Job Type
Full-time
Description
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. Support resources are available through corporate systems and internal stakeholders, but this position owns it all. That's intentional. We're building something, and the person in this role needs to understand every layer of it.
The person we're replacing built something real - 8 years with the company, the last 18 months as a close partner to the President. She earned trust with the floor and the executive team alike, and left a foundation worth continuing and deepening. We're looking for someone who can carry that forward with the same care and raise the bar.
What You'll Own Executive Partnership & People Strategy - 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
- Help 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
Talent Acquisition - Own full-cycle recruiting - from creative sourcing strategy through offer and onboarding
- Build proactive pipelines, not just reactive job postings; know the Seattle talent market
- Partner closely with hiring managers to define what great looks like before the search begins
- Deliver a consistent, high-quality candidate experience that reflects the Middleby Coffee brand
Onboarding & Employee Experience - 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
Performance Management & Leadership Development - 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
Culture & Employee Relations - Be present and trusted - on the floor, in the office, across all levels of the organization
- 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)
Compensation, Benefits, Payroll & HR Operations - 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
- Maintain compliance across multi-state employment requirements; serve as internal subject matter expert on employment law
Who You Are - High emotional intelligence - the kind that earns trust from the C-suite and the shop floor in equal measure
- A self-starter who builds process and structure where it doesn't exist, and improves it where it does
- Comfortable with ambiguity and energized by a turnaround environment
- Hands-on executor - there is no job too small or too meaningless to be done, no task beneath you
- Strategic thinker with strong business acumen and the ability to translate vision into action
- Exceptional relationship builder, communicator, and coach
- Highly organized, with the ability to manage multiple priorities in a fast-paced environment
Why This Role This is not a maintenance role. It's a builder's role at a company with strong brands, a capable leadership team, and real momentum. You'll have direct access to the President, the Corporate HR team, genuine influence over the culture and trajectory of the organization, and the satisfaction of knowing that what you build matters
Requirements
Who We're Looking For Experience & Background - 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.
Perks and Benefits:- Unlimited Free Coffee on site and opportunity to work around people with passion for coffee!
- Generous Paid time off
- Medical, Dental, Vision
- 10 Paid Holidays
- Extensive 401(k) plan with company matching
- Medical, Dental, Vision insurance
- Paid for Life insurance, Short- and Long-Term Disability
