HR Business Partner

MacDonald-Miller Facility Solutions • Seattle, WA

4d • $90,000 - $117,000 • Onsite

About The Position

At MacDonald-Miller Facility Solutions (“MacMiller”), we make buildings work better. As the Northwest’s leading mechanical contracting firm, we design, deliver, and service HVAC, plumbing, and automation system solutions for commercial buildings. With more than 1,600 employees across 14 offices, there’s a breadth and variety of work to keep you engaged and inspired.
We enjoy a well-respected history of exceeding our customers’ expectations and our clients trust their toughest projects with our integrated teams, including:
New construction – Engineering, fabrication, and installation of mechanical systems for new projects following lean construction practices
Special projects – Retrofits and mechanical repairs for existing buildings to improve efficiency
Service – Scheduled preventative maintenance ensuring tenant comfort and 24/7 emergency response
Building performance – Control systems, fault detection, energy services, and remote monitoring
Energy and Sustainable Solutions – Acting as the Prime Contractor, we deliver design-build energy-efficient projects in the built environment for private and public sector clients
People love to work at MacDonald-Miller, and it’s because we all share the same Core Culture Values: Collaboration, Dedication, Safety, Community, Innovation, and Fun!
Human Resources Business Partner: This Is Where You Come In
We are seeking an experienced Human Resources Business Partner to serve as a key resource in supporting our workforce and enhancing the employee experience. This role requires strong expertise across employee relations, policy compliance, performance management, compensation, and the overall employee lifecycle.
As a trusted HR partner, you will work closely with employees and managers to create a positive, compliant, and high-performing workplace. You will play an important role in helping employees navigate their careers while providing leaders with thoughtful guidance, sound HR practices, and solutions that support both people and organizational goals.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5+ years of experience in Human Resources.
• Strong knowledge of state and federal employment regulations.
• Experience supporting employee relations, policy compliance, performance management, and the employee lifecycle.
• Experience with compensation analysis, salary benchmarking, and/or compensation planning.
• Familiarity with personnel and compliance records management.
• Proficiency with Microsoft Office Suite, including Excel, Outlook, and PowerPoint.
• Strong written and verbal communication skills.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee information.

Nice To Haves

• Outgoing, friendly, and collaborative, with the ability to build trust across all levels of the organization.
• A strong communicator who can clearly and effectively navigate both routine and challenging conversations.
• Trustworthy and discreet, with a high level of integrity and respect for confidentiality.
• Highly organized, dependable, and capable of managing multiple priorities.
• A thoughtful problem solver who approaches challenges with sound judgment and a solutions-oriented mindset.
• A collaborative HR partner who makes employees and managers feel supported and heard.
• A genuine desire for self-learning, personal empowerment, and continuous growth.
• Helping employees have a positive, engaging, and supportive experience throughout their careers.
• Partnering with managers and leaders to solve people-related challenges and build stronger teams.
• Thriving in a results-oriented, growth-focused environment where your work has a meaningful impact.
• Creating a workplace culture that is fun, transparent, innovative, and people-focused.
• Continuously improving HR practices, processes, and employee experiences.
• Being a trusted resource who helps both people and the organization succeed.

Responsibilities

• Oversee the onboarding process for new hires, facilitating orientation, training, and successful integration into the organization.
• Manage offboarding procedures, including conducting exit interviews and ensuring departing employees' transition effectively.
• Support internal transfers and promotions, partnering with managers to facilitate career development and employee growth.
• Help ensure a consistent, positive employee experience throughout every stage of the employee lifecycle.
• Maintain accurate personnel and compliance records throughout the employee lifecycle.
• Serve as a primary resource for employee inquiries, concerns, and grievances, providing timely and thoughtful support.
• Promote a positive work environment through effective communication, relationship building, and conflict resolution.
• Partner with managers and employees to address workplace concerns and navigate challenging employee relations situations.
• Provide guidance that balances employee needs with organizational policies and business objectives.
• Maintain professionalism, discretion, and confidentiality when handling sensitive employee matters.
• Develop, maintain, and communicate HR policies and procedures, adapting them as legal and organizational requirements evolve.
• Maintain working knowledge of federal, state, and local employment laws and regulations.
• Help ensure HR practices remain compliant with applicable employment requirements.
• Conduct audits and assessments to monitor compliance and identify opportunities for improvement.
• Maintain accurate personnel and compliance records in accordance with organizational requirements.
• Partner with managers and leadership to promote consistent application of policies and practices.
• Conduct salary benchmarking and compensation analysis to support market competitiveness and internal equity.
• Provide guidance and support to managers and employees on compensation-related matters.
• Support the annual compensation planning process, helping ensure thoughtful and consistent compensation decisions.
• Conduct compensation audits and assessments to identify potential inconsistencies, compliance concerns, and opportunities for improvement.
• Apply sound judgment when evaluating compensation information while maintaining confidentiality and internal equity.
• Support managers throughout the performance management process, providing guidance on expectations, documentation, feedback, and employee development.
• Help managers address performance concerns in a fair, consistent, and constructive manner.
• Encourage ongoing communication between managers and employees around performance, development, and career growth.
• Serve as a resource to leaders as they navigate employee and organizational challenges.
• Help foster a culture of accountability, transparency, development, and continuous improvement.
• Build strong, collaborative relationships with employees, managers, and leadership across the organization.
• Translate HR policies, practices, and requirements into clear, practical guidance for employees and managers.
• Identify opportunities to improve HR processes, employee experiences, and organizational effectiveness.
• Stay current on employment regulations, HR best practices, and evolving workplace expectations.
• Approach HR challenges with strong problem-solving skills, sound judgment, and a solutions-oriented mindset.

Benefits

• Medical, dental, vision for employees (coverage available for dependents for shared premium).
• 401k retirement plan including Company matching.
• Vacation and Sick Compensation (PTO), and Holiday Pay!
• Disability income protection including short term and long-term disability.
• Employee and dependent life insurance.
• Wellness Program.
• Employee Assistance Program.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level