Senior Human Resources Manager

Shape Technologies Group•Kent, WA

26d•Onsite

About The Position

The Senior Human Resources Manager, Flow, serves as the strategic HR business partner and primary HR leader for an assigned business segment. This role is accountable for the full delivery of human resources services, including end-to-end talent acquisition, employee relations, workforce planning, and compliance. Operating as both a strategic advisor and hands-on leader, the role partners closely with the Segment Leader and leadership team to align people strategies with business objectives, while ensuring consistent execution of enterprise HR programs, policies, and governance standards.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
8–12+ years of progressive HR experience, including direct responsibility for recruitment and business partnering
Strong knowledge of employment legislation
Proven experience managing employee relations, full-cycle recruitment, and organizational development
Demonstrates strong partnership and influence with segment leadership
Delivers effective and timely hiring outcomes within established processes
Manages employee relations matters with consistency, professionalism, and minimal risk to the organization
Contributes to improved employee engagement, retention, and leadership capability within the segment
Ensures compliance and maintains high standards of documentation and governance
Strong business acumen and ability to align HR strategy with operational priorities
Proven ability to build credibility and influence senior leaders
Excellent communication and leadership coaching skills
Provide timely, practical, and solutions-oriented HR support to leaders and employees
Maintain accurate, complete, and audit-ready documentation; ensure all HR practices align with internal policies and legislative requirements
Exercise sound judgment in employee matters, ensuring consistency, fairness, and compliance with company policies and applicable legislation

Responsibilities

Serve as the primary HR advisor to the Segment Leader and leadership team
Build a strong, trust-based partnership with segment leadership to influence business decisions and outcomes
Translate business priorities into actionable HR strategies and workforce plans
Provide proactive insight on organizational risks, talent gaps, leadership effectiveness, and succession planning opportunities.
Own and execute the end-to-end recruitment process for the segment, including workforce planning, requisition development, sourcing, interviewing, selection, and offer negotiation
Partner directly with the Segment Leader and hiring managers to define role requirements and hiring strategies
Develop proactive sourcing pipelines and ensure high-quality hiring outcomes aligned with business needs
Ensure a consistent, compliant, and timely hiring process aligned with internal approval workflows
Lead workforce planning, including headcount forecasting and succession planning in partnership with the Segment Leader
Identify skill gaps and implement hiring, development, or restructuring solutions
Drive performance management and talent calibration across the segment
Support leadership in developing high-potential talent and succession readiness
Lead complex employee relations matters including investigations, conflict resolution, and disciplinary actions
Coach and advise leaders on employee relations, performance management, and team effectiveness
Support leadership in building a high-performing, engaged, and accountable culture
Ensure compliance with employment legislation and company policies
Maintain audit-ready documentation across hiring, employee relations, and employment actions
Oversee onboarding/offboarding and employee lifecycle processes within the segment
Partner with HR Operations, Payroll, Benefits, and HR Systems to ensure seamless service delivery
Support organizational design, restructuring, and growth initiatives
Lead change management efforts within the segment to ensure successful adoption and minimal disruption
Drive alignment between business strategy and organizational structure
Lead or support key HR initiatives (e.g., HRIS implementation, job architecture, compensation governance)
Identify and implement process improvements to increase efficiency and consistency
Ensure alignment and execution of global HR initiatives within the segment