Director of Human Resources

Director of Human Resources

The Fund for Science and Technology

 

Human Resources - Seattle, Washington (Hybrid)

 

The Fund for Science and Technology is a new private foundation that is part of the Paul G. Allen philanthropic ecosystem.

 

Founded in 2022 and launched in 2025, we enable accelerated discovery and catalyze progress for people and the planet through transformational science and technology. The foundation works to advance bioscience, accelerate solutions for the environment, and leverage the power of AI for the benefit of Earth and humanity, supporting work in the lab and across the ecosystem of scientific research, collaboration, and innovation.

 

Together, we strive to advance the frontiers of science and maximize the benefits it offers the world.

 

POSITION SUMMARY

 

FFST seeks a strategic, hands-on Director of Human Resources with a strong foundation in recruiting, HR systems, performance management, employee relations, employee development, compliance, and organizational partnerships.

 

The Director of HR takes a proactive approach to resolving complex challenges, delivers exceptional support to internal stakeholders and is a collaborative and empathetic HR leader with a focus on helping people and building programs that make a tangible impact.

 

The Director of Human Resources is pivotal in designing and executing innovative HR strategies and programs that drive the organization's success. The Director will own all critical HR areas, including talent management/recruitment, compensation, benefits, performance management, development, compliance, organizational development, culture, and employee relations.

 

ESSENTIAL DUTIES AND RESPONSIBILITIES

 

The Director of HR is responsible for providing leadership, direction, and counsel across all Human Resources disciplines.

 

Strategic HR Leadership

 

• Provide strategic HR guidance to ensure programs align with organizational goals and employee needs.

• Serve as HR Business Partner, advising leadership on people strategy, organizational effectiveness, and adoption of HR initiatives.

• Lead change management efforts that enhance engagement, productivity, and overall organizational performance.

• Develop, implement, maintain, and report on HR strategies, policies, and programs across the organization.

 

HRIS Leadership

 

• Provide input and guidance on configuration, optimization, and maintenance requirements of the HRIS platform.

• Lead initiatives related to system automation, data accuracy, reporting, and enhancements.

• Serve as the subject-matter expert for HR reporting and analytics.

 

Employment Compliance

 

• Ensure compliance with all federal, state, and local employment laws (FLSA, FMLA, ADA, EEOC, etc.).

• Monitor regulatory changes, recommend policy updates, and oversee HR audits and reporting (AAP, EEO-1).

• Maintain accurate documentation and records to support compliance requirements.

 

Performance Management

 

• Lead the design and execution of the performance management framework, promoting accountability and professional growth.

• Manage the annual review cycle, including goal‑setting, mid‑year reviews, evaluations, and calibrations.

• Coach leaders on effective feedback, performance improvement, and talent development.

• Use data to identify trends, skill gaps, and organizational development needs.

 

Employee Engagement

 

• Lead employee engagement strategy focused on culture, inclusion, and organizational connection.

• Oversee surveys, interpret results, identify themes, and drive action plans.

• Advise leaders on improving team communication, motivation, and employee experience.

• Use qualitative and quantitative insights to measure and improve engagement.

 

Talent Acquisition

 

• Lead executive search strategies and partner with leadership and search firms to recruit top-tier talent.

• Provide oversight and strategic direction for the talent acquisition function and workforce planning.

• Will oversee employee relocation program in partnership with an external vendor.

 

Organizational Change Management

 

• Apply a change‑management mindset when organizational shifts occur, identifying key stakeholders, impacts, and communications.

• Partner with leaders to create clear, simple plans and communications strategies that anticipate employee questions and support smooth transitions.

• Gather feedback and adjust plans to ensure changes are understood and adopted.

 

Management & Department Leadership

 

• Oversee HR team operations, including hiring, training, coaching, workforce planning, and performance management.

• Manage HR department budgeting and financial planning.

• Provide leadership to ensure high-quality service delivery across all HR functions.

 

Learning & Development

 

• Develop and implement a learning strategy that supports capability building and career progression.

• Assess organizational training needs and design targeted learning solutions and leadership development programs.

• Manage onboarding, external learning partnerships, and continuous improvement of training programs.

• Promote a culture of learning through ongoing development initiatives.

 

QUALIFICATIONS

 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

Knowledge, Experience, Skill, and/or Ability Required

 

• Demonstrated strategic HR excellence, including leading/participating in change initiatives, and in-depth knowledge of employment laws and applicable regulations.

• Proven experience designing and administering compensation plans and conducting market analysis.

• Strong knowledge of HRIS systems and reporting tools.

• Familiarity with U.S. immigration processes and working with immigration counsel or in-house legal teams.

• Solid understanding of employment law and compliance requirements across multiple jurisdictions.

• Experience overseeing benefits administration and managing vendor relationships.

• Demonstrated skills in providing creative leadership; analytical and conceptual skills/abilities to identify, analyze, and resolve problems creatively and strategically.

• Excellent communication skills, both verbal and written, presentation, and meeting facilitation skills.

• Effective persuasion and influencing skills and the ability to negotiate and diffuse conflict.

• Strong analytical skills, attention to detail, and the ability to interpret and act on data.

• Strong interpersonal skills and proven leadership experience with a solid track record of collaborating with senior management.

• A proactive leader in change management, demonstrated personal credibility and trustworthiness, and a strong aptitude to proactively identify problems and propose effective solutions.

• Talented professional and self-starter, with high self-confidence and strong leadership skills.

• Ability to work independently, prioritize effectively, and maintain confidentiality.

 

Required Computer Skills

 

• MS Office (Word, Excel, Outlook)

• Must be familiar with ATS and HRIS systems

 

Education/Experience/Certifications

 

• Bachelor’s degree (B.A. or B.S.) from an accredited institution and 12 plus years broad HR experience with 3 years at a Director level in a dynamic, innovative, demanding environment, OR, equivalent combination of education and experience. SPHR certification preferred.

 

Travel Expectations

 

• Limited travel expected

• Ability to travel and work outside of typical work hours (i.e., early mornings and/or late evenings) when required to accommodate various time zones.

 

Special remarks regarding the work environment

 

FFST is in the office Monday–Thursday, and Fridays are remote. The hybrid work environment is an organizational decision that benefits employees, may differ by job, and is subject to change as needed.

 

COMPENSATION AND BENEFITS

 

The salary range for this position is expected to be $207,000 to $280,000 per year. The upper portion of the salary range is typically reserved for existing employees who have demonstrated strong performance over time, or for candidates who exceed our experience and skill set expectations.

 

We personalize offers for each selected candidate, carefully considering various factors in our review. These factors include experience, professional achievements, education, individual backgrounds, and internal equity, any of which could affect the compensation offer.

 

The total compensation package for this position will also include reasonable and customary benefits. This includes Foundation-sponsored medical, dental, vision, and basic life insurance plans for the employee and their eligible dependents. To help secure your financial future, you may also participate in a retirement savings plan, which includes a generous 15% employer contribution each year, up to IRS limits, and is subject to a vesting schedule.  For more information on our benefits, please visit our FFST Benefits summary.

We’re committed to inclusion and equal opportunity.

 

FFST is an equal-opportunity employer. Every qualified applicant will be considered for employment. We do not discriminate based on race, color, religion, gender, sexual orientation, age, national origin, religion, marital status, sex, disability, political ideology, veteran status, or other protected class.

 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The job description listed above is representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

If you need accommodation during the application or hiring process, don't hesitate to contact HR@ff-st.org.