Director, Human Resources

Ziply Fiber•Kirkland, WA

11d•$139,400 - $190,000

About The Position

The Director of Human Resources sets the vision and strategy for HR Operations and leads execution and continuous improvement, making it easier for employees and leaders to work with Ziply Fiber HR. As a senior member of the HR leadership team, the Director leads a multidisciplinary HR team and is responsible for the HR operating model, total rewards, HR business partner support, employee relations, and compliance across the company’s growing multistate footprint. The role oversees HR administration, service delivery, HRIS and technology, workforce data and analytics, and employee lifecycle processes. It also leads benefits and compensation strategy and administration, including salary structures, market benchmarking, incentive and bonus programs, health and welfare and retirement plans, vendor management, open enrollment, costs, and budgets. The Director partners with executives and business leaders, oversees employee relations and compliance, advances people and culture initiatives, and supports consistent communication across departments. The position is performed primarily in a modern office setting and requires extensive computer use. Applicants must be authorized to work in the United States for any employer; sponsorship is not available. Ziply Fiber requires a pre-employment background check and may require a pre-employment drug screening.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 10 years of progressive HR experience, including HR operations, HR business partner, or equivalent roles.
At least 5 years of senior management experience leading managers and multidisciplinary teams in a similar industry or profession.
At least 5 years of experience overseeing benefits and compensation programs, including plan administration, vendor management, and budget oversight.
Working knowledge of federal, state, and local employment laws and regulations, including experience supporting compliance across multiple states.
Experience overseeing employee relations, including workplace investigations and conflict resolution.
Exceptional judgment, decision-making, executive presence, coaching, strategic thinking, project management, and change management skills.
Demonstrated analytical capabilities and ability to use workforce data to provide data-driven recommendations.
Excellent problem-solving skills and follow-through to resolve problems.
Ability to maintain the highest level of confidentiality.
Strong Microsoft Office skills, with advanced Excel skills; experience with HRIS and analytics platforms.
Proven ability to lead in a fast-paced environment and meet or exceed deadlines.
Strong verbal and written communication skills, including ability to influence and present to executives; attention to detail and organizational skills.
Ability to work independently and apply sound judgment and reasoning to complex situations.
Ability to lead through change and adapt to changing priorities and schedules.
Commitment to excellent customer service and building a service-oriented HR team.
Must be currently authorized to work in the United States for any employer; sponsorship is not available.

Nice To Haves

PHR/SPHR or SHRM-CP/SHRM-SCP certification.
Experience in a union environment, including labor relations and administration of collective bargaining agreements.
Experience with mergers and acquisitions integration.
Master’s degree in Human Resources, Business Administration, or a related field.
Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) certification.
Experience implementing HRIS, AI, or automation tools to streamline HR processes and improve service delivery.
Experience in the telecommunications industry or a growing multistate organization.

Responsibilities

Set HR Operations strategy and priorities in alignment with company and department goals.
Lead a multidisciplinary HR team spanning operations, business partnering, and employee relations; coach and develop team members and build leadership depth and succession.
Own the HR operating model, including HR administration, service delivery, HRIS and technology, workforce data and analytics, and employee lifecycle process standards.
Identify and adopt AI and automation tools, guiding responsible use to improve efficiency and service delivery.
Oversee benefits and compensation strategy and administration, including salary structures, market benchmarking, incentive and bonus programs, health and welfare and retirement plans, vendor and broker management, open enrollment, and cost and budget management.
Partner with executives and business leaders, providing data-driven recommendations to improve employee satisfaction, retention, and sustained employee growth.
Oversee HR business partner support and employee relations, including investigations and conflict resolution.
Ensure compliance with federal, state, and local employment laws across current and future states of operation.
Drive people and culture initiatives, including career development, management and leadership training, and performance management practices, and measure their impact.
Foster cross-department collaboration to ensure consistent communication of initiatives, policies, and current events.
Perform other duties as required to support the business and evolving organization.