Human Resources Business Partner

Plymouth Housing Group•Seattle, WA

9d•$88,462 - $98,779•Hybrid

About The Position

Plymouth Housing is seeking a Human Resources Business Partner (HRBP) to serve as a trusted advisor to managers, directors, and leadership across the organization. The HRBP supports a healthy and effective workplace through employee relations, labor relations, performance management, leave and accommodation matters, and compliance. The role partners with leaders to navigate complex workplace issues, conduct investigations, coach through difficult decisions, and use data to strengthen employee engagement and retention. This role is suited to an experienced HR professional who enjoys solving challenging problems, building trusted relationships, and bringing clarity to complex situations. The ideal candidate is collaborative, steady under pressure, and committed to fairness, consistency, and accountability. Plymouth Housing is a nonprofit organization that develops and operates permanent supportive housing for single adults who have experienced chronic homelessness. Its work pairs long-term housing with on-site services promoting stability, health, and community. The organization emphasizes dignity, respect, shared responsibility, hospitality, careful communication, collaboration, lived experience, cultural responsiveness, harm reduction, trauma-informed practice, and resident choice. The position is based in Seattle, Washington, with a hybrid work arrangement and regular onsite building presence required. The stated salary range is $88,462–$98,779. New hires may earn from the minimum to the midpoint of the pay scale, taking education and experience into consideration. This is a full-time position with benefits.

Requirements

At least five years of progressive HR experience, including significant employee relations experience.
Strong experience in employee relations and labor relations.
Experience with investigations, grievances, leave administration, and performance management.
Knowledge of Washington State and federal employment laws.
Ability to coach leaders and translate HR guidance into practical action.
Confidence handling sensitive workplace issues with sound judgment and discretion.
Strong communication, analytical, and relationship-building skills.
Ability to build trust and work respectfully with people from diverse backgrounds and lived experiences.
Self-awareness and humility in communicating across differences, adapting approach, and treating people fairly and respectfully.

Nice To Haves

Union experience is strongly preferred.
HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP is preferred.

Responsibilities

Partner with managers and directors on employee relations, labor relations, policy interpretation, and workplace conflict.
Advise leaders on collective bargaining agreements, union communication, grievance handling, and labor-management collaboration.
Lead impartial workplace investigations and prepare clear, defensible documentation and recommendations.
Coach leaders on performance management, progressive discipline, performance improvement plans, and terminations.
Advise on leave administration and accommodations, including FMLA, Washington PFML, ADA, and related compliance matters.
Support workplace compliance and risk management, including employee relations trends, documentation practices, and confidential case handling.
Analyze workforce data and employee relations trends to help leaders improve retention, consistency, and organizational effectiveness.