Senior HR Business Partner

Verathon•Bothell, WA

19d•Hybrid

About The Position

Verathon is seeking a Senior HR Business Partner to join our Human Resources team in Bothell, WA. This role is for an HR professional who can operate as a true strategic partner, helping to shape how the company builds, develops, and retains talent. This is a hybrid position with an estimated 3 days a week in-office. The Senior HRBP will work with leaders across corporate functions to anticipate challenges, shape organizational capability, and translate people strategy into business results. This role requires both strategic vision and hands-on execution, covering organizational design, talent development, change management, and employee engagement. The Senior HRBP will act as a trusted advisor to leaders, helping them build high-performing teams and navigate a fast-paced, innovative environment. By diagnosing organizational needs and identifying solutions, the Senior HRBP will ensure people strategies align with Verathon’s growth and performance objectives. This role is ideal for someone energized by solving complex people challenges and who thrives at the intersection of strategy and execution.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required; advanced degree a plus.
8+ years of progressive HR experience, with at least 4 years in a dedicated HRBP role.
Solid HR fundamentals are non-negotiable for this role, demonstrated experience leading workplace investigations, navigating the interactive accommodation process, and developing policy.
Strategic partnership sits on top of strong generalist execution, not in place of it.
Demonstrated track record of helping leaders make sound people decisions that connect to business strategy and produce measurable results.
Strong business and HR acumen, including critical thinking, problem-solving, and analytical capability; able to leverage data, metrics, and external benchmarks to inform decisions and present compelling recommendations.
Hands-on experience coaching leaders, leading organizational design, managing performance, navigating employment law and regulations, and supporting compensation, total rewards, and talent management.
AI: A demonstrated learner's mindset and evolving fluency with AI as part of your HR practice — able to walk through specific examples of how you've used AI to strengthen HR analysis, decision-making, or program design with measurable results.
Demonstrated ability to influence at all levels of the organization and build trusted relationships with senior leaders.
Proven change management experience, with the ability to guide leaders and organizations through transformation, restructuring, or integration.
Patient with the imperfect, energized by the unfinished, ready to roll up your sleeves and help us repair, build, and scale for growth
Ability to travel, typically 15% but potentially more as needed.

Nice To Haves

Experience working in a global, matrixed organization is strongly preferred.
Business partner experience in a highly regulated industry, such as MedTech or medical devices, is a plus.
Excellent communication and executive presence, able to challenge, influence, and advise senior leaders with confidence and clarity.
Demonstrated ability to work with ambiguity and competing priorities in a fast-paced, innovative environment.

Responsibilities

Serve as a trusted advisor and strategic thought partner to senior leaders, gaining deep knowledge of the business to influence organizational design, workforce planning, and key people decisions that drive measurable outcomes.
Translate people strategies into high-impact organizational interventions, providing expertise across organizational design, talent assessment and management, performance management, employee engagement, compensation planning, learning and development, and recruiting.
Partner, consult, and influence leaders to ensure people interventions enable delivery of business unit strategy.
Strike the right balance between employee advocacy and Verathon's business needs, ensuring the resulting decisions are pragmatic, value-aligned, and impactful.
Counsel leaders on employee relations matters, including leading investigations, recommending corrective action, ensuring compliance, and mitigating risk within the organization.
Lead and support change management efforts, guiding leaders through organizational shifts, transformations, and integrations using proven methodologies and global HR best practices.
Drive talent management and succession planning initiatives to build leadership depth, develop critical capability pipelines, and position Verathon for long-term growth.
Coach leaders at all levels to strengthen effectiveness, build managerial capability, and foster accountability, collaboration, and continuous improvement.
Use HR metrics and organizational trends — including quality of hire, promotions, performance, attrition, to assess organizational health and inform strategic recommendations.
Facilitate and support annual people processes from inception through completion and sustainment.
Surface diverse perspectives in talent and business decisions, hold leaders to the Verathon Values in how they manage their teams, and help build a culture where high performance and inclusion.