HR Business Partner (Temporary Assignment)

Stanley 1913•Seattle, WA

3h•$65 - $65•Hybrid

About The Position

Our People team is looking for a customer focused, data-driven, solutions-oriented HR Business Partner (HRBP) to support our fast-growing business. You will work with managers across Stanley to drive people strategies and initiatives aligned to business goals and objectives. You will provide counsel in a wide range of areas and will also have focus areas in compensation planning and execution, talent management and people insights and data. Using a combination of qualitative and quantitative inputs, you will uncover insights and develop solutions that support Stanley leaders and employees. You will serve as a trusted business partner, providing guidance and feedback to leaders and employees. This role reports to the NA HRBP Director. We are one People team and this HRBP will partner closely with Regional HRBPs, Talent Acquisition and People Experiences to drive our business forward globally. This is a 6-month temporary assignment requiring a hybrid work schedule at our Seattle office.

Requirements

5+ years of experience in human resources or related field, including at least 3 years as a HR Business Partner.
Experience designing or evolving and completing compensation and talent management programs.
Comfort and competence in using data to drive business decisions.
Strong written and verbal communication skills; can communicate effectively at all levels of an organization.
Solid attention to detail.
Able to work independently while staying connected to a broader People team.
Excellent advising and conflict management skills; sound judgment in handling confidential or sensitive information

Responsibilities

Support and coach managers on topics such as organizational design, talent development, and compensation planning.
Partner closely with the business and provide alternate points of view when necessary to ensure the best outcomes.
Leverage HR reporting actionable insights on key HR indicators, such as employee turnover, engagement, talent management, etc. Highlight trends, identify emerging needs and address them with innovative programs, tools and processes.
Continuously seek opportunities to streamline and simplify our People programs. Create valuable, uncomplicated solutions that generate high adoption and customer satisfaction.
Drive and implement people programs, North America and sometimes operating as project coordinator for global people programs.