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Written By Foster's Creative Location:

Fife, WA - 100%

Onsite Job Type:

Full-Time, Exempt Salary:

$85,000 - $100,000 At Brown & Haley®, you will find employees who are enthusiastic and passionate about their work. As an award-winning confections company, we are always looking for the brightest, most creative and talented people to join our team. The company is growing domestically and internationally, with almost 50% of our business in export markets. We offer a great career opportunity to build experience and learn skills across the entire spectrum of consumer-packaged goods. Brown & Haley is committed to providing reasonable accommodation for candidates with disabilities in our recruiting process. If you need any assistance or accommodation due to a disability, please let us know at the time of contact. About the Role Brown & Haley is seeking an experienced and strategic HR Director to lead our Human Resources function with a strong focus on vendor management, cost optimization, benefits, and HR program implementation . This role will be responsible for evaluating, negotiating, and managing key employee service providers, including healthcare, insurance, 401(k), HR technology, and other HR-related vendors. The HR Director will identify opportunities to reduce costs, improve service and performance, and ensure company programs deliver strong value to both the organization and its employees. This is an ideal opportunity for an HR leader who combines strong business and financial acumen with excellent project management, negotiation, and relationship-building skills.

What You'll Do:

Benefits & Insurance Management Oversee the company's healthcare, dental, vision, life, disability, and other employee benefit programs. Partner with brokers and insurance carriers to evaluate plan options, renewals, pricing, and alternative program structures. Analyze available claims, utilization, premium, and plan data to identify cost-saving opportunities. Evaluate alternative benefits and insurance strategies in partnership with executive leadership and Finance. Manage broker and vendor relationships and hold providers accountable to contractual and service expectations. Support employee communications regarding benefit programs, changes, and enrollment requirements. 401(k) & Retirement Programs Manage relationships with 401(k) providers, recordkeepers, investment advisors, and other retirement plan vendors. Evaluate plan fees, investment options, administrative services, and overall plan performance. Identify opportunities to reduce administrative and investment-related costs. Lead or coordinate transitions involving retirement plan providers and services. Partner with advisors and providers to ensure required documentation, communications, and compliance activities are completed. Vendor Evaluation, Negotiation & Implementation Lead the evaluation and selection of HR vendors and service providers. Review vendor proposals, contracts, pricing, service levels, and performance. Negotiate competitive pricing, favorable contract terms, and improved service agreements. Identify opportunities for vendor consolidation, process improvement, and technology optimization. Serve as the primary HR project lead for vendor implementations and transitions. Develop project plans, timelines, responsibilities, and implementation milestones. Coordinate activities between vendors, Finance, Payroll, IT, and other internal departments. Ensure employee data, documentation, integrations, and system configurations are transferred accurately and securely. Coordinate testing and validation prior to system or service launches. Identify implementation risks and develop contingency plans. Communicate implementation plans and changes to employees, managers, and leadership. Monitor implementation progress and resolve issues through completion. Conduct post-implementation reviews to ensure vendors meet expectations and deliver agreed-upon value. Strategic HR Leadership Partner with executive leadership to develop HR strategies aligned with company objectives. Provide data-driven recommendations regarding employee programs, vendor investments, and HR costs. Develop and manage HR budgets related to benefits, vendors, and employee programs. Establish and monitor metrics related to vendor performance, cost savings, utilization, and program effectiveness. Research industry trends, benefit costs, HR technology, and emerging vendor solutions. Identify opportunities to improve the employee experience while maintaining financial discipline. Support broader HR initiatives, including compliance, employee relations, policies, and organizational development.

What We're Looking For:

Qualifications Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred. 7+ years of progressive HR experience with demonstrated responsibility for employee benefits, vendors, or HR programs. Strong experience evaluating and negotiating vendor contracts and service agreements. Demonstrated experience managing healthcare, insurance, retirement, or employee benefit programs. Experience leading vendor implementations, system transitions, or organizational projects strongly preferred. Experience working with HRIS, HCM, payroll, benefits, or other HR technology platforms. Skills & Competencies Strong financial and analytical skills with the ability to evaluate pricing, contracts, budgets, and cost-saving opportunities. Excellent negotiation and vendor management skills. Strong project management and organizational abilities. Exceptional communication and relationship-building skills. Ability to work effectively with executive leadership, Finance, Payroll, vendors, brokers, consultants, and employees. Strong understanding of benefits administration, HR practices, and employment compliance. Ability to analyze complex information and turn it into clear recommendations for leadership. Strong problem-solving and decision-making skills. Proficiency with Microsoft Office and

HRIS/HCM

technology. Highly organized, self-directed, and comfortable managing multiple priorities. What Success Looks Like The successful HR Director will: Identify and implement meaningful cost savings across HR programs and vendor relationships. Negotiate competitive pricing and favorable contract terms. Improve vendor performance, accountability, and service levels. Successfully manage vendor transitions and implementations with minimal disruption. Identify opportunities for technology improvements, process efficiencies, and vendor consolidation. Provide executive leadership with clear, actionable, data-driven recommendations. Improve the overall employee experience while maintaining responsible cost management. Build strong, productive relationships with vendors and internal stakeholders. Physical Requirements Primarily office-based with extended periods of sitting and computer use. Regular use of hands for keyboard, computer, and office equipment. 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Human Resources Director