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Hr Director Jobs in Renton, WA (NOW HIRING)

Synesso LLC

Director of People and Culture (HR)

Renton, WA · On-site

$125K - $135K/yr

The Role This is a standalone People (HR) Director role reporting directly to the President. You will own the complete people function -- from strategy and culture to recruiting, performance, payroll ...

Viridian Staffing

Managing Director

Seattle, WA · On-site

$110K - $130K/yr

Managing Director Of Retail Viridian Staffing's client is looking for a Managing Director of Retail ... HR. You will have the opportunity to partner closely with leadership, to ensure KPIs and metrics ...

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Hr Director information

See Renton, WA salary details

$43.3K

$131.2K

$204.7K

How much do hr director jobs pay per year?

As of Jul 26, 2026, the average yearly pay for hr director in Renton, WA is $131,155.00, according to ZipRecruiter salary data. Most workers in this role earn between $99,500.00 and $153,500.00 per year, depending on experience, location, and employer.

How to Become an HR Director

You can become an HR director by earning a bachelor’s degree in business management, human resources management, or industrial/organizational psychology. Gain professional experience in project management, employee relations, and performance management. HR directors interact with managers and employees frequently, so seize opportunities to sharpen your people skills. Secure a role as an HR generalist then work toward HR manager roles. Strengthen your HR director job candidacy by earning a master’s degree or earning the SHRM certification to demonstrate proficiency in human resources management.

Who's higher, HR or CEO?

In an organizational hierarchy, the CEO (Chief Executive Officer) is higher than the HR Director. The CEO is responsible for overall company strategy and decision-making, while the HR Director manages human resources functions and reports to executive leadership, including the CEO.

What are the key skills and qualifications needed to thrive as an HR Director, and why are they important?

To thrive as an HR Director, you need deep knowledge of human resources management, labor laws, and organizational development, usually supported by a degree in HR or business and extensive experience in the field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR are highly valued. Outstanding leadership, strategic thinking, and interpersonal skills help build strong relationships and drive change across the organization. These abilities are crucial for shaping company culture, ensuring legal compliance, and aligning HR strategies with overall business goals.

What do you do as an HR Director?

An HR Director oversees the human resources department, developing and implementing policies related to recruitment, employee relations, compensation, and compliance. They lead HR teams, advise senior management, and ensure the organization adheres to employment laws and best practices.

What does an HR Director do?

An HR Director is responsible for overseeing all human resources functions within an organization, including recruitment, employee relations, performance management, and compliance with labor laws. They develop and implement HR policies, lead strategic planning for workforce needs, and ensure a positive workplace culture. HR Directors also serve as key advisors to senior management on talent management and organizational development.

What is the difference between Hr Director vs HR Manager?

AspectHR DirectorHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing HR policies, managing daily HR operations
Required CredentialsBachelor’s degree, often Master’s, HR certifications (e.g., SHRM-SCP)Bachelor’s degree, HR certifications (e.g., SHRM-CP)
Work EnvironmentExecutive level, strategic focus, senior leadership teamsOperational level, HR teams, department managers

The main difference between an HR Director and an HR Manager lies in their scope and focus. HR Directors are responsible for strategic HR initiatives and policy development at an organizational level, often working with senior leadership. HR Managers focus on implementing policies and managing daily HR functions. Both roles require similar credentials and certifications, but their responsibilities and work environments differ significantly.

Is HR a high burnout job?

HR Directors often experience high burnout due to managing employee relations, organizational change, and compliance demands. The role can involve long hours, emotional stress, and handling complex conflicts, which contribute to burnout risk, especially without proper work-life balance and support systems.

What is the highest paid HR position?

The highest paid HR position is typically the Chief Human Resources Officer (CHRO) or HR Director at executive levels, with salaries often exceeding six figures and sometimes reaching into the high hundreds of thousands or more, depending on the company's size and industry. These roles require extensive experience, strategic leadership skills, and often advanced certifications such as SHRM-SCP or SPHR.

Do HR directors make a lot of money?

HR directors typically earn a high salary due to their leadership role in managing organizational human resources, with median annual wages often exceeding $100,000. Compensation varies based on industry, company size, location, and experience, and may include bonuses and benefits. They often require advanced degrees and certifications such as SHRM-SCP or SPHR.

How does an HR Director typically collaborate with executive leadership to shape company culture and strategy?

An HR Director works closely with the executive leadership team to align human resources initiatives with the company's overall business strategy. This often involves participating in strategic planning meetings, advising on talent management, and helping to design programs that foster a positive workplace culture. HR Directors are expected to provide insights on workforce trends, ensure compliance with labor laws, and proactively address organizational challenges. Their ability to influence and guide leaders is key to driving both cultural change and long-term business success.
More about Hr Director jobs
What are the most commonly searched types of Hr jobs in Renton, WA? The most popular types of Hr jobs in Renton, WA are:
What job categories do people searching Hr Director jobs in Renton, WA look for? The top searched job categories for Hr Director jobs in Renton, WA are:
What cities near Renton, WA are hiring for Hr Director jobs? Cities near Renton, WA with the most Hr Director job openings:
Hr Director jobs near you
Infographic showing various Hr Director job openings in Renton, WA as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $131,155 per year, or $63.1 per hour.

Director of People and Culture (HR)

Middleby Coffee Solutions Group

Renton, WA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 2 days ago

Job description

Job Type
Full-time
Description
Middleby Coffee manufactures commercial espresso and bean-to-cup equipment under the Synesso and Concordia brands - two names with genuine reputations in the specialty coffee world. Synesso is celebrated for exceptional engineering and durability, empowering baristas to craft outstanding espresso. Concordia is built for speed and consistency, delivering an elevated coffee experience at scale.
The Role
This is a standalone People (HR) Director role reporting directly to the President. You will own the complete people function - from strategy and culture to recruiting, performance, payroll, benefits, and compliance. Support resources are available through corporate systems and internal stakeholders, but this position owns it all. That's intentional. We're building something, and the person in this role needs to understand every layer of it.
The person we're replacing built something real - 8 years with the company, the last 18 months as a close partner to the President. She earned trust with the floor and the executive team alike, and left a foundation worth continuing and deepening. We're looking for someone who can carry that forward with the same care and raise the bar.
What You'll Own
Executive Partnership & People Strategy
  • Serve as a genuine advisor and business partner to the President - not an order-taker, but a voice that brings perspective, pushes back when needed, and translates business goals into people decisions
  • Collaborate with the leadership team in workforce planning and organizational design as the company continues to evolve
  • Help identify gaps in team effectiveness and drive structural and cultural improvements to close them
  • Use data and insight to inform talent decisions, workforce planning, and long-term organizational health

Talent Acquisition
  • Own full-cycle recruiting - from creative sourcing strategy through offer and onboarding
  • Build proactive pipelines, not just reactive job postings; know the Seattle talent market
  • Partner closely with hiring managers to define what great looks like before the search begins
  • Deliver a consistent, high-quality candidate experience that reflects the Middleby Coffee brand

Onboarding & Employee Experience
  • Lead a best-in-class onboarding experience that sets employees up for success from day one
  • Create early engagement strategies that reflect company values and culture
  • Continuously improve the employee experience across the full lifecycle

Performance Management & Leadership Development
  • Run the performance management cycle with consistency and quality - goals, check-ins, reviews, and the hard conversations in between
  • Partner with managers to elevate the quality of performance conversations, feedback, and accountability
  • Strengthen leadership capability- coach managers to become confident, effective leaders who drive performance and engagement
  • Identify and develop high-potential talent; support succession planning for key roles
  • Use performance and feedback data to inform development plans and organizational decisions

Culture & Employee Relations
  • Be present and trusted - on the floor, in the office, across all levels of the organization
  • Drive employee engagement initiatives that are genuine, not performative
  • Handle employee relations matters with fairness, sound judgment, and care
  • Champion continuous improvement as a cultural value (Kaizen mindset - a Gemba walker at heart)

Compensation, Benefits, Payroll & HR Operations
  • Own and manage compensation and benefits programs, ensuring competitiveness and compliance
  • Oversee payroll processing, ensuring accuracy and timeliness
  • Administer leave programs (FMLA, state-specific leaves, etc.)
  • Ensure compliance with all federal, state, and local employment laws and regulations
  • Maintain HR systems, employee records, and data integrity across platforms (e.g., Paylocity)
  • Develop and deliver regular HR reporting on key metrics: headcount, turnover, hiring, and KPIs that align HR performance with business outcomes
  • Maintain compliance across multi-state employment requirements; serve as internal subject matter expert on employment law

Who You Are
  • High emotional intelligence - the kind that earns trust from the C-suite and the shop floor in equal measure
  • A self-starter who builds process and structure where it doesn't exist, and improves it where it does
  • Comfortable with ambiguity and energized by a turnaround environment
  • Hands-on executor - there is no job too small or too meaningless to be done, no task beneath you
  • Strategic thinker with strong business acumen and the ability to translate vision into action
  • Exceptional relationship builder, communicator, and coach
  • Highly organized, with the ability to manage multiple priorities in a fast-paced environment

Why This Role
This is not a maintenance role. It's a builder's role at a company with strong brands, a capable leadership team, and real momentum. You'll have direct access to the President, the Corporate HR team, genuine influence over the culture and trajectory of the organization, and the satisfaction of knowing that what you build matters
Requirements
Who We're Looking For Experience & Background
  • Proven experience in a standalone or near-standalone HR role - you've built structure, not just operated within it
  • Background in manufacturing, industrial, or technical commercial environments strongly preferred
  • PNW-based with deep familiarity with the Seattle talent market and employment landscape
  • Multi-state employment experience; comfortable navigating varying compliance requirements
  • Bachelor's degree in a related field; equivalent experience will be considered
  • SHRM-CP/SCP or PHR/SPHR certification preferred
  • Exceptional empathy, communication, and interpersonal skills.

Perks and Benefits:
  • Unlimited Free Coffee on site and opportunity to work around people with passion for coffee!
  • Generous Paid time off
  • Medical, Dental, Vision
  • 10 Paid Holidays
  • Extensive 401(k) plan with company matching
  • Medical, Dental, Vision insurance
  • Paid for Life insurance, Short- and Long-Term Disability

Apply