The Museum of Flight is looking for a Director of People Operations (HR) who is a builder of meaningful relationships, a developer of unique programs, a champion for diverse and inclusive organizations, and who wants to help drive a people-centered culture.

Are you an HR leader who has broad generalist experience and is enthusiastic about employee engagement? Do you want to creäte new and innovative programs and help shape an environment that values joy and passion? Working with the VP of People & Culture, this person will lead a People Operations team to attract and select top talent, develop programs that align with the Museum’s vision, mission, and values, partner with business leaders on talent strategy, and help lead the Museum to “inspire all through the limitless possibilities of flight.”

Summary

The Director, People Operations supports the mission of The Museum of Flight by overseeing the strategic direction, planning, coordination, administration, and evaluation of the people operations (HR) function. This position is responsible for developing and ensuring effective implementation of systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, compensation, and benefits. The Director, People Operations is a strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. As a senior leader at The Museum of Flight, this role has a shared responsibility to lead across the organization in support of the Museum's vision, mission, values, strategic initiatives, and commitment to centering equity in our work.

Essential Duties & Responsibilities

Following is a summary of the essential functions for this job. Other duties may be performed both major and minor, which are not mentioned below. Specific activities may change from time to time. To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential job functions

1. Oversees the administration of human resources programs including, but not limited to, compensation, benefits, and leaves; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
2. Plans, leads, develops, communicates, and implements policies and processes to support the Museum’s people strategy and compliance needs. Researches, understands, and applies trends, best practices, regulatory changes, case law, and new technologies in human resources, talent management, and local, state, and federal employment law; oversees the communication, distribution, and ongoing compliance of Museum policies and procedures including the Employee Handbook and related governance and guidelines. Develops and oversees the implementation of organizational design and planning, including development of job families, job architecture, classification systems, and accurate and effective job descriptions.
3. Develops and oversees the implementation of talent acquisition strategies that align to the Museum's vision, mission, values, business needs, and our commitment to diversity, equity, accessibility, inclusion, and belonging. Collaborates with senior leaders to identify staffing needs and works to create innovative talent models that support daily operations and strategic initiatives.
4. Designs and develops programs that support the retention and engagement of Museum employees.
5. Develops, implements, models, and coaches for equity-centered leadership and best practices. Collaborating with senior leaders across the organization, oversees the development and implementation of programs, training, and equity tools needed to meet the Museum's diversity, equity, accessibility, inclusion, and belonging goals.
6. Develops and oversees the implementation of training and development programs and initiatives for Museum staff and volunteers. Programs are developed to support the Museum's strategic plans and required training to meet local, state, and federal compliance.
7. Provides coaching to senior leaders when reviewing, assessing, communicating, and managing individual and/or team performance. Advises people leaders on confidential, complex, and legally sensitive matters including staff and volunteer performance, accommodations, medical leaves, and code of ethics concerns.
8. Conducts research on best practices and develops performance management programs, tools, and metrics that support the Museum's vision, mission, values, and strategic initiatives. Programs are developed based on job levels and team-specific requirements.
9. Develops and directs compensation and benefit programs that align to the Museum's vision, mission, values, and strategic initiatives and that are informed by trends and best practices in total rewards.
10. Develops people metrics and Key Performance Indicators (KPIs) that monitor people demographics, trends, performance, and activity. Conducts research and analysis of organizational trends, develops, and communicates a People Dashboard to relevant internal and external stakeholders. Uses information to forecast people needs, make data-informed decisions to support Museum initiatives, and build a culture of continuous improvement.
11. Collaborate with the leader of the Safety and Security team to develop and implement health and safety initiatives, processes, protocols, and reporting mechanisms that meet local, state, and federal regulations and that support Museum staff and volunteers.
12. Guides the development and implementation of internal people operation policies, procedures, forms, records, and systems. Guides the development and management of people-related records at the department level.
13. Researches, understands, communicates, and applies trends, best practices, regulatory changes, case law, and new technologies in human resources, talent management, and local, state, and federal employment law; applies this knowledge to communicate changes in Museum policy, practice, and procedures to senior leaders and to ensure ongoing compliance.
14. Develops and implements departmental budget. Oversees creation and approval of purchase orders and ensures department expenses are correctly allocated and reconciled to the budget.
15. Facilitates professional development, training, and certification activities for People Operations team.
16. Perform other duties as assigned.

Qualifications

Education & Experience

• Bachelor’s degree in human resources, business administration, or related field; Master’s degree preferred. A combination of education and relevant experience may be considered in lieu of degree.
• Ten (10) years' HR generalist experience partnering with leaders to develop and implement people-centered policies, procedures, practices, and programs.
• Five (5) years' HR management experience supervising and developing staff.
• Experience in non-profit organizations a plus.

Knowledge

• HR People knowledge relating to: HR Strategy, Talent Acquisition, Employee Engagement & Retention, Learning & Development and Total Rewards.
• HR Organizational knowledge relating to: Structure of the HR Function, Organizational Effectiveness & Development, Workforce Management, Employee & Labor Relations, and Technology Management.
• HR Workplace knowledge relating to: Managing a Diverse Workforce, Risk Management, Corporate Social Responsibility, and U.S. Employment Law & Regulations.
• Thorough knowledge of local and state employment-related laws and regulations.

Skills

• Excellent verbal and written communication and presentation skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.

Abilities

• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Proven ability to handle confidential and sensitive information with tact and discretion.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the Museum’s HRIS and talent management systems.

License & Certifications

• SPHR, SHRM-CP, SHRM-SCP highly preferred.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• The typical work week for this position is Monday through Friday 8:00am – 5:00pm.
• May require working additional hours including evenings and weekends based on Museum need.
• Limited local travel is expected for this position.

Physical Demands

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.

• Normal office conditions apply, including repetitive wrist and arm movement, including long periods of sitting or standing.
• Onsite attendance is essential to fulfill some duties of this position.
• Ability to occasionally move through physical Museum campus spaces.
• Occasionally and properly lift up to 25 lbs. with or without assistance.
• The ability to bend, carry, reach to the side, front and overhead, push, pull, focus, walk, stand, twist, and squat are frequent requirements in an office setting.

Benefits

The Museum of Flight offers full-time employees a generous and comprehensive benefits package which includes medical, dental, vision, flexible spending accounts, a 403(b) retirement plan with a 5% match after 1 year of service, Employee Assistance Program, as well as company paid life insurance, Accidental Death and Dismemberment, and long-term disability.

Paid-Time Off

Our paid time-off plans include 2 weeks of accrued sick (80 hours) leave and 4 weeks of vacation (160 hours) per year, 10 paid holidays, and 2 floating holidays.

Compensation

The salary range for this position is $109,000 to $175,000 depending on experience. 

Should you receive an offer, please expect that it can fall anywhere within this range. A multitude of factors will determine a fair salary based on the following: scope of role within the organization, years of relevant experience, specific skills, and evaluation of capability to execute in role successfully (among other critical factors).

Important Information

The Museum of Flight is committed to reflecting the diverse community around us. We continue to listen, learn, and implement change so that we can become a more inclusive organization that addresses bias and inequity, and better serves our communities. We highly encourage persons of color, members of marginalized communities, women, non-binary, and LGBTQIA individuals to apply.

Prior to hire and once an initial offer of employment has been made, a background check including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.

The Museum of Flight is an equal opportunity employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, age, sex, religion, national origin, disability, veteran’s status, sexual orientation, or gender identity/expression.

This organization participates in E-Verify.

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