Key Responsibilities include:

• Evaluate new positions and/or changes to current positions to determine appropriate salary range
• Review jobs from acquired company to merge into current structure
• Write job descriptions (business partners will collect data)
• Grade jobs
• Relief with writing job offers
• Provide advice and support to Human Resources Field Teams regarding pay decisions, policy and guideline interpretation and job evaluation, including design of creative solutions to specific compensation-related programs
• Contribute to compensation projects like releveling, research, etc.

Required Experience:

Strong writing skills, proficient at excel, compensation analyst or HR with compensation background, and ability to work in a fast-paced environment.

To be considered for this opportunity, please contact:

Chris Englin

Big Wave Recruiting

chris@bigwave.com

Summary

Spaceflight is hiring a Human Resources Leader to bring strategic vision, business acumen and Human Resources expertise to our out of this world organization.  As a member of the leadership team reporting to the President, the HR Leader will align HR strategies to meet Spaceflight’s growing business. The successful candidate will be a well-rounded HR Leader – an HR expert with generalist knowledge, strategic and hands-on, someone who loves to build, thrives in a fast-paced environment, will bring a passion for people, and exemplifies the values of Spaceflight.

Responsibilities

Set a vision and strategy that aligns human resources with strategic business goals and initiatives to assure superior organizational performance.

Serve as a strategic member of the leadership team, build strong partnerships, and offer thought leadership regarding organizational and people-related strategy. See ahead of the curve to identify a course of action as Spaceflight grows organically and with acquisitions.

Lead and develop the HR team in delivering intelligent and creative people programs in a fast-paced, entrepreneurial environment.

Manage the compensation strategy including performance management systems, compensation review process, and assuring rewards programs align with Spaceflight’s compensation philosophy.  Oversee the benefits program in conjunction with the CFO.

Plan, lead and execute the talent strategy for Spaceflight to build a best in class organization and reputation as an employer of choice. Build a foundation that integrates programs, systems, employment branding, training, forecasting, and identification of talent.

Lead talent management programs such as succession planning, leadership and career development, on-boarding, employee recognition and retention. Build scalable programs that cultivate and enhance Spaceflight’s culture.

As the keeper of the culture, the HR Leader will be approachable, confidential, forward thinking, have high integrity, a strategic business partner, have interpersonal savvy, strong client service, and lead by example.

Act as an advisor on human resources issues and sensitive employee relations situations. With a finger on the pulse of the organization, proactively recognize and address potential concerns. Assure compliance with all federal, state, and local regulations.

Manage the business of HR.  Establish budgets, financial reporting, HR metrics and reporting, and forecasting.  Manage and maintain effective HR systems, policies, and practices in compliance with federal, state, and local regulations.

Requirements

15+ years of progressive HR senior leadership experience in a growing organization including reporting to a President or CEO. At least 5 years’ experience managing an HR team. Experience in a technical environment preferred.

College degree, Master’s degree preferred, in Business, Human Resources, or Organizational Development. SPHR, CCP, or other continuing education within the HR profession.

Extensive and broad-based HR knowledge across all HR functions:  talent acquisition, leadership development, employee relations, performance management, organizational development, talent management, learning programs, total rewards, employment law, compliance, HR Systems (HRIS, ATS, etc.) and HR best practices.

A confident, high energy, results-driven individual who thrives in an entrepreneurial environment. A human resources leader who is both strategic and tactical. Demonstrated success in establishing credibility and strong relationships at all levels of an organization.

Proven ability to facilitate a company’s growth in terms of recruitment and organizational structure. Experience building scalable HR programs, positive employee cultures, and acquisition integration.

Superior communication, interpersonal, and executive presentation skills as well as a high level of diplomacy and confidentiality. Represents Spaceflight’s values within the organization and external professional communities.

Strong project management skills with the ability to multitask a wide variety of diverse projects and manage complex issues.

Values and promotes diversity and inclusion in the workplace.

Ability to travel when needed.

The Best Little Company You’ve Never Heard Of….

Are you looking for a stable, secure, friendly work environment to take your Human Resource’s career to the next level? Are you tired of dealing with mergers, acquisitions, and corporate buyouts?  Want to work someplace where the people are genuine, and you are not just a number?  Burkhart Dental might be the place for you.  Burkhart Dental Supply is a family owned company of four hundred employees so they are big enough to be a solid corporation, but small enough to still care.  They’ve been in business for 128 years, and are family owned.  They truly value about employees, and put their money where their mouth is—Burkhart associates own 30% of the company, and receive a quarterly bonus based on profitability.  And since they enjoy such a solid reputation in the business—they’ve met that profit for 8 out of the last ten years.

And it’s not just Burkhart Dental Supply saying they’re a great place to work.  Here’s just some of the many awards their company has achieved.

• Washington’s 100 Best Companies to Work for – 2014 – Seattle Business Magazine
• 2014 Family Business Award – Seattle Business Magazine
• Gold Achievement level – Fit Friendly Worksite – 2014 – American Heart Association
• US Bank 2013 Gold Award

Compensation & Benefits Specialist

Our client, Burkhart Dental Supply located in Tacoma, is searching for an HR Specialist to lead compensation and benefits for their mid-sized company.  Reporting to the VP of Human Resources, this role will design and administer compensation practices, base pay, salary structure, bonus plans, stock, and benefits programs as a key member of the HR team.  The Compensation & Benefits Specialist will use financial acumen and analytical skills to interpret financial data to create strategy.  This is a strategic and hands-on role working with company leaders, and management of external consultants and vendors.

Responsibilities:

• The Specialist works with the VP of HR and company leadership team on supporting the company goals in the development and implementation of effective rewards programs.
• Act as a primary source of compensation and benefits expertise for HR, senior leaders, and employees.
• Ability to design effective rewards programs including sales incentive plans, bonus plans, executive compensation, and profit sharing.

• Create and update job descriptions and complete job leveling requirements.
• Manage communication of total rewards programs ensuring they are understood by employees.
• Responsible for creating reports, analysis, and predictive work for annual merit and incentive plans.
• Oversee the total rewards strategy to attract, engage, and retain top talent for the organization.
• Build effective working relationships with external partners, negotiating vendor contracts and agreements, and monitoring service targets.
• Manage open enrollment, work with outside vendors, and troubleshoot benefits issues.
• This position includes oversight and understanding of all company leave programs.
• Work on special projects as assigned by the VP of Human Resources.

Responsibilities:

Bachelor’s degree, and preferably CEBS and/or CCP designation.

Minimum of 5 years of experience in benefits and compensation including design and planning of compensation programs, experience with retirement plans such as 401(k) and profit sharing.

Experience and interest in data to analyze and strategize.  Strong analytical skills and financial acumen.

Experience working in HRIS systems, ADP preferred.

Experienced in Microsoft Office and expert in Excel.

Detail oriented, accurate and able to maintain confidential and private employee information.

Excellent communication, presentation, and project management skills.

Ability to build effective working relationships with key stakeholders and manage vendor relationships.

Keep up-to-date on leading practices and market trends in benefits, compensation and other components of a total rewards strategy.

The position requires a working knowledge of COBRA, FMLA, and other applicable state and federal laws.

Please send your resume to:

Chris Englin | Big Wave Recruiting | chris@bigwave.com

Love food?  Love people even more?

Continental Mills is Hiring a Senior Recruiter!

Our company is a reflection of the people who represent it. CM has inspired, creative team players who bring our purpose, values, and mission to life. We attract top-notch professionals with a passion for food, agility, and excellent customer service and the desire to make a difference in people’s lives through the power of food.

Continental Mills is looking for a Senior Recruiter with appetite who will promote our unique culture and continue to make this one of the best places to work in the Pacific Northwest. If you are looking for a fast-paced, collaborative, team-oriented work environment where entrepreneurial thinking is rewarded, then consider joining or team.

Purpose:  We are passionate about food and we use our skills and talents to make amazing products for our consumers and bring value to our customers. We provide a collaborative and transparent work environment for our employees, and share our contagious passion as positive contributors in the communities where we operate.

Values:  Above all else, we value people; our employees, customers, consumers, and suppliers.  We focus on quality and believe our products should be verifiably better than anyone else’s.  We believe in continuous improvement, in doing the right things, and investing in our business and our brands.

Position Description

The Senior Recruiter is responsible for the full life cycle recruiting process, including working with hiring managers to determine job requirements, sourcing appropriate candidates, screening, coordinating and conducting interviews, negotiating and closing offers, and overseeing the new hire onboarding process. With business acumen, vision, and creativity, the Senior Recruiter will add business value by enhancing organizational performance through strategically targeted staffing. This role has a specific focus on corporate CPG positions and some specialized roles within the organization.

Responsibilities and Influence

• Fosters strong relationships with candidates while conveying a sense of CM culture
• Using a consultative approach, works with hiring managers to ensure each search is on target and results in the best hire for the positon
• Works closely with the Compensation Manager to provide informed recommendations on compensation and benefits packages to hiring manager
• Stays current with recruiting trends and strategies including Social Media and behavioral based hiring
• Continually communicates both internally with hiring managers and associates, and externally with candidates to keep them informed throughout the hiring process
• Sources, screens and recommends candidates; schedule interviews, and manage post interview team debriefs
• Manages closing processes; creates offer letter/ package and manages relocation process as needed
• Provides coaching and guidance in order to enable hiring managers to continuously improve their talent acquisition capabilities
• Builds and maintains a network of potential candidates through pro-active market research and on-going relationship management
• Recommends ideas and strategies related to recruiting and implements new processes, tools, and strategies to deliver high quality results that contribute to the long-term success of the company
• Establishes and maintains networks through professional societies, college recruiting and industry job fairs
• Manages relationships with external recruiters and temporary staffing agencies; establishes preferred vendors and manages contract agreements
• Helps to establish metrics and uses data to improve recruiting performance and deliverables
• Advanced user of recruiting-based software programs, including applicant tracking and onboarding; provides training and support to HR staff for these programs
• Develop and execute diversity candidate sourcing strategies based on market research and workforce data analysis
• Ensure that recruiting processes are legally compliant and meet EEO/ADA guidelines

Qualifications

• Bachelor’s Degree or equivalent experience in related field
• Five to Seven years of progressive HR experience, preferably specializing in Employment and Recruiting
• Exceptional networking and candidate engagement skills
• Strong knowledge of current employment law and government regulations related to recruiting and hiring
• Strong telephone and interpersonal communication skills, including proficiency in cold-calling
• Ability to operate successfully in a matrixed organization
• HR Systems knowledge; strong knowledge of Applicant Tracking Systems
• Proficient in Microsoft office applications (MS Word, Excel, Outlook and PowerPoint)
• Possess strong skills in judgment, reasoning ability, and root-cause problem-solving
• High level of integrity and ability to maintain confidential information
• Highly responsive and customer-oriented
• Able to prioritize effectively and manage multiple competing demands in a timely manner
• Self-directed; able to take on and complete projects with minimum direction
• Exceptional interpersonal and communication skills with the capability to build trust and respect throughout the organization and within the recruiting community
• Ability to convey information in understandable terms at all levels of the organizati

Please send your resume to:

Chris Englin

Big Wave Recruiting

chris@bigwave.com

The policy of Continental Mills, Inc. is to hire, train, and promote all persons in all job groups in accordance with law, without regard to race, color, religion, sex, age, marital status, presence of sensory, mental or physical disability, Vietnam veteran, or national origin.

MAJOR DUTIES/RESPONSIBILITIES:
• Work with leaders to recommend, develop and implement focused programs, projects and initiatives.
• Partner with leaders, team members, and other HR functional staff to provide leadership and focused support in: talent acquisition, compensation, coaching and performance management, resolution of issues, identification of learning and development needs, retention strategies and career development.
• Develop and integrate programs and practices that maximize, develop and help to retain top talent.
• Work with leaders and talent acquisition partners to assess current and future staffing needs and develop staffing plans.
• First line resource to leaders and team members on employee relations issues. Identify and partner with them and as needed with external resources to assist in addressing issues and implementing solutions. Provide counsel that is consistent with Physio-Control policies and practices, legal considerations, etc.
• Contribute to the business strategy by partnering with business leaders to identify, prioritize and build organizational capabilities.
• Support and facilitate organization change initiatives and provide consultation and coaching to people leaders to increase sense of responsibility.
• Lead and provide project management for HR business initiatives.
• Maintain a knowledge of progressive HR processes and trends.
• Provide support and input for implementing diversity strategies
• Mentor other HR team members.
• Perform other related duties as assigned.

BASIC QUALIFICATIONS
• Bachelor’s degree in Human Resources Management or related field
• 5 years’ generalist experience

PREFERRED/DESIRED QUALIFICATIONS
• PHR, SPHR or GPHR certification.
• Global HR experience preferred.
• Strong interpersonal skills; strong written and verbal communication skills. Excellent consulting skills/ability to prioritize. Strong conflict management skills. Strong interpersonal and negotiation skills.
• Strategic thinker and ability to analyze data in an effort to provide solutions that achieve business results.
• Demonstrated ability to design and execute HR programs that meet business partners’ needs.
• Experience or exposure with mergers/acquisitions/integrations.
• Excellent judgment; ability to think critically under pressure.
• Solid proficiency using common office software applications and prior experience with an HRIS.
• Ability to exercise tact and diplomacy to resolve sensitive HR issues.
• Knowledge of federal, state and local employment laws and regulations (i.e. EEOC, FLSA, ADA, FMLA, etc.)
• Able to work effectively in fast paced and rapidly changing environment.
• Ability to be flexible and possess a high tolerance for ambiguity.
• Ability to work independently and with a team to achieve results.
• Excellent knowledge of Microsoft Word/Excel/ PowerPoint and Outlook.

WORKING CONDITIONS:
• Some domestic and international travel maybe required (<10%)
• Significant use of computer keyboard, monitor, and mouse
• Standing required for facilitation purposes

To be considered, please apply to:  Chris@bigwave.com

Senior Human Resources Manager

Our client, SightLife, founded in 1969, is the only non-profit global health organization solely focused on eliminating corneal blindness in the U.S. and around the world.  Driven by an entrepreneurial spirit, the organization leverages innovative technologies and best business practices to transform lives and unlock Life’s possibilities for the corneal blind.  SightLife works in partnership with surgeons and health organizations in dozens of countries.

SightLife is adding a Senior Human Resources Manager to bring Human Resources expertise, business acumen, and passion for the mission to their growing, global organization.  Reporting to the Chief Talent Management Officer, the Sr. HR Manager will have significant responsibility for HR operations and programs in addition to the day-to-day management of HR and two employees.  We are looking for a well-rounded HR leader with the ability to be both strategic and tactical, someone who can help scale the organization, and exemplifies our client’s values.

SightLife Values

Quality

Integrity

Passion

Innovation

Responsibility

Responsibilities:

Manage all day-to-day Human Resources activities including benefits, compensation, employee relations, talent management, HR systems, HR projects and other HR activities both domestically and globally.

Partner with the Chief Talent Management Officer and manage multiple projects needed over the next two years while scaling the organization for significant growth.  HR programs include new technology, total rewards, process definition, documentation, M&A, talent acquisition, and performance management.

Establish relationships with the SightLife client groups to provide HR support, guidance on people, resolve employee relations issues, and build strong business partnerships.  Ensure ongoing compliance with company and employment laws.

Plan, lead and execute the talent strategy for SightLife to build a best in class organization and reputation as an employer of choice. Build a foundation that integrates programs, systems, employment branding, training, forecasting, and identification of talent.

Identify and implement processes to improve work flow, organization, and communication.

Develop and manage two HR professionals with the HR team.  Help with planning, prioritizing, and balancing workload.  Work with other teams on HR programs and special projects.

Manage and support compensation programs to support the business strategy both domestically and internationally.  Maintain a play plan that includes annual compensation review cycle, job evaluations, pay surveys, sales incentive plans, budgeting, and managing outside vendors if needed.

Oversee benefits programs working with benefits providers for annual renewals, recommendations to management, employee communications, and administration.

In all daily activities, strive to support the Mission, Vision, and Values of SightLife.

A personal commitment to organ and tissue donation required.

QUALIFICATIONS:

 Experience:  The ideal candidate can step into this newly created role as the head of HR’s right-hand person.  The SHRM will be a generalist with a mix of experience in multiple HR specialties, large and small organizations, and strong project management skills.  Must have the grit and intelligence to help scale SightLife as it looks to double in size.  Willingness to be both tactical and strategic as systems and processes are being replaced.  The SHRM will spend more time on strategy in the future as the HR team grows.  Nice to haves:  Compensation expertise, M&A experience, leadership development, and global HR.

Education:  Bachelor’s degree or equivalent work experience.  A continual learner who keeps up on HR trends, best practices.   Has obtained certifications i.e., SPHR, CCP, SHRM-CP, etc.

Culture:  SightLife is a mission driven organization with a strong culture.  Human Resources is key in supporting the mission and people to end corneal blindness globally. The HR Manager will be someone who is passionate, self-directed, and a creative problem solver.

Salary is reflective of a non-profit organization and includes benefits that are fully paid for employee and family.

To be considered and learn more about this role:

Please contact Chris Englin, Big Wave Recruiting, chris@bigwave.com

The Director, Human Resources serves as a key strategic business partner for senior management while providing direct guidance to front line leaders on a variety of situations or circumstances. Support shaping the culture of the organization while building an environment that enables CM employees to thrive and do their best work. Provide HR consultation and expertise in the core functional areas of Human Resources with a major focus on employee relations, total rewards, HRIS, change management and performance management.  Provide dotted-line leadership and guidance to HR Plant employees in all areas of HR.  In collaboration with the Vice President, HR, the HR Director will implement tactical and strategic HR programs and also provide insight and solutions that add value to the mission, vision and business objectives of the organization.  This role is responsible for continuously evaluating and optimizing operational efficiencies and promoting excellence across the organization.

To be considered and learn more about this role:

Please contact Chris Englin, Big Wave Recruiting, chris@bigwave.com

Senior Recruiter
Seattle, WA
Comprised of eight brands (TCS World Travel, Zegrahm Expeditions, Europe Express, YMT Vacations, Travcoa, International Expeditions, Quark Expeditions, and AmeriCan Adventures), the TUI Group’s North American Specialist and Adventure Divisions employ over 400 people in locations across the continent, including Toronto, Los Angeles, Seattle, Birmingham, AL and Clearwater, FL.

The TUI Group is one of the world’s largest leading leisure travel groups, with approximately 70,000 employees supporting more than 250 trusted brands in 180 countries and more than 30 million customers.

We are looking for a creative, energetic recruiting professional to join our growing team. You will be based in our dog-friendly Seattle offices, located just off the heartbeat of Seattle’s waterfront, next to gorgeous Olympic Sculpture Park.

If you’re passionate about helping a company find the best and brightest talent and enjoy working in a fun, dynamic industry, read on!
Job Description
The Senior Recruiter will deliver strategic and tactical full life cycle recruiting support for eight distinct brand companies. They will build relationships with local management teams to understand hiring needs and culture to help source top talent. They will help the companies become employers of choice, allowing us to attract top talent to contribute to the continued success of our brands and the changing needs of the organization.

Key responsibilities include:

• Lead recruitment activity for all brands, developing strategic and creative sourcing/hiring strategies.

• Own full life cycle recruitment and direct necessary processes to ensure best hires.

• Provide exceptional experience to hiring managers and candidates alike, including frequent and professional communication.

• Work with HR Business Partners to maintain and update job descriptions as needed.

• Support and assist HR Business Partners in local recruiting efforts.

• Partner with hiring managers to identify job hiring requirements, process and top talent.

• Maintain knowledge of current employment/recruiting market, trends, and competitors.

• Train and assist managers and hiring teams with interviewing best practices.

• Use Applicant Tracking System to manage candidates throughout the recruitment and hiring process.

• Complete reference checks when appropriate.

• Maintain knowledge of industry HR practices and legal employment considerations in the U.S. and Canada.

• Utilize existing and new networks to contact passive candidates and build pipeline for current and future positions.

• Participate in creating and monitoring activities that impact employment brand awareness (employment advertising, collateral material, website and posting content, events, etc.).

• Coordinate and track job advertisements, evaluate effectiveness, and utilize alternate solutions when necessary.

• Coordinate travel for out of town/state candidate interviews.

• Other duties as assigned.
Qualifications
• Bachelor’s degree in Human Resources, Business, or related field or equivalent work experience

• 2-5 years of corporate recruitment experience.

• Previous interviewing experience and knowledge of behavioral interviewing techniques.

• Knowledge of employment laws as they relate to recruiting.

• Ability to use a variety of software, including Word, Outlook, and Excel.

• Knowledge and experience with an applicant tracking system and process required.

• Excellent verbal and written communication skills.

• Knowledge of brands, their goals, culture, values and image helpful.

• Must be detail oriented and highly organized.

• Ability to manage conflicting priorities.

• Able to work in a fast paced rapidly changing environment.

• Must maintain a high level of professionalism.

• Occasional travel may be required.

• PHR or other HR certification preferred but not required.

The Pokémon Company International is searching for a Toy & Game Licensing Manager to plan and develop long and short term strategic plans to grow the licensing business. This fast-paced, cross-functional managerial position involves managing product development (2D/3D) for all hard goods and electronic games and/or retail promotions developed in conjunction with the Trading Card Game and Video Game Retail team, and financial responsibility. Manage Master Toy Licensee and lead. Territories cover the Americas, Australia, and New Zealand. The target demographics are youth, teens, young adults and adults. The Licensing Manager will communicate TPCi’s brand licensing strategy effectively to licensees and retail/other partners to ensure all activity and brand representation is in alignment with TPCi’s overall objectives and guidelines.

PRIMARY RESPONSIBILITIES
· Licensing Expert – Be the go to person on analyzing white space in the category and pull together cohesive programs for retail and licensees to gain placement. Possess deep understanding of retail landscape, key categories for each target demographic, market potential, consumer insights and trends, and top tier players in the field.

· Drive the Business – Work alongside the Licensing Director to identify and assess new licensing product categories and partners, anticipating roadblocks and proactively taking measures to address them. Negotiate business terms and contracts to build the licensee roster.

· Research, Strategy & Marketing Plans – Research retailers, products, brands and companies for new business opportunities across the toy industry. Prepare overall marketing plans for identified categories and territories and manage the implementation of these plans through the licensees. Assist with the development of marketing materials, promotional events and licensing presentations that support the execution of TPCi’s strategic direction and goals.

· Communication –Provide key updates to senior management in clear and concise reports. Build relationships with licensees and embrace face-to-face meetings internally and externally. Assess marketing materials needed and implement. Create presentations that support licensing’s goals as well as TPCi’s strategic direction and goals. Must be able to communicate complex deals effectively. Ensure alignment across divisions, especially with merchandise development and creative. Play leadership role in coaching and mentoring Toy & Game Coordinator. Must be a great presenter with storytelling skills.

· Reporting – Produce monthly reports by account and category. Analyze data in several ways to communicate messages to different divisions. Monitor business and prepare updates on a monthly basis that can be rolled up into comprehensive quarterly reports. Understand market share and what needs to be done to increase it.

· Financial Planning – Assist with annual budgeting, financial planning & development and implementation of strategic licensing plans to hit revenue targets, grow the licensing business & incremental revenue potential. Responsible for topline and profitability goals

· Manage licensee proposal and pitch process – For any new, potential or renewal licensees, gather relevant deal information, competitive analysis and business rationale. Submit all business and strategy justifications to Director for evaluation prior to submission through TPCi’s internal approval system.

· Partner Compliance – Liaise with partners and global teams to approve product design, production and promotion for products under license. Monitor existing partners to ensure active development, product innovation, marketing dates, safety and financial compliance. Work closely with legal team as necessary.

· Event Planning/ Tradeshows – participate and assist with the planning and attendance of annual Licensing Summits, Licensing Expo, Toy Fair and events.

KNOWLEDGE, SKILLS & EXPERIENCE
· Qualified candidates will possess excellent oral and written communication skills; ability to interact well with work-groups and various personalities; leadership, strategic, and creative thinking skills; and the ability to manage multiple tasks and tight deadlines with little supervision.

· 5-7 years related experience in Toys and Games, previous experience in licensing, entertainment, consumer products, brand management or related field required; Bachelor’s Degree required. Graduate degree a plus.

· Able to demonstrate excellent negotiation skills, deal interpretation and analysis, revenue/profit modeling and ultimate sound business judgment.

· Strong MS Office computer skills, including excel spreadsheets, and experience with PowerPoint presentations.

· Must be detail oriented with strong organizational and presentation skills; must possess a proven ability to multi-task various projects across a matrix environment.

· Must be entrepreneurial, have a positive can-do attitude and think proactively. Willingness and ability to work on special projects as needed to meet business needs; function as a team member.

To be considered for this opportunity, please contact: chris@bigwave.com

ALASKA AIRLINES’ STORY

Alaska Airlines is one of the most respected names in aviation and flies throughout its namesake state and the Lower 48, as well as to Hawaii, Canada and Mexico. Our roots date to 1932 and are symbolized by the Eskimo painted on the tails of our aircraft. Guided by what we call the “Alaska Spirit”, we pride ourselves on providing a lifeline to remote communities while delivering renowned service to everyone we fly. This commitment has brought us national and international recognition. We’ve been honored with a variety of awards by readers of Travel + Leisure, Conde Nast Traveler, USA Today and others. Alaska is the dominant West Coast airline and, together with its sister carrier Horizon Air, flies to more than 90 destinations. The two airlines are subsidiaries of Alaska Air Group Inc. (NYSE:ALK) with annual revenues exceeding $4 billion

Make a career in one of the top companies in town! We are looking for two corporate recruiters to join the outstanding team at Alaska Air (located in SeaTac).  For more information contact: Chris Englin at Big Wave Recruiting, Chris@bigwave.com