Veteran Careers

PEMCO MUTUAL INSURANCE COMPANY

Director, Human Resources (Finance)

Who We Are:

At PEMCO we're all about people – our customers, our employees, and the community. We're a mutual insurance company owned by our Northwest policyholders. We provide auto, home, renters, and boat coverage. Recognized by Forbes as one of America's Best Insurance Companies in both Auto and Home for 2025 based on customer survey feedback. We are consistently recognized for our outstanding customer service, employee expertise, community partnerships, and social impact programs.

Our social impact programs motivate high achievement by youth in education; build stronger and greener communities; and increase safety at home, on the road, and at play. We're committed to diversity, equity, inclusion, and belonging, and to fostering an inspiring and inclusive workplace. These efforts create and cultivate an environment that builds fairness and understanding, encourages collaboration and flexibility, and celebrates all the ways in which we're different and the same – enabling all individuals to achieve their full potential.

Why We Need You:

PEMCO is at the forefront of setting a new standard for the customer journey and customer experience in personal lines insurance. With a mission to help our communities worry less and live more, PEMCO is a company that cares more and intends to create an experience that feels effortless – for our customers and our employees.

This role demands a visionary human resources leader who will lead a diverse and passionate team of problem-solvers, collaborators, and doers. This role is responsible for driving effective business outcomes in talent attraction and assessment, employee experience, execution excellence and performance management, talent planning and succession readiness, organizational health, and readiness, amongst others.

This is a challenging position that requires deep business insight, strategic thinking, resilience, agility, and a passion for tackling and innovating solutions to people challenges in a highly regulated and constantly evolving industry.

We are looking for a leader who thrives on leading and supporting transformative change. And is motivated by the opportunity to make a significant impact partnering with business leaders across the company to design, build, and evolve programs that drive a culture of accountability, excellence, and results.

If you are motivated by the opportunity to make the largest difference possible with the most important part of our business – our people – this is a role for you.

What You'll Be Doing:

Manage a team of direct [and indirect] reports, with performance management and development responsibilities.
Manage department budget and resources responsibly.
Effectively lead integration of diversity and inclusion processes and measurements throughout the organization; regularly evaluate related processes and programs for effectiveness and implement changes as needed.
Provide HR solutions and services which focus on delivering our long-range plan through alignment of strategy, structure, processes, people, and rewards.
Work with HR operations manager to optimize activities supporting the employee lifecycle such as talent acquisition, performance management, employee relations, data and analytics, and HRIS oversight. Serve as an escalation point for complex employee relations matters.
Work with the talent planning and org design manager and executives to regularly assess and update the organizational structure. Help design governance and decision-making frameworks, support change management, ensure alignment with culture and corporate strategy, and facilitate leadership development through regular and recurring talent management work.
Identify and partner with external vendors to provide services which support organizational needs.
Lead the implementation and evaluation of HR systems and processes and implement changes which improve efficiency and service.
Work with the HR risk and compliance manager to ensure compliance with complicated federal and state employment laws in HR policies, standard operating procedures and practices.
Work with the HR risk and compliance manager to manage and monitor the ethics program with assigned executives.
Work with total rewards leader to align total rewards program (compensation, benefits, and leave policies) with broader employment strategy including processes that ensure internal equity, retain employees, and respond to the challenges of the external labor market.
Create a talent management strategy that includes attraction, selection, development and retention of employees.
Build upon existing and develop new innovative talent management programs and processes to support the talent management strategy and enhance workforce planning, recruiting, onboarding, employee engagement, performance, alignment with learning & development strategy, succession and talent planning and employee mobility. This includes development and management of talent profiles, career paths, performance management processes, multi-source feedback, succession planning, and talent reviews.
Establish and implement inclusive and robust recruitment and selection practices to pipeline and produce diverse candidate pools and hires.
Develop appropriate metrics and tracking mechanisms to build accountability, measure results, and optimize the impact of the talent management and organizational development programs.
Cultivate rapport and trust with all levels of staff by spending significant face to face time across business units virtually and in offices and maintaining an open-door policy; act as a strategic advisor and coach to varying levels within the organization.
Create approaches and tools for building overall effectiveness and well-being of our employees through engagement efforts, retention strategies, team development, and culture efforts, as needed.
Create a learning and development strategy that addresses workforce capabilities, skills and competencies needed to support current and future strategies; ensure learning and development programs embrace new technologies and multi-faceted delivery approaches.
Demonstrate behaviors consistent with PEMCO's policies, values, code of ethics and business conduct.
Authentically support the PEMCO Brand and constantly are on the lookout for top talent to join us to achieve our Mission to Worry Less and Live More.
Other duties as assigned.

What You'll Bring:

B.A. or B.S. degree in Business or related field or equivalent work experience.
15 years of experience in human resources or people compliance leadership roles in multiple disciplines or channels is required.
8+ years of people leadership experience.
Experience leading core people functions including talent acquisition, engagement and retention, total rewards, talent management, compliance, and employee relations.
Proficiency in selecting, implementing, and using HRIS systems (Oracle a plus).
Strong understanding of ethics programs, labor laws, employment regulations, and compliance requirements.
Organizational design and leading departments and organizations through change and reorgs.
Relevant Society of Human Resource Management (SHRM) or other HR certification preferred.
MS Office: Skilled proficiency in Excel, Word, PowerPoint, Outlook is required.
Presenter: Organizes data visually and speaks clearly and persuasively in group presentations and meetings with multiple peer groups and senior management is required.
Precision: Is detail orientated and has a strong desire for accuracy and thoroughness is required.
Team builder: Establishes positive connections with others, solves problems and manages new ideas, and works collaboratively to bring people and culture-first solutions to deliver results is required.
Confidentiality: A high degree of integrity and the ability to exercise discretion in confidential situations is required.
Compliance: Knowledge and understanding of relevant laws, rules, and regulations is required
Leadership & Managing Others: Establishes and communicates a compelling and inspiring vision, creates winning strategies and plans, ensures team goals are aligned with company goals; develops both self and others.
Organizational Savvy: Interfaces cross-functionally with both technical depth and business savvy. Understands company goals and objectives; thinks critically about business challenges and resolutions. Demonstrates keen listening and observation skills.
Problem Solver: Ability to analyze, diagnose and resolve complex unstructured problems quickly, efficiently, and collaboratively.
Interpersonal Skills & Empathy: Builds relationships internally and externally and get results through influence rather than authority. Demonstrates authentic empathy, celebrates the joy and shows care for the challenges felt by others.
Composure: Remains calm, maintains perspective, and responds in a professional timely manner, when faced with tough situations. Demonstrates patience and resilience, is deliberate, leads through ambiguity with compassion during difficult times.

What We Value:

In fostering a culture where everyone thrives, PEMCO embodies a set of core traits that guide our collective efforts. These traits include:

Make Agile Decisions: Define desired outcomes. Use a consistent, inclusive approach. Drive decisions with a sense of urgency. Pivot decisions quickly as supported by data.
Build Trust: Listen to understand and use direct and open communication. Engage in healthy debate with mutual respect. Find solutions and move forward together.
Own Results: Commit to desired outcomes. Define and achieve success metrics. Anticipate and mitigate risks, and always have a plan B. Take accountability for and learn from outcomes.
Empower Execution: Take action to drive desired outcomes. Act with initiative, mastery, and purpose.
Explore Fearlessly: Make swift, iterative progress through testing and learning, create a safe place to fail fast and learn from mistakes, and continuously improve.
Value People: Appreciate and care about unique experiences and perspectives Respect the dignity of others and have empathy for people Authentically and meaningfully support and recognize people in real time.

These traits form the bedrock of our commitment to caring deeply for each other, our customers, and our community. As you become a part of PEMCO, your contribution will further enrich our success story, where the power of these shared values propels us forward.

Compensation:

The pay range for this role is shown below. Compensation decisions are determined based on an individual's qualifications, job-related knowledge, skills, and experience.

Greater Seattle area target pay range: $221,280-$270,454. The full pay range is $184,400-$307,333.
Outside greater Seattle area target pay range: $195,284-$238,680. The full pay range is $162,737-$271,228.

Greater Seattle Area is defined as working within approximately 100 miles of Seattle.

Outside Greater Seattle is defined as working approximately 100 miles or more from Seattle.

Benefits:

Regular part-time PEMCO employees working at least 24 hours per week and regular full-time PEMCO employees are eligible to elect coverage under medical, dental, and vision plans for themselves and their eligible family members with generous employer premium cost shares. In addition, as a benefits-eligible employee, you are:

covered by employer-paid basic life and accidental death & dismemberment insurance policies as well as long- and short-term disability benefit coverages.
eligible to participate in PEMCO's 401(k) plan which includes a generous employer match (2 for 1 on the first 6% employee pre-tax and/or Roth deferral, up to federal maximums).

PEMCO provides the following paid leave programs for benefits-eligible employees in their first year of PEMCO employment:

Vacation accrues at a rate of 10 days for new hires, and increases based on a schedule to a maximum annual accrual of 25 days based on tenure.
Granted four (4) personal days immediately upon hire.
Paid holidays for the eight (8) holidays observed by PEMCO throughout the calendar year.
Granted up to ten (10) days of sick leave immediately upon hire (pro-rated based on hire date and full-time/part-time status), which is approximately 28 hours more per year than the Washington state-required accrual.
In addition, PEMCO provides paid time off for bereavement, jury duty, and employee volunteering in the community.

Other miscellaneous benefit programs offered by PEMCO include:

Flexible Spending Accounts
Education Assistance Program after one year of service
Scholarship program for children of PEMCO employees after one year of service
Employee Assistance Program
Well-being program
Discretionary taxable gifts and gift cards
And other Perks & Benefits including discounts on computer software and hardware, cell phone plans, and rental cars

Other compensation depending on role, contributions, and performance may include:

Discretionary bonuses
Tiered sales commissions and/or incentives (from 5-25% of employee's monthly sales)
Employee referral bonuses
Shift differential pay

Equal Employment Opportunity:

At PEMCO, we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our products, and our community to flourish. PEMCO is honored to be an equal opportunity workplace. We are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national orientation, age, citizenship, marital status, disability, gender identity, sexual orientation, or veteran status.

Applicants have rights under Federal Employment Laws:

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