Human Resources Business Partner

Bloodworks NW•Seattle, WA

3d•$96,346 - $151,986•Hybrid

About The Position

Bloodworks Northwest is seeking a Human Resources Business Partner to join their Human Resources Team. This role will be responsible for contributing to the development and implementation of HR strategy, programs, and policies to support business goals. Key areas include talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, and organization and staff development. The overall objective is to attract, retain, and develop top talent. The incumbent will act as a Function Manager within the department and a member of the management team, modeling Bloodworks' values, ensuring compliance with laws and regulations, meeting customer needs, and adhering to the department budget. As a Human Resources Business Partner, the role involves establishing strong business relationships with client leadership, creating and implementing workforce strategies, collaborating with senior leaders on talent management and organizational effectiveness, and driving leadership development through succession planning. The position requires identifying trends and risks, developing solutions, and employing best practices in various HR disciplines. The role also involves analyzing and presenting information, partnering with HR colleagues, providing business insights through data, supporting HR talent development, and playing a key change leadership role in the company's transformation. The HR Business Partner will also consult with peers and business leaders to minimize hiring and retention risks, lead Center of Excellence functions, ensure consistent HR process implementation, and partner with business leaders on strategic planning and workforce planning.

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.

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

Set direction, vision, values, and policy for the department consistent with Bloodworks' mission.
Model values of Bloodworks and coach for the same expectation; contribute and build upon current practices and procedures in support of values, mission, and goals.
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 that accelerate the achievement of business priorities through talent management, diversity and inclusion, rewards and recognition, and organizational effectiveness.
Drive leadership development by focusing on strong succession planning and strategic leadership movement, partnering with business leaders to build leadership depth to support the succession planning process, and supporting and enabling 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 in partnership with HR Business Partners, the overall Workforce Resources team, senior leadership, and front-line Supervisors and Managers.
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 that support the organization's growth and reinforce a collaborative, aligned, and engaged culture.
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 (for candidates hired from outside of our service area)