Director Human Resources, Operations & Programs

McGee Air Services is looking for an experienced Director Human Resources, Operations & Programs to lead our HR Programs & Operational Teams based at our World Headquarters in Renton, WA.

The hiring salary range for this position is $125,000 - $140,000 annually.

The Director, Human Resources, Operations and Programs, is responsible for leading and managing McGee's HR programs and procedures to ensure efficient, compliant, process workflows, while fostering a high-performance culture. This role leads the Absence Management Team and the Team Member Service Center, while also strongly partnering with the Compliance Team on risk mitigation and policy work. This role oversees HR Learning and Development and Employee Experience and collaborates with departments across the organization to drive strategic HR initiatives. This leader is instrumental in shaping and sustaining a positive workplace culture and aligning HR programs with the organization's mission and goals.

The ideal candidate for this role is a positive, solution-based leader possessing a strong work ethic, excellent organizational, communication and strategic thinking skills, HR acumen, knowledge of employment/labor regulations, compliance and HR practices, ability to work in a 24/7 fast paced environment, while maintaining the highest level of confidentiality and attention to detail. The HR Director should improve HR processes, implement strategies that support business growth, improve our team members' experience, strengthen relations between all roles, manage job satisfaction / retention, and promote organizational values.

This role reports to the Managing Director, Talent and Belonging. This is an on-site role which may require flexibility to periodically travel, support, and work in other U.S. airport locations.

Total Rewards:

• Quarterly Performance Based Pay Bonus Structure
• Competitive Medical Benefits Package
• Travel privileges on Alaska Air & Horizon Air
• Holidays and Paid Time Off
• Tuition Reimbursement

KEY RESPONSIBILITIES

HR Operations & Programs Team Management and Oversight

• Lead, mentor, and develop high-performing HR teams to drive operational excellence.
• Establish clear performance expectations and provide ongoing coaching to foster professional growth.
• Ensure collaboration across HR functions to align with organizational goals and business needs

HR Programs & Process Management

• Develop and implement HR Operations and Program strategies that align with business objectives, operational efficiency, and service excellence.
• Develop and implement HR programs and processes, such as Performance Partnership, Learning and Development, and HR Data and Analytics, ensuring they drive engagement and organizational effectiveness.
• Lead HR initiatives to enhance employee engagement, workplace culture, and organizational effectiveness.
• Standardize and optimize HR processes, leveraging HR technology solutions to improve efficiency and team member experience.

Absence Management

• Design and manage comprehensive leaves of absence management program, including Leaves, (FMLA, ADA, Accommodations,) Worker's Compensation, and return-to-work programs.
• Ensure compliance with relevant laws and regulations and provide training to managers and staff on absence management processes.
• Analyze absence trends, provide reports, and implement strategies to reduce absenteeism and enhance workforce productivity.

HR Service Center Management

• Lead the team member service center to provide exceptional support and service to employees, ensuring quick and effective resolution of HR inquiries.
• Develop processes and tools to enhance the efficiency and responsiveness of the service center, utilizing HR technology systems.
• Monitor service center performance metrics and continuously improve service delivery standards.
• Oversee Travel, Tuition Reimbursement, and other HR Programs to ensure equitable access and policy compliance.

HR Policy & Compliance

• Develop, implement, and manage HR policies that ensure compliance with labor laws and regulations.
• Partner closely with HR leadership and the Compliance team to mitigate risk and support audit work, and compliance efforts.
• Research HR best practices and monitor changes in employment and labor legislation.

Learning and Development

• Create targeted in-house training for the HR/Talent team.
• Conduct training for the HR/Talent team and partner closely with the Training Team to develop learning and growth opportunities for organizational leaders.

Employee Experience

• Develop and implement employee engagement strategies in alignment with McGee's Core Values and business objectives.
• Develop and lead employee experience initiatives to foster a positive workplace culture and drive retention.
• Collaborate with the Communications team to promote engagement efforts and enhance visibility of employee experience programs.

This position will lead, mentor, and develop high-performance teams and focus on best-in-class HR Operations & Programs, while enhancing learning & development along with positive, value-driven employee experience.

Other duties as assigned to support McGee's successful business operation.

Agility and experience to cross-collaborate, cross-train, back up and support HR leadership in other HR disciplines including but not limited to Employee/ Labor Relations and Talent Management.

QUALIFICATIONS

• Bachelor's degree or equivalent in human resources, organizational development, or a related field, or an equivalent combination of education and/or experience required.
• 8 years of human resources experience in fast-paced, customer-focused environments, including 3 years in a strategic leadership role (Sr. Manager or Director level) managing a sizeable team in a mid-to-large enterprise.
• Proven experience developing and implementing human resources strategies in a corporate setting that supports multi-state operations.
• In depth multi-state employment law knowledge and experience with human resources functions including employee relations and compliance.
• Proven change management skills and experience applying research and best practices to existing business problems.
• Professional work ethic with a demonstrated ability to manage confidential information and focus on positive, solution-based approaches.
• Deep experience designing and managing complex processes and projects.
• Experience and understanding of Absence Management and Workers Compensation management.
• Experience and understanding of HR Service Center functions.
• Training experience and training program development.
• Compensation and Performance Management experience.
• Excellent strategy, organizational, interpersonal, leadership, and project management skills.
• Ability to lead and successfully communicate with a diverse workgroup and other internal departments.
• Flexibility to support travel (up to approximately 20%) is required.
• Flexibility to work alternate shifts if needed to support 24/7 operations.
• Must be authorized to work in the U.S.

REQUIREMENTS

• Ability to travel (approximately 20% of time).
• At least 18 years of age.
• Authorized to work in the U.S.

PREFERRED EXPERIENCE:

• Aviation, Transportation, or related high volume industry experience strongly preferred.
• Human Resource Professional Certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred.
• Multi-state / California state HR experience preferred.
• Union Experience, Labor Relations Skills preferred.
• Learning and Development experience preferred.
• Strategic Employee Engagement experience preferred.
• Certification or continued education in required HR qualifications a plus.

**This role is an on-site role and requires candidates to either reside or be willing to reside in the Greater Seattle Area.

HIRING SALARY TARGET: $125,000 - $140,000

FULL SALARY RANGE: $124,372 - $186,558

SALARY DETAILS: The pay range and total target compensation package is the expected pay offered for this position at the start of employment. Pay will be based on multiple factors, including, but not limited to location, relevant experience level, and skillset while balancing internal equity to other McGee employees. McGee is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.

CULTURE: McGee Air Services is an entrepreneurial venture with a mindset of delivering incredible service. We are flexible, adaptable, resourceful, collaborative, and inclusive.

McGee Air Services does not tolerate discrimination or harassment on the basis of race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital status, disability, protected veteran status, genetic information, or any other basis protected by applicable law. Employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants are also protected by law. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions absent undue hardship and consistent with applicable law.

Equal Opportunity Employer/Veterans/Disabled

McGee Air Services- An Alaska Airlines Company

Salary : $124,372 - $186,558