Human Resources Manager

About BPI Medical

BPI Medical is a leading provider of medical instrument and endoscope repair services. Founded in 1976 in Fife Washington we serve hospitals surgery centers and health systems across all 48 contiguous states with flexible endoscope repair rigid endoscope repair surgical instrument repair power equipment repair and mobile on-site service. We operate as an ISO 13485:2016 certified facility and are trusted by the U.S. Department of Veterans Affairs MultiCare Health System Virginia Mason Franciscan Health and other anchor health systems to keep critical surgical and diagnostic equipment in service.

Our work directly supports patient care: every device that comes through our facility goes back into service often the same week ready for the next procedure. We are growing significantly and we are investing in the people systems and processes that will let us keep delivering on what has been our standard since 1976: it has to be right and it has to be fast no exceptions.

The Role

As the Human Resources Manager at BPI Medical you are our in-house HR leader and the single owner of the people function for a growing roughly 50-person organization. Reporting directly to the COO you will take ownership of an established HR foundation and build the programs that carry it forward: running day-to-day HR operations keeping us compliant across Washington Oregon and the other states where our team works and staffing the company for growth. This is a hands-on role. You will process the paperwork run full-cycle searches and handle employee relations yourself and you will also bring practical ideas for onboarding recognition performance management and employee engagement that strengthen our culture of quality and accountability. Talent acquisition is a significant part of the job and you will represent BPI Medical in the local community as an employer of choice for skilled technical talent.

What Youll Do

HR Leadership and Partnership

• Serve as the primary HR resource to the COO and leadership team on people matters organizational needs and risk.

• Own the transition from an outsourced HR model to an in-house function establishing in-house ownership of policies employee records processes and vendor relationships.

• Track and report core HR metrics including cost per hire time to fill retention and turnover and use the data to recommend practical improvements.

• Plan and facilitate quarterly town halls with leadership to celebrate company and department wins communicate priorities and progress toward goals and reinforce company purpose and core values.

Talent Acquisition and Employer Brand

• Lead full-cycle recruiting for all roles including repair technicians mobile service technicians customer service sales and leadership positions: intake with hiring managers job descriptions sourcing screening structured interview processes offers and closing.

• Evaluate and manage recruiting platforms and job boards comparing subscription costs package options and functionality and own the recruitment marketing budget tracking cost per hire by position and source to direct spend where it produces results.

• Design and administer an employee referral bonus program that strengthens the hiring pipeline.

• Build talent pipelines for skilled technical roles through community outreach including technical colleges workforce development programs veteran transition programs and local industry events.

• Maintain the applicant tracking process and hiring documentation track candidates and new hires through each stage of hiring and onboarding and ensure a consistent timely and professional candidate experience.

HR Operations and Systems

• Administer the full employee lifecycle including new hire paperwork Form I-9 and E-Verify within required deadlines state-specific employment requirements personnel action notices transfers leaves of absence and offboarding.

• Build and maintain a standardized onboarding process with hiring managers covering employee file setup industry-specific requirements hardware and software procurement and 30/60/90-day plans.

• Partner with Accounting on payroll inputs and HRIS data integrity and support the evaluation and implementation of HRIS payroll and HR technology as the company grows.

• Maintain secure organized digital storage and backup for personnel files and employee records.

Employee Relations

• Serve as the first point of contact for employee questions and concerns and maintain a clear process to receive document investigate and resolve complaints and grievances.

• Guide managers through coaching corrective action and performance improvement plans applying a consistent and well-documented disciplinary process.

• Own a standardized separation process including exit interviews and report trends concerns and opportunities for improvement to leadership.

• Manage workplace incident and injury reporting and workers compensation claims ensuring reports are filed within applicable deadlines.

Compliance and HR Infrastructure

• Maintain compliance with federal Washington and Oregon employment laws and the requirements of other states where employees work including wage and hour FLSA classification paid sick leave FMLA and state paid family and medical leave programs.

• Develop and maintain the employee handbook and core HR policies track employee acknowledgments maintain required postings and keep leaders informed of regulatory changes.

• Implement and administer a learning management system (LMS) to deliver track and document required compliance training.

• Support federal contractor obligations including preparation and maintenance of the affirmative action program and related recordkeeping.

Compensation Benefits and Total Rewards

• Administer benefits programs including medical dental vision retirement life and disability insurance and paid time off and manage annual open enrollment in partnership with the companys benefits broker. Additionally research quotes for plan comparison each renewal period.

• Maintain job descriptions and pay ranges support pay decisions with market data and ensure pay transparency compliance on job postings.

Culture and Development

• Implement and run the performance management cycle including skills competencies goal setting and annual performance reviews that may inform merit increases.

• Support succession planning by defining career tiers role levels and development pathways within teams.

• Deliver a meaningful Day 1 orientation that introduces new employees to company purpose and history core values executive and department leaders organizational structure benefits and company policies and expectations.

• Support the development and rollout of company core values and reinforce them through communication training and employee engagement.

• Develop and manage a structured employee recognition program including new hire welcomes work anniversaries birthdays holidays and a quarterly peer nomination program tied to core values.

• Coordinate training for supervisors and employees and support leadership development and manager coaching.

What You Bring

• Bachelors degree in Human Resources Business Administration or a related field; equivalent experience may be considered.

• 3 years of progressive HR generalist experience with hands-on exposure to recruiting HR operations employee relations and compliance.

• Demonstrated full-cycle recruiting experience including high-volume or hard-to-fill technical skilled trades or hourly roles.

• Hands-on experience with onboarding Form I-9 and E-Verify benefits administration leave administration and HR recordkeeping.

• Working knowledge of federal and Washington employment law including wage and hour leave and workers compensation requirements.

• Sound judgment in employee relations investigations and corrective action with excellent documentation habits.

• Comfort using HR metrics such as cost per hire retention and turnover to inform decisions.

• Strong organizational skills and the ability to manage a high volume of priorities independently in a one-person department.

• Clear professional communication skills and the ability to build trust with technicians managers and executives alike.

Nice to Have

• SHRM-CP SHRM-SCP PHR or SPHR certification.

• Experience in medical device healthcare services manufacturing or other regulated quality-driven environments.

• Experience building HR programs from the ground up such as onboarding recognition performance management or referral programs.

• Experience implementing or transitioning an HRIS payroll applicant tracking or learning management system.

• Experience with Paychex or a comparable HRIS and payroll platform.

• Oregon employment law or multi-state compliance experience.

• Experience with affirmative action programs or federal contractor compliance.

• Established relationships with Puget Sound technical colleges workforce development organizations or veteran hiring programs.

Benefits

BPI Medical offers a comprehensive benefits package to eligible employees including:

• Medical dental and vision insurance

• 401(k) retirement plan

• Paid time off (PTO) and paid holidays

• Life insurance and short- and long-term disability coverage

Work Environment & Physical Demands

This position is based at BPI Medicals headquarters and repair facility in Fife WA and works primarily in an office setting with regular time on the production floor engaging with technicians supervisors and leaders. The work involves extended periods of computer use sitting standing and walking with the ability to occasionally lift up to 25 pounds. Occasional local travel is required for community outreach career fairs school and workforce partner events and visits with employees who work in the field. Every BPI team member is expected to perform each assigned task safely 100% of the time and to partner immediately with management to redesign any work activity that raises a safety concern.

BPI Medical is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin age disability veteran status or any other characteristic protected by federal state or local law.