Director of People and Culture (HR)

About the role

This is a standalone People (HR) Director role reporting directly to the President. You will own the complete people function — from strategy and culture to recruiting, performance, payroll, benefits, and compliance.

Responsibilities

• Serve as a genuine advisor and business partner to the President — not an order-taker, but a voice that brings perspective, pushes back when needed, and translates business goals into people decisions
• Collaborate with the leadership team in workforce planning and organizational design as the company continues to evolve
• Identify gaps in team effectiveness and drive structural and cultural improvements to close them
• Use data and insight to inform talent decisions, workforce planning, and long-term organizational health
• Own and manage compensation and benefits programs, ensuring competitiveness and compliance
• Oversee payroll processing, ensuring accuracy and timeliness
• Administer leave programs (FMLA, state-specific leaves, etc.)
• Ensure compliance with all federal, state, and local employment laws and regulations
• Maintain HR systems, employee records, and data integrity across platforms (e.g., Paylocity)
• Develop and deliver regular HR reporting on key metrics: headcount, turnover, hiring, and KPIs that align HR performance with business outcomes
• Navigate multi-state employment requirements; serve as internal subject matter expert on employment law
• Lead a best-in-class onboarding experience that sets employees up for success from day one
• Create early engagement strategies that reflect company values and culture
• Continuously improve the employee experience across the full lifecycle
• Run the performance management cycle with consistency and quality — goals, check-ins, reviews, and the hard conversations in between
• Partner with managers to elevate the quality of performance conversations, feedback, and accountability
• Strengthen leadership capability- coach managers to become confident, effective leaders who drive performance and engagement
• Identify and develop high-potential talent; support succession planning for key roles
• Use performance and feedback data to inform development plans and organizational decisions
• Drive employee engagement initiatives that are genuine, not performative
• Handle employee relations matters with fairness, sound judgment, and care
• Champion continuous improvement as a cultural value (Kaizen mindset — a Gemba walker at heart)
• Be present and trusted — on the floor, in the office, across all levels of the organization

Requirements

• Proven experience in a standalone or near-standalone HR role — you've built structure, not just operated within it
• Background in manufacturing, industrial, or technical commercial environments strongly preferred
• PNW-based with deep familiarity with the Seattle talent market and employment landscape
• Multi-state employment experience; comfortable navigating varying compliance requirements
• Bachelor's degree in a related field; equivalent experience will be considered
• SHRM-CP/SCP or PHR/SPHR certification preferred
• Exceptional empathy, communication, and interpersonal skills