Human Resources

• Coordinate recruitment processes, maintain job descriptions, support prescreens and interviews, and complete reference and pre-employment checks
• Oversee onboarding processes, benefits administration, staff introductions, and facility tours
• Administer employee development and training opportunities
• Administer performance management programs and policy administration
• Oversee offboarding processes, conduct exit interviews, and provide feedback to management
• Provide backup support for payroll processes and payroll database updates
• Communicate with staff on human resource matters, answer questions, and facilitate problem resolution
• Facilitate organization-wide meetings and staff events
• Keep up to date with human resource trends and best practices
• Provide management and mentorship to Accounting and People Operations Specialist
• Perform other duties as assigned by management

Human Resources Generalist

• Partner with employees, managers, and senior leaders to provide strategic HR guidance across employee relations, performance management, organizational effectiveness, and other core people matters
• Advise leaders on workforce planning, organizational design, team effectiveness, leadership development, and people-related business decisions
• Coach and develop leaders from frontline managers to senior executives
• Provide guidance on employee relations matters while balancing employee experience, company values, business needs, and applicable employment laws and regulations
• Lead and advise on performance management processes, including goal setting, performance concerns, development plans, promotions, and talent decisions
• Own and evolve compensation philosophy and career architecture, including job levels, career paths, pay ranges, promotion frameworks, internal equity, market competitiveness, and employee growth
• Partner with leaders on organizational change and strategic people initiatives
• Translate business needs into practical HR programs and recommendations and support implementation
• Analyze workforce and employee data to identify trends, risks, and opportunities related to retention, engagement, performance, organizational health, and talent development
• Balance strategic partnership with hands-on execution and proactively improve people practices and business outcomes
• Maintain strict confidentiality and sound judgment when handling sensitive employee, compensation, performance, and organizational matters

Human Resources Business Partner

• Provide expert guidance on HR policies, performance management, employee development, and change management
• Identify and address systemic workforce trends and issues by producing and analyzing metrics and employee feedback
• Inform HR strategy and continuous improvement
• Lead or support complex employee relations cases and ensure consistent, equitable, policy-aligned resolutions
• Coach and develop leaders to increase managerial capability, strengthen team performance, and drive engagement
• Partner with Centers of Excellence to deploy compensation, benefits, talent acquisition, learning, and inclusion programs
• Drive and support initiatives that nurture a safe, inclusive, and high-performing workplace culture consistent with Boeing’s values
• Support organizational strategic projects and initiatives, including full life-cycle talent management, strategic skills planning and development, and workforce planning

• Build consultative relationships with assigned operational divisions and understand their business, workforce, and people priorities
• Advise and coach leaders on performance management, organizational design, employee engagement, talent planning, change management, and HR policies and practices
• Partner with leaders, senior HR Business Partners, and Human Capital partners to assess needs and develop practical people strategies
• Support leaders and employees with workplace concerns, HR program questions, policy interpretation, performance matters, conduct concerns, time and attendance issues, and employee-relations needs
• Coach leaders through difficult conversations and partner with Employee Relations and subject matter experts
• Maintain knowledge of employment laws and legal requirements, identify potential risks, and promote consistent application of policies and practices
• Use data, trends, and business context to inform recommendations and influence people-related decisions
• Help leaders prioritize work and establish processes or controls that improve team effectiveness and capacity
• Provide input on HR programs, initiatives, and policies, and identify improvement opportunities through technology, automation, and AI-enabled solutions
• Build credibility and trust by listening, seeking context, demonstrating curiosity, and adapting support to business needs
• Partner across Human Capital and the broader organization to connect leaders with resources, expertise, and solutions
• Communicate clearly and effectively with employees and leaders at multiple organizational levels

HR Business Partner

• Support the daily operations of the HR department and drive HR operational excellence
• Administer end-to-end leave of absence cases, including FMLA, short- and long-term disability, military leave, and state-specific paid leave laws
• Oversee outsourced/external administration of the leave system and process, including return to work
• Inform and educate staff and people managers about leave rules, guidelines, and interactions among leave types
• Support reporting of leave metrics, including leave durations and benefits costs
• Review leave transfer requests and collaborate with senior leaders on case-by-case decisions
• Provide initial intake and support for non-complex employee relations issues
• Serve as backup on complex employee relations issues
• Support leaders in managing employee relations issues, investigations, disputes, corrective actions, performance improvement plans, and involuntary terminations
• Manage the EAP and coordinate wellness and resource events
• Manage the Performance Excellence Program throughout its lifecycle
• Manage the BEAM program
• Administer the ADA accommodation process, including documentation evaluation, eligibility determinations, communication, follow-up, and tracking
• Facilitate workplace accommodation discussions and secure tools, ergonomic equipment, schedule changes, or modified duties
• Manage the lifecycle of workers’ compensation claims and coordinate medical care and return-to-work programs
• Liaise with employees, management, medical providers, insurance carriers, HR teams, and Finance teams

Senior HR Generalist

• Provide comprehensive human resource advice and counsel to leadership, management, faculty, and staff
• Serve assigned areas within WSU on employment practices, procedures, and policies
• Advise managers on employee relations concerns, corrective and disciplinary actions, and personnel investigations
• Resolve performance challenges and address workplace concerns
• Support training and development efforts and guide performance management
• Advise on recruitment, classification, and compensation matters
• Contribute to program or policy development and organizational analysis
• Foster collaborative and productive workplaces through open communication and best practices
• Work within WSU Human Resource Services Employment Services team

Human Resource Consultant

• Lead day-to-day execution of seasonal and high-volume camp recruitment activities
• Support year-round recruitment, including job postings, applicant communication, candidate screening, interview coordination, and hiring processes
• Monitor applicant flow and recruitment activity, identify staffing challenges, and adjust sourcing and outreach activities
• Participate in interviews and partner with hiring managers throughout selection
• Develop and maintain relationships with community organizations, workforce development agencies, educational institutions, professional associations, and external partners
• Represent GSWW at career fairs, hiring events, networking opportunities, and community outreach activities
• Support recruitment marketing, outreach initiatives, and employment branding
• Coordinate onboarding activities and facilitate new hire orientation and onboarding sessions
• Maintain onboarding materials, resources, and documentation
• Support employee retention, engagement, recognition, wellness, and workplace culture initiatives
• Support offboarding processes, including exit interviews and surveys
• Develop training materials, presentations, job aids, and learning resources
• Facilitate training programs, orientations, workshops, and presentations
• Track training participation and maintain related records
• Assist with employee events, feedback efforts, surveys, and engagement assessments
• Contribute to diversity, equity, inclusion, racial justice, and belonging initiatives
• Utilize HRIS and other technology platforms for HR operations and reporting
• Maintain accurate and confidential records and respond to employee and applicant inquiries
• Assist with HR projects and initiatives as assigned

Human Resources Specialist

• Serve as the primary people strategist and operational co-pilot to two C-Suite executives
• Advise and act as a sounding board to C-Suite leaders on business plans, structural bottlenecks, leadership gaps, and scalable operating models
• Lead, elevate, and inspire functional HRBPs embedded across global organizations
• Build business acumen, diagnostic consulting, and proactive talent strategy within the HRBP function
• Partner with Centers of Excellence, including Total Rewards, Talent Acquisition, Leadership Development, and People Analytics
• Tailor enterprise-wide HR frameworks to functional needs while preserving company-wide consistency
• Orchestrate executive performance calibrations, succession planning, and senior leadership development
• Establish objective differentiation by aligning rewards and growth opportunities with business impact and strategic leadership behaviors
• Drive organizational design, workforce strategies, leadership capability, and talent ecosystem development across global markets

Senior Director, Global HR Leader – Tech

• Serve as trusted strategic advisor and sounding board to two C-Suite leaders
• Stress-test business plans and diagnose structural bottlenecks
• Anticipate leadership gaps and architect scalable operating models
• Lead, elevate, and inspire global functional HR Business Partners
• Build business acumen, diagnostic consulting, and proactive talent strategy within the HRBP function
• Co-design enterprise programs with Centers of Excellence including Total Rewards, Talent Acquisition, Leadership Development, and People Analytics
• Tailor enterprise-wide frameworks to functional needs while preserving company-wide consistency
• Orchestrate executive performance calibrations, succession planning, and senior leadership development
• Establish objective differentiation aligned with rewards, growth opportunities, business impact, and strategic leadership behaviors
• Drive measurable business performance across global markets