Director, Human Resources (Head of HR) New Bothell, Washington, United States

The Director of Human Resources is a senior leadership role responsible for developing and executing a comprehensive HR strategy that aligns with the organization’s long-term business objectives. This role partners closely with executive leadership to drive organizational effectiveness, talent strategy, culture transformation, and workforce planning. The HR Director serves as a strategic advisor and change leader, ensuring that people initiatives enable sustainable growth and competitive advantage. The Director of Human Resources functions as the Head of HR and is fully responsible for all aspects of the human resources functions. Perform as a liaison between the company and its 500+ direct and contingent employees, providing employees with optimal services and benefits. Develops, interprets, and implements policies and procedures that create an equitable and consistent work environment while maintaining legal compliance with State and Federal laws. Organizes and maintains working conditions such that both employees and the company are productive and satisfied. Strategic Responsibilities: Develop and execute the organization’s HR strategy aligned with overall business objectives and growth plans Translate business strategies into HR strategic and operational plans across business units Serve as a strategic advisor to executive leadership on organizational design, talent strategy, and workforce planning Partner with leadership to drive organizational transformation, culture initiatives, and employee engagement Foster a positive, inclusive workplace culture and resolve complex employee relations issues with fairness and consistency Refine HR policies, procedures, and governance frameworks to improve organizational effectiveness Oversee HR operations across multiple Washington and Texas, ensuring consistency in policies, compliance, and employee experience Develop and deploy talent management programs to address skill gaps, enhance leadership capabilities, and support career progression Design, implement, and manage competitive compensation, benefits, and total rewards programs aligned with market benchmarks Monitor and manage the HR budget, ensuring cost-effective delivery of HR programs and services Utilize HR analytics and metrics to inform decision-making and evaluate program effectiveness Assess the impact of long-range planning, regulatory changes, and new initiatives on workforce strategy Support the development of business acumen across the workforce through targeted development programs General Responsibilities: Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Responsible for the staffing and employment functions. Responsible for administrating all benefits programs, including negotiating all rates and activities with brokers to provide the best product for cost for renewal. Responsible for all HRIS system and data integration. Representation for investigation and resolution of employee relations issues. Administers performance review program to ensure effectiveness, compliance, and equity within organization. Administers compensations and salary administration programs to ensure compliance and equity. Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations. Contracts with outside suppliers to provide employee services such as worker's comp, benefits broker, employee assistance program, etc. Executes and coordinates all aspects of promotions, transfers, employment verifications, reference requests, disciplinary actions, merit increases, and annual adjustments. Responds to employee and supervisory inquiries and issues regarding Human Resource matters (i.e. grievances; sexual harassment). Maintains confidential and proprietary information. Manages and directs the company’s personnel and benefits programs including various types of insurance, vacation and personal holidays, tuition reimbursement, on-site educational and training programs, performance management, and company policy development. Administration of the 401k plans. Interfaces with brokers, processes changes, investigates and makes recommendations for the 401k plan. Serves as the chairperson of the 401k committee. Prepares job descriptions with department managers for new and existing positions. Meets and coordinates with outside professional services and agencies to initiate and implement both human resource and benefit issues. Proposes, publishes, advises, and administers personnel policies and procedures for management and employees. Handles the processing of unemployment claims and appeals, disability issues, and government requests. Executes matters related to workers’ compensation between the insurance carrier and employee; negotiates renewal rates and activities with brokers to provide the best product for cost. Understands and responds appropriately to the laws and statutes that relate to personnel and administrative activities. Ensures regulatory compliance in Human Resources, including ADA, EEOC, and other mandates. Maintains a high-level awareness of current Federal and State labor laws. Updates the company policy and procedures manual and employee handbook to meet legal standards. Assembles wage and compensation information to determining levels of overall compensation. Attends seminars and training sessions, speaks with industry contacts, and reads HR-related materials. Collects, interprets, evaluates, and summarizes information to report and assist upper management in the decision-making process. Audits job evaluation program periodically for functional changes. Compares information with recent market data and makes revisions as necessary. Trains, demonstrates, and provides information to staff so they can perform their job functions properly. Other Activities: Generates monthly reports and maintains organizational chart. Performs other duties and special projects as assigned by management. Leverage HR analytics and workforce data to drive strategic decision-making, identify trends, and support business planning Communicate effectively with senior leadership and cross-functional stakeholders, delivering clear insights, recommendations, and executive-level presentations Manage multiple strategic priorities simultaneously, balancing day-to-day operations with long-term organizational goals Demonstrate strong business acumen and HR partnership capabilities, aligning people strategies with overall company objectives Lead cross-functional initiatives and enterprise-wide HR transformation projects, ensuring successful execution and measurable outcomes Apply strategic thinking and sound judgment to solve complex organizational challenges and develop innovative HR solutions Exhibit adaptability and resilience while leading through change in a fast-paced, evolving environment Influence and build strong relationships across all levels of the organization, fostering collaboration and trust Maintain a high level of professionalism, discretion, and integrity when handling sensitive and confidential matters Drive a results-oriented approach, using metrics and performance indicators to evaluate success and continuously improve HR programs Proactive communicator who can clearly articulate results and needs across all levels. Ability to establish and communicate clear priorities and to influence others to support and act on those priorities. Proven ability to manage multiple projects with competing deadlines. Education / Experience: 15+ years related experience and a bachelor degree in Human Resources, Labor Relations, or related field required OR 10+ years of leadership/people management in human resources required Prior experience in the manufacturing environment required Ability to analyze and interpret government publication, professional journals, and legal materials. Able to effectively make presentations to groups and individuals and respond to questions. Ability to work well with diverse personalities. Must be tactful, mature, flexible, impartial, and consistent in treatment of people. Competency in writing reports and business documentation/correspondences in a professional and well-articulated manner. Capacity to deal with problems involving multiple variables and pressures. Able to effectively present information and respond to questions from groups of managers, customers, and other company personnel. Must have exceptional interpersonal skills and be able to work with diverse types of personalities. Must be tactful, mature and flexible. Proficiency with personal computers and software for word processing, spreadsheets, and HRIS / PR development. Excellent verbal and written English communication skills. Additional Preferred Skills (not required) Master’s Degree

SPHR/SHRM-SCP

Aviation and Manufacturing industry Physical Requirements and Working Environment: Must be able to work from our Bothell headquarters Monday - Friday. This position requires an employee to be seated frequently for extended periods of time. In addition, the employee must occasionally stand, walk and reach with arms. Must have dexterity in the hands to perform on computer. Must be able to lift and carry between 5-10 lbs. Must be able to comprehend and respond verbally via the telephone or in person. Must have ability to listen for understanding and assist with problem solving. Capacity to successfully respond to multiple work environment pressures. Must be able to read and analyze written and computer screen information. Ability to travel within and outside the local region. Must have a valid U.S. Passport and driver’s license. Must be well organized. US Person Required - this position requires speci al access . A U S Person is defined as a US Citizen, a Permanent Resident who does not work for a foreign company/foreign government/foreign governmental agency or organization, or a political asylee for legal compliance purposes. Integrity to include: Committed to and acts with high ethical standards Earns trust of coworkers by maintaining confidences and honoring commitments Works without bias, avoiding undue influence or prejudice Leadership Guides group or individuals toward common objective Demonstrates a send of urgency about next steps Develops cooperation and teamwork Judgment, decision making, analytical skills to include: Identifies and communicates non-routine problems Makes accurate, timely, informed decisions Planning and Resource Management to include: Identifies and effectively utilizes appropriate resources Communication skills to include: Clearly, concisely, and accurately presents information Communicates directly, openly, and honestly Replies quickly to requests Develops clear and concise documentation Technical competence to include: Applies essential skills in performance of job responsibilities Knowledge of technical information Produces high quality work Interpersonal Skills to include: Establishes and maintains effective relations with relevant individuals and groups t achieve desired results Demonstrates respect for people their concerns and their well being Bias for action to include: Recognizes and works to overcome obstacles Aggressively pursues goals and objectives Has personal conviction to take independent action. Expectation for All Employees: Competence and commitment to excellence Teamwork - building strong, long-term partnerships with our suppliers and customers (internal and external.) Integrity - commitment to and acting with high ethical standards. Respect - demonstration of esteem, concern, and courtesy towards fellow employees and customers. Commitment to our community Accountability and ownership - taking responsibility for one's actions and an active role in career development. The expected WA salary range for this position is between $149,000.00 - $205,000.00 USD. Actual compensation will be determined based on experience, education, location, and other factors permitted by law. Our suite of comprehensive benefits includes health care (medical, dental and vision), life insurance, paid time off and a 401(k) savings plan with company match. About Greenpoint Technologies Greenpoint delivers nose-to-tail VIP Jet aircraft interiors for private clients and Heads-of-State. We are proud to be known in the aerospace industry for our design and engineering innovation, award-winning company culture, and on-time delivery of our beautiful products. We use leading-edge tools and employee-built processes to deliver extraordinary, one-of-a-kind custom aircraft interiors. It’s complex work, but we work smart. In return for hard work, collaboration, and creativity, our people experience a culture custom built for high achievers: Big jobs and stretch assignments. High accountability environment, with transparent decisions aligned to values, open communication, and engaged leadership. Ability to make a big, visible impact on the end product. We welcome diverse contributions and provide equal employment opportunities to all individuals without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Greenpoint Technologies’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Jobleads-US