Director, Human Resources

Position Title: Director, Human Resources

Base Salary: $139,400 to $190,000 annually DOE

Bonus: Target annual bonus

Benefits: Medical, dental, vision, 401k, flexible spending account, paid sick leave and paid time off, parental leave, quarterly performance bonus, training, career growth and education reimbursement programs.

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.

Our Company Values:

• Genuinely Caring: We treat customers and colleagues like neighbors, with empathy and full attention.
  

• Empowering You: We help customers choose what is best for them, and we support employees in implementing new ideas and solutions.
  

• Innovation and Improvement: We constantly seek ways to improve how we serve customers and each other.
  

• Earning Your Trust: We build trust through clear, honest, human communication.
  

Job Summary

The Director of Human Resources owns and directly operates Ziply Fiber’s HR operating model—including HRIS/technology, total rewards (benefits and compensation administration), workforce data and compliance--making it simple and easy for employees and leaders to work with HR. Serving as a senior member of the HR leadership team, the Director leads a multi-disciplinary HR team and ensures HR business partner support, employee relations, and executive advisory work are delivered consistently across a growing multi-state footprint. This is a hybrid role requiring a minimum of three days per week in-office, so candidates must be able to commute to Kirkland, WA.

Essential Duties and Responsibilities:

The Essential Duties and Responsibilities listed below are a range of duties performed by the employee and not intended to reflect all duties performed.

HR Operations, Technology & Analytics

· Directly own and administer the HR operating model, including HR administration, service delivery, HRIS and technology, workforce data and analytics, and process standards across the employee lifecycle.

· Hands-on ownership of day-to-day HR operations—not limited to oversight—including systems administration, reporting accuracy, and process execution.

· Streamline HR work by identifying and adopting AI and automation tools and guide the team in using them responsibly to improve efficiency and service delivery.

Benefits & Compensation

· Oversee benefits and compensation strategy, including salary structures, market benchmarking, incentive and bonus programs, health and welfare and retirement plans, vendor and broker management, open enrollment, and cost and budget management.

HR Leadership & Team Development

· Lead the HR Operations function, setting strategy and priorities in alignment with company and department goals and initiatives.

· Lead a multi-disciplinary HR team spanning operations, business partnering and employee relations.

· Coach, mentor and develop HR team members, building a high-performing, collaborative culture along with leadership depth and succession within the function.

Business Partnership, Employee Relations & Compliance

· Partner with and advise executives and business leaders, providing data-driven recommendations and options to improve employee satisfaction, retention and sustained employee growth.

· Oversee HR business partner support and employee relations, including investigations and conflict resolution.

· Ensure compliance with federal, state and local employment laws across Washington, Oregon, Idaho, Montana, Arizona and Illinois, and in each new state as the Company expands.

People, Culture & Communication

· Drive enterprise people and culture initiatives such as career development programs, management and leadership training, and performance management practices, and measure their impact.

· Foster cross-department collaboration to ensure consistent communication of initiatives, policies and current events.

Other Duties

· Performs other duties as required to support the business and evolving organization.

Required Qualifications:

· Bachelor’s degree in Human Resources, Business Administration or a related field or equivalent relevant experience.

· 10+ years of progressive Human Resources (HR) experience, including HR operations, HR business partner or equivalent roles.

· 5+ years of senior management experience leading managers and multi-disciplinary teams in a similar industry or profession.

· 5+ years of experience overseeing benefits and compensation programs, including plan administration, vendor management and budget oversight.

· Demonstrated hands-on ownership of HR operations—including direct administration of HRIS, benefits, and compensation programs—rather than solely an HR business partner or advisory capacity.

· Working knowledge of federal, state and local employment laws and regulations, including experience supporting compliance across multiple states.

· Experience overseeing employee relations, including workplace investigations and conflict resolution.

· Exceptional judgment, decision-making, executive presence, coaching, strategic thinking, and project and change management skills.

· Demonstrated analytical capabilities, with the ability to use workforce data to provide data-driven recommendations.

· Demonstrated excellence in problem solving and the follow-up necessary to resolve problems.

· Ability to maintain the highest level of confidentiality.

Preferred Qualifications:

· PHR/SPHR or SHRM-CP/SHRM-SCP certification.

· Experience in a union environment, including labor relations and administration of collective bargaining agreements.

· Experience with mergers and acquisitions (M&A) integration.

· Master’s degree in Human Resources, Business Administration or a related field.

· Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) certification.

· Experience implementing HRIS, AI or automation tools to streamline HR processes and improve service delivery.

· Experience in the telecommunications industry or a growing, multi-state organization.

Knowledge, Skills, and Abilities:

· Must have strong Microsoft Office skills, with advanced skills in Excel; experience with HRIS and analytics platforms.

· Must have the proven ability to lead in a fast-paced environment and meet or exceed deadlines.

· Strong verbal and written communication, including the ability to influence and present to executives, plus attention to detail and organizational skills.

· Ability to work independently and apply sound judgment and reasoning to a variety of complex situations.

· Ability to lead through change and adjust to rapidly changing priorities and schedules.

· Commitment to excellent customer service and to building a service-oriented HR team.

Work Authorization

Applicants must be currently authorized to work in the US for any employer. Sponsorship is not available for this position.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Essential and marginal functions may require maintaining physical condition necessary for bending, stooping, sitting, walking, or standing for prolonged periods of time; most of time is spent sitting in a comfortable position with frequent opportunity to move about. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Work Environment

Work is performed in an office setting with exposure to computer screens and requires extensive use of a computer, keyboard, mouse, and multi-line telephone system. The work is primarily a modern office setting.

At all times, Ziply Fiber must be your primary employer. Unless otherwise prohibited by law, employees may not hold outside employment nor be self-employed without obtaining approval in writing from Ziply Fiber. In holding outside employment or self-employment, employees should ensure that participation does not conflict with responsibilities to Ziply Fiber or its business interests.

Diverse Workforce / EEO

Ziply Fiber is an equal opportunity employer. Ziply Fiber will consider all qualified candidates regardless of race, color, religion, national origin, gender, age, marital status, sexual orientation, veteran status, and the presence of a non-job-related handicap or disability or any other legally protected status.

Ziply Fiber requires a pre-employment background check as conditions of employment. Ziply Fiber may require a pre-employment drug screening.

Ziply Fiber is a drug free workplace.