{"@context":"https://schema.org","@type":"JobPosting","title":"Human Resources Manager","description":"

About BPI Medical

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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.

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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.

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The Role

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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.

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What You'll Do

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HR Leadership and Partnership

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Serve as the primary HR resource to the COO and leadership team on people matters, organizational needs, and risk.
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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.
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Track and report core HR metrics, including cost per hire, time to fill, retention, and turnover, and use the data to recommend practical improvements.
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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.
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Talent Acquisition and Employer Brand

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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.
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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.
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Design and administer an employee referral bonus program that strengthens the hiring pipeline.
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Build talent pipelines for skilled technical roles through community outreach, including technical colleges, workforce development programs, veteran transition programs, and local industry events.
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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.
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HR Operations and Systems

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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.
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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.
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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.
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Maintain secure, organized digital storage and backup for personnel files and employee records.
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Employee Relations

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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.
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Guide managers through coaching, corrective action, and performance improvement plans, applying a consistent and well-documented disciplinary process.
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Own a standardized separation process, including exit interviews, and report trends, concerns, and opportunities for improvement to leadership.
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Manage workplace incident and injury reporting and workers' compensation claims, ensuring reports are filed within applicable deadlines.
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Compliance and HR Infrastructure

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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.
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Develop and maintain the employee handbook and core HR policies, track employee acknowledgments, maintain required postings, and keep leaders informed of regulatory changes.
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Implement and administer a learning management system (LMS) to deliver, track, and document required compliance training.
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Support federal contractor obligations, including preparation and maintenance of the affirmative action program and related recordkeeping.
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Compensation, Benefits, and Total Rewards

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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 company's benefits broker. Additionally, research quotes for plan comparison each renewal period.
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Maintain job descriptions and pay ranges, support pay decisions with market data, and ensure pay transparency compliance on job postings.
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Culture and Development

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Implement and run the performance management cycle, including skills competencies, goal setting, and annual performance reviews that may inform merit increases.
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Support succession planning by defining career tiers, role levels, and development pathways within teams.
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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.
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Support the development and rollout of company core values, and reinforce them through communication, training, and employee engagement.
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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.
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Coordinate training for supervisors and employees, and support leadership development and manager coaching.
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What You Bring

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Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent experience may be considered.
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3+ years of progressive HR generalist experience with hands-on exposure to recruiting, HR operations, employee relations, and compliance.
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Demonstrated full-cycle recruiting experience, including high-volume or hard-to-fill technical, skilled trades, or hourly roles.
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Hands-on experience with onboarding, Form I-9 and E-Verify, benefits administration, leave administration, and HR recordkeeping.
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Working knowledge of federal and Washington employment law, including wage and hour, leave, and workers' compensation requirements.
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Sound judgment in employee relations, investigations, and corrective action, with excellent documentation habits.
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Comfort using HR metrics such as cost per hire, retention, and turnover to inform decisions.
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Strong organizational skills and the ability to manage a high volume of priorities independently in a one-person department.
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Clear, professional communication skills and the ability to build trust with technicians, managers, and executives alike.
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Nice to Have

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SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
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Experience in medical device, healthcare services, manufacturing, or other regulated, quality-driven environments.
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Experience building HR programs from the ground up, such as onboarding, recognition, performance management, or referral programs.
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Experience implementing or transitioning an HRIS, payroll, applicant tracking, or learning management system.
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Experience with Paychex or a comparable HRIS and payroll platform.
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Oregon employment law or multi-state compliance experience.
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Experience with affirmative action programs or federal contractor compliance.
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Established relationships with Puget Sound technical colleges, workforce development organizations, or veteran hiring programs.
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Benefits

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

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Medical, dental, and vision insurance
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401(k) retirement plan
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Paid time off (PTO) and paid holidays
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Life insurance and short- and long-term disability coverage
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Work Environment & Physical Demands

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This position is based at BPI Medical's 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.

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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.

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