Senior Manager, Human Resources

Ziply Fiber•Everett, WA

About The Position

Ziply Fiber is a local internet service provider dedicated to elevating the connected lives of the communities we serve. We offer the fastest home internet in the nation, a refreshingly great customer experience, and affordable plans that put customers in charge. As our state-of-the-art fiber network expands, so does our need for team members who can help us grow and realize our goals. The Senior Manager, Human Resources serves as a strategic leader responsible for the HR Business Partner (HRBP) function and enterprise-wide employee relations strategy. Reporting to the Vice President of Human Resources and partnering closely with the Labor Relations Director, you will lead a team of HRBPs to deliver scalable, high-impact support. This role is the primary escalation point for complex employee matters and the initial point of contact for labor contractual issues, ensuring all practices remain compliant and aligned with business goals.

Requirements

High school diploma or GED.
Bachelor’s degree in human resources or a related field, or an equivalent level of professional HR experience.
Minimum of seven (7) years of progressive Human Resources experience with deep expertise in employee relations and HR Business Partner functions.
Minimum of five (5) years of experience in unionized environments, specifically managing collective bargaining agreements, grievances, and labor-management relations.
Minimum of three (3) years of leadership experience managing HR professionals.
Must have strong Microsoft Office 365 skills, with intermediate to advanced skills in Excel.
Ability to work independently and apply sound judgment and reasoning skills to a variety of situations.
Ability to multi-task and collaborate effectively with other personnel.
Ability to work in a fast-paced environment and meet or exceed deadlines.
Strong verbal and written communication, attention to detail, and organizational skills.
Ability to adjust to rapidly changing priorities.
Ability to provide excellent customer service.
Applicants must be currently authorized to work in the US for any employer. Sponsorship is not available for this position.

Nice To Haves

PHR / SPHR, SHRM-CP / SHRM-SCP certification.

Responsibilities

Translate overarching business goals and organizational strategy into actionable HR roadmaps, operationalizing high-level objectives into scalable initiatives and tactical Human Resources Business Partner (HRBP) workflows.
Collaborate with senior executives to integrate HR strategies into business operations, ensuring fair and consistent application of company policies.
Partner closely with Recruiting Manager to analyze workforce trends and develop integrated strategies that address the organization's short-term staffing gaps and long-range human capital requirements.
Lead, coach, and mentor the Human Resources Business Partner (HRBP) team, setting clear performance expectations and strategic priorities to ensure high-quality, consistent HR support is delivered across all client groups.
Establish and maintain a standardized set of HRBP best practices, tools, and operating rhythms to drive organizational consistency and alignment.
Serve as the primary escalation point for high-risk employee relations matters, providing expert oversight and guidance on investigations, corrective actions, performance concerns, and involuntary separations.
Ensure employee relations issues are handled consistently, fairly, and in compliance with company policy and applicable law.
Partner with HR leadership and internal legal counsel to shape and execute the organization’s employee and labor relations strategy.
Maintain in-depth knowledge of federal, state, and local employment laws and HR trends to reduce organizational risk and ensure compliance.
Partner with Labor Relations Director and internal legal counsel in managing, interpreting, and administering collective bargaining agreements.
Act as management's first point of contact for labor relations; provide expert guidance on contract interpretation, grievance management, and dispute resolution.
Perform other duties as required to support the business and evolving organization.