Human Resources Business Partner - FT

The HR Business Partner (HRBP) position is accountable for the execution and delivery of HR services to include but not limited to: employee relations, employee engagement, retention, legal compliance, training initiatives, change management, policy development and interpretation, and special projects in support of company initiatives . This position requires the initiative to understand the business/ operations in order to develop and recommend integrated solutions as it pertains to employee relations, policies, procedures and guidelines. Provides sound guidance, advice and recommendations, including helping business partners think through a range of options. Ensuring the use of a customer-centric lens while balancing the role of employee champion and change agent is critical to the success in this position. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. Ensures consideration is made for the downstream implications of decisions as they relate to pertinent employment law, our company policies, or our culture is expected. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the holistic organization.

• Conduct regular weekly or bi-weekly meetings to build positive employee outcomes by establishing and maintaining connections with leader/business units. Helps shape a positive work environment by staying abreast of current trends and anticipating impending employee concerns or needs.
• Delivers a consultative approach to employee relations, performance management, talent management and change management up to the middle management level.
• Provides human resource advice, support, consultation and guidance, including application of HR policies and processes, with leaders and employees. Navigates and recommends resolutions on employee issues, leads employee relations initiatives to ensure a positive and fair work environment, while maintaining compliance with local, state and federal regulations.
• Coache and develop leaders and managers to deliver people management capabilities.
• Analyzes trends and metrics in partnership with other HR functions to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance. Partners with the legal counsel as needed/required.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops job description content and ensures consistency in language, knowledge, skills, and abilities.
• Develops contract terms for new hires, promotions and transfers.
• Provides coaching to Managers regarding communication and delivery of sensitive information to employees.
• Collaborates with other HRBPs to develop appropriate and similar solutions in similar circumstances.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Collaborates with other program partners to develop appropriate grant metrics, reports.
• Partners with community resources to build community brand and employee pipeline.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

• Bachelor's degree in Business , Human Resources or related field. An equivalent combination of education and directly related work experience may be considered in lieu of degree.
• Minimum of 5 years' experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion, performance management and federal, state and local employment laws.
• A track record of delivering consultative approaches to employee relations, performance management, talent management and change management.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
• Must be willing to work a flexible schedule that includes shift coverage (early morning/late afternoon), weekends, and holidays; this is critical to support the needs of the business and is subject to change.

• Master’s degree in Business or Human Resources

Pioneer human services is an equal opportunity employer of minorities/women/individuals with disabilities/protected veterans and does not unlawfully discriminate under federal, state, or local laws.

All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, or protected veteran status.

EEOC is the Law/EEO Policy Statement

Pioneer Human Services is a Drug-Free Company

Pioneer Human Services is a drug free company.

This position has been deemed safety sensitive under RCW 49.44.240(3) and is subject to both pre-employment drug testing and drug testing during employment, to include testing for marijuana.