HR Business Partner

Crash Champions•Seattle, WA

1d•Hybrid

About The Position

Crash Champions is seeking an HR Business Partner to support an Operations VP and their market by connecting people strategy to real business outcomes. This field-based partnership role is designed for someone who wants to be close to the business and directly impact performance, spending the majority of their time in the market working alongside leaders and teams. The role reports to a Director of HR Business Partners and offers a clear path for growth based on performance and impact.

Requirements

3 to 5 years of HR Business Partner or generalist experience in a multi-site, field-based environment.
Experience building strong relationships with operational leaders and influencing outcomes.
Solid employee relations experience including investigations and disciplinary actions.
Strong business acumen and the ability to connect people decisions to performance outcomes.
Comfort using data to identify trends and inform action.
Valid driver’s license and ability to travel regularly within market, plus 25 to 40 percent overnight travel.

Nice To Haves

Experience with leadership assessments or development tools is a plus.
Bachelor’s degree in HR, Business, or a related field preferred.

Responsibilities

Act as a true advisor to your Operations VP, participating in leadership discussions and connecting people strategy to business outcomes.
Build bench strength across your market, lead development conversations, and maintain clear visibility into leadership readiness.
Manage employee relations matters with speed and quality, focusing on identifying patterns and addressing root causes.
Execute core HR processes consistently, including performance management, compliance, and communication of key programs.
Partner closely with your Operations VP, contributing to leadership discussions and helping guide people-related decisions.
Drive retention efforts within your market by identifying risks and implementing targeted action plans.
Build and maintain visibility into leadership bench strength across General Managers (GM) and Operational Directors (DO).
Conduct structured development conversations and support ongoing leadership growth.
Manage employee relations matters with sound judgment, consistency, and a focus on root cause.
Review terminations proactively to ensure alignment and reduce risk.
Use data to identify trends and connect them to specific business or leadership behaviors.
Execute core HR processes including performance management, policy communication, and compliance.
Maintain a consistent presence in your market to build credibility with frontline teams and leaders.