Human Resources Business Partner

Bloodworks Northwest•Seattle, WA

2d•Hybrid

About The Position

We have an exciting new opportunity for a Human Resources Business Partner to join our Human Resources Team at BloodworksNW! The incumbent will be responsible for participating in the development and implementation of HR strategy, programs, and policies for the discipline in support of short-term and long-term business goals; including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, etc. with the overall goal of attracting, retaining, and developing the best talent. As a Bloodworks Function Manager, the incumbent will set direction, vision, values, and policy for the department consistent with Bloodworks' mission, model values, ensure compliance with laws and regulations, meet customer needs, monitor indirect reports, balance employee and business goals, adhere to budget, and recommend staffing levels and resources. As a member of the management team, the incumbent will provide feedback to fellow managers, challenge and support them, and maintain confidentiality. Principal responsibilities include establishing strong business relationships with client leadership teams, creating and implementing workforce strategies, collaborating with senior leaders on workforce priorities, driving leadership development through succession planning, identifying trends and risks, acting as a working HR Manager, employing best practices in HR disciplines, analyzing and presenting information, partnering with HR colleagues, providing business insight through data analysis, supporting HR talent development, assisting in driving business growth, playing a key change leadership role, consulting proactively with peers, leading assigned Center of Excellence functions, ensuring HR processes are implemented effectively, partnering with business leaders on planning and conducting meetings, and complying with SOPs. This position has indirect exposure to bloodborne pathogens.

Requirements

Bachelor's degree in HR or related discipline, or equivalent combination of education and experience.
Four+ years of progressive experience in HR disciplines with a strategic focus, with particular emphasis on organization development and talent management, or an equivalent combination of advanced training and experience.
Demonstrated success in overall HR management and as a trusted advisor and people leader.
Experience building strong rapport and credibility with constituents as a forward-looking thought leader.
Experience working with, coaching, and influencing senior leaders.
Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative.
Proven ability to influence for impact at all levels and develop an internal network to gain support for best HR practices.
Must have the ability to diagnose a problem and identify and drive appropriate solutions.
Ability to navigate cultural and business sensitivities to champion performance, employee engagement, and inclusion.
Superb communication skills.
Other critical competencies include talent and resourcing acumen, change leadership (including organizational development), cultural enablement, relationship building, and strategic thinking.
Use of a company or personal vehicle for company business requires an acceptable driver's record as defined by the vehicle policy.
Candidates must reside or relocate to WA or OR state to be considered.

Nice To Haves

Advanced degree in Business, Human Resource Management, Organization Development, Industrial Psychology, Management, or a related field.
SHRM-CP or SHRM-SCP certification.
Human Resources experience in health care and/or non-profit.

Responsibilities

Participate in the development and implementation of HR strategy, programs, and policies.
Attract, retain, and develop the best talent.
Set direction, vision, values, and policy for the department consistent with Bloodworks' mission.
Model values of Bloodworks and coach for the same expectation.
Ensure that department documents, procedures, and actions comply with all laws, regulations, standards, and policies.
Ensure customer needs and expectations are met.
Monitor the successes and challenges of indirect reports.
Ensure the department supports a balance of employee personal and business goals.
Adhere to the department budget.
Recommend and maintain appropriate staffing levels to achieve departmental objectives.
Recommend and provide systems, resources, and procedures as appropriate to achieve the department's success.
Provide timely and honest feedback to fellow managers regarding how the team functions.
Challenge and offer support to fellow managers to ensure each department is contributing to the success of the organization.
Maintain confidentiality.
Establish strong business relationships with client leadership teams and build effective partnerships across the organization.
Contribute to the execution of the business plan by creating and implementing workforce strategies that attract, develop, and retain team members.
Collaborate with and influence senior leaders to prioritize strategic workforce priorities and solutions.
Drive leadership development by focusing on strong succession planning and strategic leadership movement.
Partner with business leaders to build leadership depth to support the succession planning process.
Support and enable leaders to make informed talent decisions and to hold their organizations accountable for business results.
Identify trends, risks, and opportunities within the organization and develop solutions.
Act agilely, moving from leading change with leadership to working with employees on day-to-day HR functions.
Employ current best practices in the areas of talent acquisition, assessment, development, employee relations, compensation, organizational effectiveness, strategy, onboarding, change management, and communication.
Analyze and concisely present information to the management team to enable good business decisions.
Leverage and partner with HR colleagues in the areas of operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion, and organizational effectiveness to support talent strategies.
Provide business insight through data analysis, research, and benchmarking.
Support the creation of an environment that accelerates the development of HR talent.
Apply rigorous knowledge management to capture learning, drive continuous improvement, and enhance employee engagement.
Assist in driving business growth from an organizational and talent perspective.
Play a key change leadership role in the company's transformation by creating a culture of growth, innovation, and risk-taking.
Serve as a change agent and champion for the rollout of company-wide talent-related strategies and initiatives.
Consult proactively with peers and business leaders to create strategies specific to their business that will minimize risk related to hiring, retention, employee relations, bench-building, etc.
Lead and execute assigned Center of Excellence function(s).
Ensure that HR processes are implemented and managed consistently, measurably, and effectively.
Partner with business leaders in the planning and conducting of business meetings, talent reviews, strategic plans, workforce planning, analysis of HR measures, etc.
Ensure HR objectives are shared and delivered in concert with business operating objectives.
Comply with all applicable Standard Operating Procedures (SOPs) as written.
Perform other duties as assigned.

Benefits

Medical insurance
Dental insurance
Vision insurance
Life insurance
Family coverage
Retirement plans (401a & 401b)
Consolidated paid leave program (4.8 – 6.8 weeks of time off accrued per year, based on length of service)
Subsidized backup
Subsidized transit program
Educational reimbursement
Relocation assistance bonus (Conditions apply)