Temporary Human Resources Business Partner (HRBP)

Brooks Running•Seattle, WA

2d•Hybrid

About The Position

This is a temporary assignment (6-8 months) where the Human Resources Business Partner (HRBP) will act as a trusted HR advisor to assigned client groups, supporting leaders and managers through the delivery of core and medium complexity HR programs. The HRBP will partner closely with client leaders, HRPs, HR Centers of Excellence (CoEs), and people operations to translate business priorities into effective people solutions. The role involves balancing hands-on execution with growing strategic impact, applying solid business acumen, strong judgment, and a consultative mindset to support organizational effectiveness, talent planning, and employee experience. The HRBP will contribute to people plans aligned with business objectives while continuing to build confidence, independence, and influence in increasingly complex work.

Requirements

Bachelor’s degree or equivalent combination of education and/or experience.
5+ years of experience relevant and progressive HR experience.
Keen attention to detail in planning, organization and execution of tasks, while still seeing the big picture and understanding how the pieces align and affect one another.
Self-starter, responsible, and able to own projects.
Excellent interpersonal skills that inspire and build trust resulting in effective working relationships across the company.
Demonstration of innovation and initiative – always looking at improving our processes while also displaying a willingness to dive into the details and help out wherever necessary.
Demonstrated ability to identify and balance priorities, to work both independently and as part of the team, and to manage time efficiently.
Ability to anticipate how a decision made can affect our customers, our partners, our products or other departments’ operations and/or morale; “connecting the dots.”
Demonstration of innovation and initiative – always looking at improving our products and processes.
Strong organizational and time management skills with the ability to plan, organize and execute tasks with short timelines are a must.
High level of independent work ethic and ability with the instinct to know when to reach out for support.
Demonstrated ability to manage multiple priorities and deliver results in a fast paced environment.
Solid business acumen with developing financial and organizational understanding.
Ability to build trust and influence managers through sound judgment and partnership.
Attention to detail with the ability to step back and understand broader organizational impact.
Proficiency with HR systems, data, and applicable technologies.
Demonstrated commitment to company values and collaborative ways of working.
Proficient in use of applicable and emerging technologies.
Embraces and lives the Brooks values!

Responsibilities

Act as the primary HR advisor for assigned client groups, partnering with leaders and managers on people related needs aligned to business priorities.
Support leaders in talent, performance, and organizational effectiveness conversations, escalating complexity as appropriate while building independent decision-making.
Translate HR programs, processes, and policies into practical guidance for leaders and managers, ensuring clarity, consistency, and effective adoption.
Understand and ensure application of Access and Opportunity principles and practices.
Develop an understanding of the business, team dynamics, and operating environment to inform HR recommendations and partnership.
Support and execute workforce initiatives such as reorganizations and restructures in partnership with HR CoEs, partners, and appropriate leaders.
Execute and support medium-complexity HR initiatives and projects, including annual HR programs (e.g., merit cycles, engagement surveys, and talent reviews).
Partner with leaders and HR partners to support workforce planning discussions, hiring needs, and organizational changes.
Gather feedback and insights from the business to inform improvements to HR programs, tools, and processes.
Partner with hiring managers to support recruiting needs for new roles and backfills, helping leaders understand organizational considerations and implications.
Support job description development and reviews in partnership with compensation and recruiting, ensuring alignment with role scope and leveling.
Use HR and business metrics to inform recommendations, support workforce planning, and identify trends or opportunities within client groups.
Surface insights and patterns to HR and client leadership; escalate systemic themes as appropriate.
Identify process gaps or inefficiencies and partner with HR colleagues to implement improvements.
Ensure compliance with employment laws, company policies, and best practices, maintaining awareness of relevant trends and changes.
Serve as a first line resource to managers and employees on employee relations issues, including performance concerns, policy interpretation, and workplace questions.
Support investigations and complex employee relations matters in partnership with HR partners and legal, recognizing when to escalate appropriately.
Promote fair, consistent, and compliant people practices aligned with company values and policies.