Senior HR Business Partner

Verathon, Inc.•Bothell, WA

2d•$130,000 - $160,000•Onsite

About The Position

Verathon® is seeking a Senior HR Business Partner to join our Human Resources team in Bothell, WA. This is a role for an HR professional who is ready to help our HR function move beyond the transactional and operate as a true strategic partner, one who helps shape how we build, develop, and retain the talent that drives Verathon forward. As a Senior HRBP at Verathon, you’ll work side by side with leaders across our corporate functions to anticipate challenges, shape organizational capability, and translate people strategy into business results. You’ll bring both the strategic vision to influence decisions at the highest levels and the hands-on execution to make things happen, from organizational design and talent development to change management and employee engagement. You’ll be a trusted advisor to leaders, directors, and managers, helping them build high-performing teams and navigate a fast-paced, innovative environment. By diagnosing organizational needs, identifying solutions, and partnering with HR centers of excellence, you’ll ensure that our people strategies are aligned to Verathon’s growth and performance objectives. If you’re energized by solving complex people challenges, thrive at the intersection of strategy and execution, and want your work to directly shape the future of a dynamic medical device company, this is the role for you.

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
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.
Ability to travel, typically 15% but potentially more as needed.

Responsibilities

Committed to being part of a strong global HR team, collaborating, having fun, growing each other, holding each other accountable, and getting results together. We can't serve the business well unless we serve each other well first.
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