It’s a great time to join COMC – Millions of Cards. Endless Joy.
Our industry is thriving, and COMC is investing in the technology, infrastructure, and customer experiences that will power our next stage of growth. We’re building a team passionate about making collecting easier, more engaging, and more enjoyable while expanding the reach and capabilities of our marketplace.
Location: Algona, WA
Job Type: Full-Time, Exempt
Reports To: CEO
Travel Required: Minimal; occasional travel to company sites
Compensation: $160,000- $200,000 per year, paid bi-weekly and subject to applicable taxes
Summary
The Head of People leads COMC’s People function and serves as a trusted partner to the CEO and executive team. This role owns the full scope of HR, with a clear mandate: connect people and business outcomes. That means building programs that keep employees engaged and growing, handling employee relations with fairness and good judgment, and helping leaders make sound people decisions that move the business forward.
This is a hands-on role on a small People team. The Head of People sets direction and does the work: running engagement programs, handling employee relations cases directly, partnering with leaders day to day, and stepping into operational work when the team needs it. The right person keeps the HR foundation solid but spends most of their energy on the work that shapes how people experience COMC and how well teams perform.About You
You are an HR leader who starts with the business. You understand how the company makes money, what each team is trying to achieve, and where people are the difference between hitting the plan and missing it. Leaders seek you out because you help them solve real problems,



not because they have to check a policy box.
You care about the employee experience and know engagement is built through everyday practices, not one-off events. You listen well, act on what you hear, and measure whether it worked. You handle sensitive employee situations calmly and fairly, and you coach managers to lead well on their own. You’re a builder and a doer. You’re as comfortable running an investigation, drafting a survey, or answering a tough employee question yourself as you are presenting to the executive team, and you think a year or two ahead while delivering this week.Responsibilities
Business Partnership & People Strategy

- Serve as a strategic partner to the CEO and executive team, translating business goals into people priorities, plans, and measurable outcomes.
- Partner with leaders across Operations, Product, Engineering, Growth, Finance, and Legal on org design, workforce planning, and team effectiveness.
- Bring a point of view to leadership discussions, using people data and employee insight to inform business decisions.
- Define and track people metrics that tie to business performance, such as retention, engagement, internal mobility, time to productivity, and manager effectiveness.
- Lead the people side of change, including reorganizations, new programs, and growth initiatives,



with transparent plans and plain-spoken communication.

Employee Engagement & Culture

- Design, launch, and personally run COMC’s employee engagement strategy, including listening programs, engagement surveys, and action planning with leaders.
- Turn survey results and employee feedback into specific, owned action plans, and report progress back to employees and leadership.
- Build recognition, connection, and onboarding programs that help employees feel valued and connected to COMC’s mission and customers.
- Strengthen culture across multiple locations and remote employees, making sure everyone has a consistent, positive experience.
- Partner on retention, identifying risks early and building targeted plans to keep key talent.

Employee Relations

- Personally lead employee relations matters, including conducting investigations, conflict resolution, performance concerns, and corrective action, with fairness, consistency, and discretion.
- Coach managers through difficult conversations and people decisions so they build confidence and capability over time.
- Spot patterns in employee relations issues and address root causes through manager training, policy updates, or process changes.
- Partner with Legal on complex or high-risk matters, balancing risk with doing right by employees and the business.

Talent, Performance & Development

- Oversee talent acquisition strategy, partnering with hiring managers to attract, select, and onboard strong talent.
- Own performance management, goal setting, and feedback practices that drive accountability and growth.
- Build manager and leadership development programs t

📌 Head of People (Redmond)
🏢 COMC
📍 Redmond