physical evaluations as part of hiring compliance
Overview
- The Port of Seattle plays a crucial role in facilitating trade and travel in the Pacific Northwest.
- It operates Seattle-Tacoma International Airport, one of the busiest airports in the U.S.
- Its seaport is a key gateway for goods flowing between the U.S. and the Asia-Pacific region.
- The Port invests heavily in infrastructure, sustainability, and regional development.
- Typical projects include terminal upgrades, environmental improvements, and transportation infrastructure.
- A standout project is the modernization of Sea-Tac Airport, enhancing both passenger experience and capacity.
- The Port has a history of pioneering public-private partnerships to fuel regional growth.
Culture + Values
- Respect: We uphold the dignity and value of every person.
- Integrity: We are honest, accountable, and ethical.
- Stewardship: We honor and care for the resources entrusted to us for the benefit of future generations.
- Excellence: We promote excellence through continuous improvement and innovation.
Environment + Sustainability
4,000 tons CO₂
Cruise Ship Emissions Cut
Reduced nearly 4,000 tons of CO₂ emissions in 2024 through shore power mandates.
50% Less Emissions
GHG Emissions Reduction
Achieved a 50% reduction in port-controlled GHG emissions, seven years ahead of schedule in 2023.
15% Lower Emissions
Reducing Energy Use
Reduced aircraft auxiliary power unit emissions by 15% compared to 2023, the lowest since 2018.
2,444 Trees Planted
Restored Shoreline
Planted 2,444 trees and shrubs as part of environmental restoration efforts.
- Verified Scope 1 & 2 GHG emissions inventory through The Climate Registry.
- Adopted Sustainable Evaluation Framework (2020) to assess capital projects on energy, emissions, water, materials, waste, climate resiliency, and habitat.
- Net-zero target: Port operations targeted to reach net-zero emissions by 2040 (accelerated from 2050) through the Seattle Waterfront Clean Energy Strategy.
- Forecast four-fold increase in peak electricity demand by 2050, with $208–457 M in infrastructure investments planned.
Inclusion & Diversity
Since 2005
Diversity Council Established
The company has maintained a Development and Diversity Council since 2005, focusing on employee development and diversity across departments.
- Diversity and inclusion are integrated into all policies, processes and programs, not treated as separate initiatives.
- Annual 'Charles Blood Champion of Diversity and Inclusion Award' recognizes employees and teams demonstrating dedication to inclusivity.
- The Office of Equity, Diversity and Inclusion leads trainings, embeds equitable policy in strategic planning, and advances systemic change.
- Equity statement commits to dismantling structural barriers so historically oppressed communities, particularly communities of color, gain access to opportunities.