Senior Manager

Boeing•Tukwila, WA

22h•Hybrid

About The Position

Boeing’s Global Real Estate and Facilities (GREF) FM Workforce Strategy organization is seeking a Senior Manager based in Tukwila or Seattle, WA to lead and integrate the Pacific Northwest Facilities Maintenance (PNW FM) team’s workforce strategy. This role is responsible for aligning staffing efforts across recruiting, apprenticeship programs, training center scheduling and employee development. In this position, the selected leader will develop and execute a long-term workforce plan designed to stabilize current operations while building future capability. This includes enhancing staffing data, streamlining hiring processes, partnering with skilled trade teams and expanding training and development pathways. The role works cross-functionally with Human Resources, Labor Relations, Operations, Recruiting, Training, Joint Programs and Site Leadership to ensure the organization has the right talent, skills, and development infrastructure to support critical facilities maintenance operations. This leader will model Boeing values by demonstrating integrity, fostering respectful partnerships across teams and unions, and prioritizing safety and quality in workforce decisions. Success in this role requires a commitment to accountability, continuous improvement and cultivating an inclusive environment that supports employee growth, clear communication and disciplined execution.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Operations Management, Industrial/Organizational Psychology, or related field; or equivalent experience
5+ years of experience with workforce planning, staffing, recruitment, and people management
5+ years of experience leading cross functional, Business Unit or Program teams
Experience working with collective bargaining agreements and an hourly union-represented workforce

Nice To Haves

Experience working in union‑represented workforce environments and labor agreement compliance
Experience with skilled trades such as plumbing, HVAC, electrical, mechanical maintenance or other Facilities Maintenance disciplines
Experience with training center operations, workforce development or certification‑based training programs
Experience improving time‑to‑fill, sourcing effectiveness or talent pipeline health
Experience designing employee communications for recruiting or workforce development campaigns
Experience leading people development councils, skill teams or similar governance groups
Experience with competency‑based training, cross‑training or multi‑skill workforce models
Experience with change management and implementation planning skills

Responsibilities

Lead the PNW FM staffing strategy across multiple sites and cross‑functional workstreams to align near‑term needs with long‑term workforce sustainability
Establish and manage a centralized staffing/skill team as the single point of contact for open craft positions, workforce planning, and coordinated hiring activities
Improve staffing data visibility, recruiting effectiveness, sourcing strategy, and hiring cycle times through metrics, dashboards and standardized processes
Partner with GTA/recruiting to develop targeted sourcing plans for hourly skilled trades talent, including trade unions, military transition populations, industry candidates and past successful hires
Ensure compliance with labor agreements and LOUs (including LOU 2) and partner closely with Labor Relations to maintain constructive union relationships
Design and implement communication strategies to increase awareness of job openings and employee referral programs
Lead apprenticeship utilization strategy and continuous learning initiatives to build bench strength and career pathways from within
Collaborate with training leadership to optimize training center scheduling, capacity, prioritization and utilization to meet operational needs
Support creation and governance of a People Council‑style approach for employee development, succession planning and cross‑site talent decisions
Drive implementation planning with clear milestones, owners and accountability across staffing, apprenticeship, training and development initiatives
Track progress, report workforce metrics and outcomes and recommend adjustments to meet operational goals and evolving skill needs
Balance short‑term staffing execution with initiatives that create long‑term capability and resilience