2026-05-06 HR Operations Manager and Extra Help
Office: 360-740-1408 Angie Hodge
Cell: 360-880-8539 Human Resources Director
Email: Angie.Hodge@lewiscountywa.gov Human Resources & Public Disclosure
Human Resources
To: Board of County Commissioners
From: Angie Hodge, HR Director
Subject: HR Department Staffing Proposal 2026
cc: Ryan Barrett, County Manager
Introduction
The Human Resources Department currently consists of two functional areas—Human Resources and Public Disclosure
Requests (PDR)—both overseen by the HR Director. With the HR Director’s planned departure at the end of May 2026, the
HR Department and County Manager recommend not filling the HR Director position at this time. Instead, we recommend
a temporary restructuring that maintains operational stability, supports ongoing initiatives, and allows the organization
time to evaluate long-term leadership needs. The benefits of this approach are as follows:
1. Maintain stability during a transition period
2. Support completion of major HR initiatives
3. Utilize experienced internal staff
4. Preserve flexibility for future organizational decisions
Significant HR initiatives are currently underway, including:
• Implementation of newly negotiated labor agreements
• Ongoing improvements to employee benefits
• Deployment of a modernized recruiting system
A leadership change at the Director level at this stage risks disruption.
Rachel Lester, the current Senior HR Generalist has demonstrated the ability to lead daily HR operations, supervise staff,
and manage day-to-day labor relations functions. This supports continuity while longer-term leadership needs are
evaluated.
Strategic direction can continue to be provided by the:
• BOCC
• County Manager
• Budget/Risk Director
• Prosecuting Attorney’s Office
This ensures appropriate oversight without immediately filling the Director role.
Proposed Staffing Model for HR (4 FTE)
351 NW North Street
Chehalis, WA 98532-1900
HR phone: 360.740.2737
HR fax: 360.740.1494
Email: HR@lewiscounty.wa.gov
Page 2 of 2
Role Status
HR Operations Manager New
HR Generalist Existing
HR Generalist (on PFML leave mid-May–Sept) Existing
HR Assistant (Extra Help) New
HR Director Not filled
HR Generalist Senior Not filled
• Maintains 4 total HR staff (consistent with 2025)
• Provides 3 FTE coverage during summer, returning to 4 in fall
• No changes to Public Disclosure Request (PDR) structure (though cross-training can be explored as business needs
allow)
Staffing Level Context
According to the Society for Human Resource Management (2025), the median HR staffing ratio is 1.98 HR FTE per 100
employees. That said, a decentralized structure, like Lewis County’s, could benefit from a ratio that is closer to 1 HR FTE per
100 employees (however it is common for Workers Compensation & Unemployment Claims to reside in HR, and at Lewis
County those functions are currently in Risk)
Lewis County under this proposal = 0.66 per 100 employees (~600 employees / 4 HR staff) This reflects a lean, efficient
model; alignment with the County’s decentralized structure; and continuity with current staffing levels.
Recommendations
1. Approve creation of this HR Operations Manager position, with compensation at Grade 126 ($80,796-$ 108,678).
This pay grade is recommended after a review of comparable positions within the County, as well as a salary
analysis that considered similar positions in comparable entities.
2. Approve creation of this Extra Help HR Admin. Hire under the Casual Senior Employee classification (Grade 115).
Up to Step 6 ($26.40/hour), no benefits
These changes allow us to meet immediate operational needs, including coverage of entry-level duties that will be
necessary and helpful while one of our existing HR Generalists is out on leave from mid-May to September. It’s cost-
effective and maintains continuity of staff who already are working together effectively. In the future, we may request to
fill these positions permanently with appropriate job classifications for the work assigned.
Future Considerations
This structure allows the County to:
• Reassess the need for an HR Director after current initiatives are stabilized
• Continue investing in staff development and process improvement
• Evaluate long-term HR and PDR organizational alignment