Tbwa Chiat/Day Inc
Director of Human Resources - HRBP Seattle, WA
Tbwa Chiat/Day Inc, Seattle, Washington, us, 98127
In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available.
Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service.At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy—in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you’ll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand.ABOUT THE ROLEThe Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts.
This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices.Key ResponsibilitiesWorking closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses.Understand the company’s strategy and goals and translate those goals into useful HR objectives that support the business strategyRepresent the business unit’s talent interests within the organization and support leaders in the identification of talent risksProvide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability.Align the organizational structure with the strategic objectives of the organization/businessContribute to the design and development of critical HR metrics and assess how trends impact the organizationRepresent the mission, vision and values of the enterprise and design HR programs to help support the organizational culturePartner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planningfacilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance managementPartner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation reviewAssists leaders with crafting and following individual development plansProvide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary.Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies.Building High Performing Teams and Leading ChangeProvide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives.Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned.Ensure independent and open communication amongst all constituencies.Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders.Lead and manage in a vital, growing, and powerful organization within the local community.Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action.Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments.Review performance and progress on a regular basis to ensure the team is achieving results.Supervisory ResponsibilitySupervises HR business partners and generalists.QUALIFICATIONSTen (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required.Bachelor’s degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis.SHRM-CP or SHRM-SCP is preferred.Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws.Demonstrable track record as a strong partner to the businessDemonstrable knowledge of employment law, compliance and policy development and implementationExcellent communication skills and ability to optimally communicate, both written and verbal at all levels of organizationProficient in Microsoft OfficeAbility to facilitate meetings and training sessionsProven sensitivity to confidential materials/issuesComfortable dealing with ambiguity and responding to changing business conditions/needsProven track record of accurate and timely work productCan work in an ambiguous environmentPlayer-Coach: Can do the work as well as oversee the workEnsures that all Team Members work product is high qualityLong hours and travel may be expected at timesAbility to provide empathy and build relationships with team membersSalary Range: $160,000 - $190,000 based on experience and location.Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization.Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated.With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.Salary range:$160,000 - $190,000 USDApply for this job
*indicates a required fieldFirst Name *Last Name *Email *Phone *Location (City) *Resume/CV *Enter manuallyAccepted file types: pdf, doc, docx, txt, rtfEnter manuallyAccepted file types: pdf, doc, docx, txt, rtfLinkedIn ProfileWebsiteDo you live in the greater Seattle area? *
Select...If not, are you open to relocation at your own expense? Leave blank if already based in Seattle.
Select...Are you open to hybrid employment (4x a week onsite, 1 day remote) at our office in SODO, Seattle? *
Select...What are your salary requirements? Please enter a numerical value. *Are you eligible to work in the United States? *
Select...Will you now or in the future require sponsorship for work authorization in the United States? *
Select...Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.As set forth in Filson’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.Select...Voluntary Self-Identification of Disability
Form CC-305Page 1 of 1OMB Control Number 1250-0005Expires 04/30/2026Voluntary Self-Identification of Disability
Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:Alcohol or other substance use disorder (not currently using drugs illegally)Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDSBlind or low visionCancer (past or present)Cardiovascular or heart diseaseCeliac diseaseCerebral palsyDeaf or serious difficulty hearingDiabetesDisfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disordersEpilepsy or other seizure disorderGastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndromeIntellectual or developmental disabilityMental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSDMissing limbs or partially missing limbsMobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supportsNervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilitiesPartial or complete paralysis (any cause)Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysemaShort stature (dwarfism)Traumatic brain injury
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PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service.At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy—in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you’ll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand.ABOUT THE ROLEThe Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts.
This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices.Key ResponsibilitiesWorking closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses.Understand the company’s strategy and goals and translate those goals into useful HR objectives that support the business strategyRepresent the business unit’s talent interests within the organization and support leaders in the identification of talent risksProvide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability.Align the organizational structure with the strategic objectives of the organization/businessContribute to the design and development of critical HR metrics and assess how trends impact the organizationRepresent the mission, vision and values of the enterprise and design HR programs to help support the organizational culturePartner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planningfacilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance managementPartner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation reviewAssists leaders with crafting and following individual development plansProvide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary.Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies.Building High Performing Teams and Leading ChangeProvide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives.Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned.Ensure independent and open communication amongst all constituencies.Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders.Lead and manage in a vital, growing, and powerful organization within the local community.Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action.Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments.Review performance and progress on a regular basis to ensure the team is achieving results.Supervisory ResponsibilitySupervises HR business partners and generalists.QUALIFICATIONSTen (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required.Bachelor’s degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis.SHRM-CP or SHRM-SCP is preferred.Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws.Demonstrable track record as a strong partner to the businessDemonstrable knowledge of employment law, compliance and policy development and implementationExcellent communication skills and ability to optimally communicate, both written and verbal at all levels of organizationProficient in Microsoft OfficeAbility to facilitate meetings and training sessionsProven sensitivity to confidential materials/issuesComfortable dealing with ambiguity and responding to changing business conditions/needsProven track record of accurate and timely work productCan work in an ambiguous environmentPlayer-Coach: Can do the work as well as oversee the workEnsures that all Team Members work product is high qualityLong hours and travel may be expected at timesAbility to provide empathy and build relationships with team membersSalary Range: $160,000 - $190,000 based on experience and location.Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization.Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated.With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.Salary range:$160,000 - $190,000 USDApply for this job
*indicates a required fieldFirst Name *Last Name *Email *Phone *Location (City) *Resume/CV *Enter manuallyAccepted file types: pdf, doc, docx, txt, rtfEnter manuallyAccepted file types: pdf, doc, docx, txt, rtfLinkedIn ProfileWebsiteDo you live in the greater Seattle area? *
Select...If not, are you open to relocation at your own expense? Leave blank if already based in Seattle.
Select...Are you open to hybrid employment (4x a week onsite, 1 day remote) at our office in SODO, Seattle? *
Select...What are your salary requirements? Please enter a numerical value. *Are you eligible to work in the United States? *
Select...Will you now or in the future require sponsorship for work authorization in the United States? *
Select...Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.As set forth in Filson’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.Select...Voluntary Self-Identification of Disability
Form CC-305Page 1 of 1OMB Control Number 1250-0005Expires 04/30/2026Voluntary Self-Identification of Disability
Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:Alcohol or other substance use disorder (not currently using drugs illegally)Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDSBlind or low visionCancer (past or present)Cardiovascular or heart diseaseCeliac diseaseCerebral palsyDeaf or serious difficulty hearingDiabetesDisfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disordersEpilepsy or other seizure disorderGastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndromeIntellectual or developmental disabilityMental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSDMissing limbs or partially missing limbsMobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supportsNervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilitiesPartial or complete paralysis (any cause)Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysemaShort stature (dwarfism)Traumatic brain injury
Disability Status
Select...
PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr