HRBP

Community Transit • Everett, WA

1d • Hybrid

About The Position

As an HR Business Partner, you will deliver value-added service to management and employees that reflects the strategic goals of the organization. You will work closely with assigned departments, providing professional HR guidance and support. Your work will be complex and sensitive in nature and requires a high level of competence and understanding of a wide variety of HR functions, as well as the unique business conditions of the organization.

Requirements

• 5 or more years of experience resolving complex employee relations issues in an HR Consultant, Generalist, or leadership role.
• 2 or more years of experience in program, project, or change management.
• 2 or more years of experience working in a diverse unionized environment.
• 4 or more years of experience working with senior executives in an “influence-without-authority” role.
• An equivalent combination of education and experience to successfully perform the job duties is also accepted.
• Human Resources functions, including policies and procedures, employee relations, talent and performance management, compensation and benefits, organizational diagnosis, union relations, diversity, and federal and state employment laws, regulations, and compliance.
• Strong business acumen. Demonstrated solid judgment and experience assessing business risks. Strategic thinking with the ability to align HR strategies and business goals and objectives.
• HR policies and processes, including change management and workforce planning.
• Understanding of current legal and collective bargaining requirements, reducing risks, and ensuring compliance. Partner effectively with Labor Relations staff as needed.
• Fostering an inclusive workplace by upholding Community Transit’s core values in support of the organization’s vision and mission. Inspiring team commitment, pride, and trust while promoting cooperation and motivating members to achieve shared goals. Demonstrating courtesy, sensitivity, and respect in all interactions.
• Professional experience with PC-based software such as MS Office, email, and scheduling applications.
• Excellent verbal and written communication skills to effectively convey HR policies, procedures, and initiatives.
• Analytical and problem-solving skills to address complex HR issues and develop effective solutions with critical thinking and sound judgment.
• Ability to think critically, identify strengths and weaknesses and alternate solutions, conclusions or approaches to problems.
• Coaching and mentoring managers and employees to enhance performance and development.
• Managing multiple tasks simultaneously and effectively and adjusting to changing priorities.
• Understanding, interpreting, and applying contracts, laws, and regulations.
• Maintaining confidentiality of sensitive employee and organizational information.
• Establishing and maintaining positive and effective working relationships with employees, managers, and co-workers. Ability to work collaboratively with cross-functional teams to achieve common goals. Remaining tactful, calm, and persuasive in confrontational situations.
• Negotiating and influencing others to achieve business goals and core values.
• Strong verbal and written communication skills, including speaking and presenting to groups.

Nice To Haves

• Bachelor’s degree in Business, Human Resources, Organizational Development, or a related field.
• 3 years of experience assisting clients in an HR Business Partner capacity or an equivalent role.
• Additional experience in HR specialty areas, such as diversity, equity and inclusion, workforce planning, training & development, or employee relations.
• Experience working in a public sector organization.
• Experience using data to identify insights that drive action.
• Working knowledge and experience with PeopleSoft or other HRIS systems.
• Conflict resolution practices.
• Professional HR Certification, such as SHRM CP/SCP, HRCI PHR/SPHR, CEBS, or NPELRA.

Responsibilities

• Work with fellow HR professionals in identifying benchmark data to provide continuous improvement to Employee Engagement processes and integrate best practices into routine responsibilities. Maintain knowledge of progressive HR practices and key trends.
• Support supervisors and managers in forecasting and planning their talent pipeline requirements per the function or business strategy. Initiate and follow up on recruitment efforts.
• Review key business performance targets and their related talent implications with business leaders. Analyze workforce data to identify trends, inform decisions and shape recommendations to achieve business objectives and industry demands.
• Provide professional level assistance with employee relations issues, such as discipline, performance management, 360 reviews, policy compliance, and conducting complaint investigations. Assist with workplace culture and change management.
• Work effectively with union leadership in concert with Labor Relations, addressing a variety of issues such as general contract interpretation, discipline processes, and leave administration.
• Develop and promote ongoing employee feedback mechanisms to ensure continuous improvement of HR services and processes. Act as liaison between employees and HR to ensure that HR services align with employee needs.
• Provide expert advice and coaching to employees and supervisors when indicated. Understand and solicit employee opinions and anticipate their needs and concerns. Facilitate a strong leadership and coaching culture.
• Facilitate long-term initiatives aligned with the strategic agenda. Manage specific projects per the annual HR operational plan. Champion agency change initiatives to ensure successful implementation. Identify new opportunities for HR to add value to the business.
• Perform other duties of a similar nature or level.

Benefits

• Employees (and their families) are covered by medical, dental, vision, basic life and disability insurance.
• Employees participate in the Public Employees Retirement System (PERS) and have the option to enroll in the agency’s deferred compensation plan.
• In addition to WA Paid Sick Leave, employees in this position, accrue of 24 days of Paid Time off (192 hours) in their first year and ten (10) paid holidays throughout the calendar year.
• Full list of all benefits and details can be found here.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 251-500 employees