HR Business Partner - Tacoma, Tukwila, Sedro-Wooley

Main Template•Milton, WA

21h•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a trusted, strategic partner to leaders and teams across 10 mid- to high-acuity behavioral health programs in Central and Northern Washington, including community-based services, Evaluation & Treatment (E&T), and Next Steps programs . This role is ideal for an HR professional who thrives in complex, mission-driven environments , enjoys building strong leader partnerships, and wants to make a tangible impact on both people and outcomes . Healthcare or behavioral health experience is highly valued.

Requirements

Bachelor’s degree in Human Resources or related business field and 5 years of progressive HR experience in multi-site healthcare or specialty healthcare OR 7 years of progressive HR experience with increasing responsibility in multi-site healthcare or specialty healthcare
Strong working knowledge of state and federal employment law
Excellent communication, problem-solving, and time-management skills
Ability to travel throughout the region ~75% of the time
Valid driver’s license and acceptable driving record
Ability to meet all post-offer employment requirements

Nice To Haves

Master’s degree in HR or related field
3+ years HR Business Partner experience
Experience in healthcare or behavioral health environments

Responsibilities

Partner with leaders on employee relations, performance management, and policy application
Support safe, compliant, and high-quality care delivery through sound HR practices
Collaborate closely with Employee Relations, Talent Acquisition, LOA, Training, and People Analytics
Build strong program presence through regular rounding and relationship-based support
Use engagement data, observations, and feedback to guide leaders toward action
Support the full employee lifecycle—from onboarding to development and retention
Serve as a trusted advisor to program and regional leaders
Facilitate leadership discussions, trainings, and meetings
Balance employee, leader, and enterprise perspectives with professionalism and care
Support fiscally responsible HR decision-making
Identify and escalate legal, regulatory, or organizational risk appropriately
Ensure consistent, fair application of policies across programs