HR Director

Why This Role Is Important

In partnership with AI2 leadership, the HR Director is responsible for creating, developing and executing programs that enhance the employment experience of a talented team pursuing an extraordinary set of scientific and engineering challenges. This role will share in the ultimate responsibility for creating a great place to work. Relying on prior HR leadership, experience and demonstrated success in developing and implementing HR strategies, you and your team will contribute to creative, strategic and functional solutions that will influence outcomes aligned with organizational objectives.

What You’ll Be Doing

Providing both strategic and tactical human resources leadership and support that is legally compliant and meets the needs of the organization. Reporting into the COO, this individual develops HR strategies and implements HR practices that contribute to organizational advancement.

  • Provide leadership, direction, and counsel to Senior Leaders in all of the disciplines of Human Resources (e.g., recruitment & selection, compensation, benefits, organizational development, learning & development, performance management, and employee relations).
  • Serve as a resource to managers and employees on employee relations issues. Provide advice, counsel and support in resolving issues, disputes and other sensitive matters.
  • Deliver effective guidance, coaching and constructive feedback to all levels of management regarding department goals and objectives. Participate in department reviews and partner with the business leaders on measuring and evaluating performance in areas of focus.
  • Communicate effectively at all levels of the organization with the ability to influence appropriately.
  • Collaborate with Senior Leaders to formulate proactive programs and services that align with the mission/vision and the organization’s goals.
  • Consult with partner groups to assist in defining and developing comprehensive HR strategies and programs that address the areas of talent management, employee development, diversity, training, employee relations, and compensation.
  • Manage a high performance HR function which partners with the management team.
  • Develop, implement, interpret, and ensure consistent application of HR strategies, guidelines, policies and programs. Ensure flawless, timely, and consistent delivery.
  • Ensure compliance with all Federal, state and local statutes involving employment.
  • Create and implement internal standards for continual improvement of the efficiency and effectiveness of the HR function.
  • Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.
  • Formally and informally, deliver training to managers and employees on various HR policies, processes (e.g. labor law, HR Guidelines, interview training, etc.).
  • Research and consult on compensation philosophies for the technology organization, as well as specific enhancements to our compensation and total rewards policies, programs and practices that aide in our efforts to attract and retain employees.
  • Participate in wage and salary surveys and oversee competitive general population and executive corporate compensation program.
  • Engage with Vulcan HR partners as needed.
  • Manage the budget and other financial measures of the HR department.
  • Demonstrate honesty, responsibility, integrity and fulfillment of commitments.
  • Other duties may be assigned.

Management Responsibilities:

  • Responsible for hiring, coaching, developing and managing performance of one or more employees in accordance with the policies and practices of the organization.

What you’ll come with:

  • Thorough knowledge of human resources practices, procedures and laws & regulations
  • Excellent project management skills with a proven ability to design and implement people strategy that drives business results
  • Ability to adjust rapidly to new strategies and approaches for building support in a fast-moving environment
  • Excellent presentation and facilitation skills: polished, concise, catered messages to different audiences
  • Effective persuasion and influencing skills as well as strong analytical and problem solving skills.
  • Ability to build strong relationships with leaders at all levels to obtain successful outcomes and move the business forward
  • Must be able to communicate in a professional demeanor with the ability to interface and interact with a diverse group across all levels of the organization.
  • Excellent communication skills, both verbal and written.
  • High integrity, strong interpersonal, collaboration, and teamwork skills.
  • Ability to handle stress and stay organized, focused, even-tempered and congenial when faced with multiple deadlines.
  • Preference given to applicants with experience in the technology and/or start-up space.


  • Bachelor’s degree (B.A. or B.S.) from accredited institution and 12+ years relevant experience, or equivalent combination of education and experience.
  • SPHR or PHR certification.

Work Environment & Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job the employee is regularly required to sit, stand and walk. The employee is frequently required to reach with hands and arms.

About Us

The Allen Institute for Artificial Intelligence is a non-profit research institute in Seattle founded by Paul Allen and headed by Professor Oren Etzioni. The core mission of AI2 is to contribute to humanity through high-impact research in artificial intelligence.

Why AI2

In addition to AI2’s core mission, we also aim to contribute to humanity through how we treat each member of the AI2 Team. Some highlights are:

  • We are a learning organization – because everything AI2 does is ground-breaking, we are learning every day. Similarly, through weekly AI2 Academy lectures, a wide variety of world-class AI experts as guest speakers, and our commitment to your personal on-going education, AI2 is a place where you will have opportunities to continue learning right alongside us;
  • We value diversity – we seek people of all genders, ethnicities, ages, and levels of experience. We particularly welcome applications from women, people of color, members of the LGBTQ communities, and people with disabilities.
  • We value inclusion - We understand the value that people's individual experiences and perspectives can bring to an organization, and we are building a culture in which all voices are heard, respected and considered.
  • We emphasize a healthy work/life balance – we believe our team members are happiest and most productive when their work/life balance is optimized. While we value powerful research results which drive our mission forward, we also value dinner with family, weekend time, and vacation time.
  • We are collaborative and transparent – we consider ourselves a team, all moving with a common purpose. We are quick to cheer our successes, and even quicker to share and jointly problem solve our failures;
  • We are in Seattle – and our office is on the water! We have mountains, we have lakes, we have four seasons, we bike to work, we have a vibrant theater scene, and we have so much else. We even have kayaks for you to paddle right outside our front door;
  • We are friendly – chances are you will like every one of the 85+ (and growing!) people who work here. We do!

AI2 is proud to be an Equal Opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

If you need assistance or an accommodation due to a disability, you may contact us at or you may call us at 206-548-5600.

Apply for this Job
* Required
Almost there! Review your information then click 'Submit Application' to apply.

File   X
File   X

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at The Allen Institute are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.