Corp HR Business Partner

Pendleton Woolen Mills Inc•Portland, OR

About The Position

Pendleton has been woven in the West since 1863. Built on a legacy of craft, quality, and authenticity, our people are at the heart of everything we do. As we continue to evolve, we’re seeking an HR Business Partner to support and strengthen our retail teams- ensuring our employees are engaged, supported, and empowered to deliver on our “Warranted to Be” promise. The Pendleton HR Business Partner serves as both a strategic and operational leader, supporting the retail division through workforce planning, employee relations, talent development, and HR operations. This role is a key partner across store leadership and corporate teams, helping to design and execute people strategies that drive business success and foster a positive workplace culture. This role will work cross-functionally with Retail Leadership, Talent Acquisition, Payroll, Benefits, and HR Leadership. The HRBP will actively manage employee lifecycle processes, workforce initiatives, and HR systems to support both day-to-day operations and long-term organizational goals.

Requirements

A Discreet Professional: You maintain extreme confidentiality and thoughtful decision-making. You ask for help when needed and admit when you don't know the answer.
An Expert Communicator: You listen to understand, ask clarifying questions, and value perspective. You choose direct, kind honesty over "polite" silence.
Solution-Oriented: You manage processes and project timelines with a focus on delivering results. You have a bias toward action. You own the results, not just the tasks.
Education: 4-year degree in HR, Psychology, or Business Management (an additional 4 years of HR Generalist experience accepted in lieu of a degree).
Experience: 5+ years of HR experience in a retail environment or similar high-volume business unit.
Proficiency in ADP Workforce Now (or similar HRIS) and MS Office with advanced Excel capabilities.

Responsibilities

Strategize with business leaders on year-round and seasonal staffing plans.
Partner with the Corporate Talent Specialist to fill vacancies with exceptionally qualified new team members.
Communicate with candidates, referral sources, and hiring managers. Ensure records are up-to-date.
Ensure all applicants have a positive experience, regardless of outcome.
Initiate Offers of Employment on behalf of the hiring manager and in accordance with company procedures.
Process onboarding for new and returning employees, ensuring a welcoming and seamless experience.
Own the success of the new employee orientation process for in-store employees.
When employment ends, ensure a seamless and positive offboarding - regardless of the reason for separation.
Perform exit interviews, listening for opportunities to improve and incorporating learnings into process improvements and new methods.
Respond to routine inquiries from employees and supervisors on workplace resources and policies.
Participate in confidential conversations on sometimes difficult topics in a professional and respectful manner. Navigate complex employment situations to find the best possible outcome.
Actively listen and seek to understand employee complaints. Recognize where we can do better and work with HR leadership, business unit leadership, and the team to drive change.
Consult with supervisors on performance management and coaching. Ensure employment situations are handled in a respectful, fair, and legal manner.
Partner with leadership on staffing plans, budgeting, succession planning, retention strategy, and similar business planning activities.
Lead and/or participate in investigations. Ensure investigations are thorough and fair.
Ensure all compensation and payroll changes for the business unit comply with company policy and that changes are approved, processed, and communicated while maintaining confidentiality.
Be an ADP timekeeping Superuser, providing training and assistance in the use of the timekeeping and payroll systems.
Ensure compliance with local and state wage laws and customs, partnering with HR leadership to investigate and resolve concerns.
Participate in annual salary planning, review processes, research projects, pay equity evaluations, and related projects.
Serve as a knowledgeable point of contact on multiple benefit and leave plans in a multi-state dynamic environment. Maintain up-to-date information and resources.
Assist employees with new hire and annual enrollment processes, confirming understanding, timely enrollment, and access to benefits.
Partner with payroll, benefit administrators, and vendors on benefit strategy, offerings, and ongoing management of programs.
Track and manage paid and unpaid leaves, ensuring clear communication with payroll, supervisors, and employees.
Process employee changes and maintain employee records in the HRIS and related systems. Participate in process review and improvement activities.
Participate in routine audits and updates of records and systems.
Create routine and ad-hoc reports in ADP and Excel. Routinely review data with leadership, analyze trends, inform business decisions, and recommend strategies for improvement.
Be a champion of a Great Place to Work and create an environment where every employee has an opportunity to thrive.
Ensure every team member understands expectations and priorities.
Develop and implement learning & development programs, building career paths and leaders for tomorrow.
Evaluate and improve communication channels, ensuring teams are well connected and informed.
Create opportunities to recognize employees and celebrate team wins.
Be a positive influence on the workplace, lead through example, and show kindness and understanding to your fellow team members.