Senior HR Manager

Join Grange Insurance Association, a well‑established leader in the insurance sector for over 130 years! Headquartered in the city of Seattle, with a footprint stretching across six Western states, we’ve been protecting families, farms, and businesses with unwavering commitment. As you embark on a fulfilling career with Grange, discover why our average employee tenure surpasses a decade. Make your mark with an organization that values quality, service, and the lasting impact you can bring!

We are looking for a dynamic leader to build and scale our People function
. Reporting directly to the Chief People and Strategy Officer
, you will be a architect of our human resources infrastructure and the go‑to expert for HR guidance across the organization.

This is a high‑impact role where you will balance high‑level strategic consulting with hands‑on operational support. You will serve as a trusted advisor to both staff and management, ensuring our culture and talent strategies align with our long‑term vision.

This position is located in Seattle and requires a minimum of 3 days in office work.

Here’s a snapshot of what you’ll be responsible for (Essential Functions):

• Strategic Vision & Execution: Serve as an integral partner in defining our long‑term HR strategy. You will align people initiatives with broader business objectives to drive sustainable organizational growth.

• Architect of Talent: Design creative talent acquisition strategies that position us as an employer of choice. You will lead the reimagining of our onboarding process to ensure an engaging, impactful start for every new team member.

• Performance Evolution: Move us beyond "box‑ticking" by evolving the performance management cycle into a culture of continuous feedback, high‑stakes coaching, and meaningful career development.

• Skills‑Based Inventory System: Lead the design and deployment of a dynamic organizational skill and competency inventory to bridge the gap between our current capabilities and the skills required for the future.

• Data‑Driven Workforce Planning: Leverage turnover trends and talent metrics to proactively manage "mature workforce" transitions, ensuring the seamless transfer and preservation of institutional knowledge.

• Total Rewards Innovation: Support the evolution of our compensation and benefits philosophy, ensuring we remain highly competitive and attractive in the market.

• Pioneer New Workflows: Evaluate every aspect of the HR lifecycle—from payroll to compliance—implementing modern, tech‑forward improvements to increase efficiency and employee satisfaction.

• Leadership
  
  Coaching:
  
  Serve as a high‑level consultant to management, providing counsel on organizational design, risk mitigation, and complex employment actions.

• Team Empowerment: Lead, mentor, and elevate the HR department staff, fostering a culture of high performance and creative problem‑solving.

• Risk & Compliance Mastery: Ensure the organization remains beyond reproach regarding Federal and State regulations, treating compliance as a vital foundation for ethical excellence.

Here is the experience we are looking for:

• We are looking for a builder who has a history of designing and launching original systems, resources, and frameworks from the ground up.
• A minimum of 8+ years of progressive HR leadership experience (or equivalent expert‑level tenure). You have a proven record of moving beyond administration to organizational influence.
• Minimum of 3 years of Talent Acquisition experience
• Minimum of 3 years’ experience specifically focused on competency architecture.
• Minimum of 5 years of advanced talent and performance management experience.
• Minimum of 3 years’ experience in benefits administration and compliance, ERISA, and HIPAA. You possess a mastery of Federal and State labor laws, including specific expertise in Washington state regulations (FLSA, WA PFML, Equal Pay, ADA, and Opportunities Act).
• Advanced experience in leading learning and development strategies and programs
• Expert experience leading Payroll inclusive of using systems such as ADP and Workday.
• Advanced experience with MS applications, including confidence in consolidating data,…