HR Business Partner (Temporary)

Low Income Housing Institute•Seattle, WA

2h•Onsite

About The Position

The HR Business Partner works in an internal consultative role to align the human resources function with the broader strategies and objectives of the organization. This position is responsible for conducting initial reviews and supporting workplace investigations, coordinating and tracking leave and accommodation processes, and serving as a point of contact for employee concerns. The HR Business Partner partners with leadership to ensure consistent application of policies and practices, supports responses to union grievances and external agencies such as Labor & Industries, and helps maintain compliance with applicable employment laws. This role requires strong judgment, attention to detail, and the ability to manage sensitive matters with professionalism and discretion. This is a temporary position, with the duration lasting between 3 and 6 months.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
2–7 years of experience in Human Resources, with exposure to employee relations, leave administration, or compliance
Knowledge of employment laws and regulations, FMLA, ADA, and other leave and accommodation frameworks.
Experience working with HRIS/HRM software for tracking employee data.
Demonstrated experience with corrective actions and terminations.
Strong organizational skills with the ability to manage multiple priorities and deadlines
Effective written and verbal communication skills
Must have reliable transportation

Nice To Haves

Familiarity with HR in a housing, homelessness, or other social services provider environment.
Familiarity with HR in a union environment.
Experience with ADP Workforce Now.
SHRM or HCI Certification.

Responsibilities

Serve as a subject matter expert on employment issues, initiating new policies and procedures where necessary.
Manage HR correspondence, both email and hard copy, and support HR projects or audits as needed
Monitor and support compliance with federal, state, and local employment laws and organizational policies.
Manage employee corrective action process, including advising supervisory staff on best practice and LIHI forms and procedure.
Conduct investigations by collecting, analyzing and documenting quantitative and qualitative data, researching key business issues, identifying action plans, fully documenting investigative findings, and providing updates and recommendations to HR and business leadership.
Respond to and assist in the preparation of union grievance materials and communications
Partner with managers to provide guidance on employee relations matters, policy interpretation, and performance concerns
Train managers on leadership behaviors, employee communication, and performance management strategies to promote a culture of continuous growth.
Coordinate initial accommodation requests, including intake, documentation, and interactive process support
Oversee and coordinate L&I matters, manage claims, administer light duty back-to-work programs, ensure OSHA/WISHA compliance.
Responds to inquiries and questions regarding employment issues and the application of organizational policies
Other job duties as assigned