Sr. Human Resources Business Partner

Porch Group•Seattle, WA

2d•Remote

About The Position

Porch Group is a leading vertical software and insurance platform and is positioned to be the best partner to help homebuyers move, maintain, and fully protect their homes. We offer differentiated products and services, with homeowners insurance at the center of this relationship. We differentiate and look to win in the massive and growing homeowners insurance opportunity by 1) providing the best services for homebuyers, 2) led by advantaged underwriting in insurance, 3) to protect the whole home. As a leader in the home services software-as-a-service (“SaaS”) space, we’ve built deep relationships with approximately 30 thousand companies that are key to the home-buying transaction, such as home inspectors, mortgage companies, and title companies. In 2020, Porch Group rang the Nasdaq bell and began trading under the ticker symbol PRCH. We are looking to build a truly great company and are JUST GETTING STARTED. Job Title: Sr. Human Resources Business Partner Location: United States Workplace Type: Remote Job Summary The future is bright for the Porch Group, and we’d love for you to be a part of it as our Sr. Human Resources Business Partner. We're seeking a dynamic and strategic Sr. Human Resources Business Partner (HRBP) to join our team. In this key role, you’ll serve as a trusted advisor to leadership, driving HR initiatives that align with our business goals and foster a high-performance culture. The ideal candidate will have a strong background in HR strategy, talent management, and employee relations, with a proven ability to influence and collaborate across all levels of the organization. If you're passionate about making an impact and thrive in a fast-paced environment, we’d love to hear from you!

Requirements

Education: Bachelor’s Degree in Human Resources, Business, related field or equivalent work experience.
Experience: 10+ years of experience partnering with VP level leaders supporting client groups of 250+ employees.
Manager Capability: Demonstrated experience in increasing manager effectiveness at all levels of the organization.
Global Experience: Experience influencing leaders and enhancing employee engagement in a global environment.
HRIS: Experience with HRIS systems, preferably Workday.
People Data: Experience using people data, including HRIS dashboards, to inform and influence leaders and employees, with a proven history of utilizing data to drive decisions and uncover issues.
AI & Automation: Demonstrated ability to leverage AI-enabled tools to increase HRBP effectiveness (e.g., drafting manager communications, synthesizing feedback/themes, and analyzing people data) while applying sound judgment, protecting confidentiality, and following data privacy and acceptable-use guidelines.
Performance Management: Experience with an annual review cycle.
Total Rewards Partnership: Experience with job architecture and assessing role complexity.
Employee relations & Investigations: Proven track record managing complex ER matters end-to-end, including investigations, ADA/FMLA accommodations, etc. with strong documentation and risk-based judgment.
Operating Cadence: Demonstrated ability to thrive in a fast-paced, high-volume environment and experience effectively partnering with leaders in large-scale, established organizations with mature processes and multiple stakeholders.
Core HR Competencies: Demonstrated, end-to-end HRBP expertise across total rewards (compensation and benefits), employment law and compliance, organizational development and change management, talent development and training, coaching/mentoring and facilitation, recruitment and workforce planning, and the practical application of HR policies, programs, and terms and conditions of employment, grounded in strong knowledge of federal, state, and local regulations and HR best practices.
Human Capital Best Practices: Consistently applying human capital best practices to diagnose organizational challenges and deliver practical, scalable solutions across the employee lifecycle (hire-to-retire), including sound judgment around risk, confidentiality, and consistent application of policy.
AI & Automation: Demonstrated effectiveness in leveraging AI-enabled tools to increase HRBP effectiveness (e.g., drafting manager communications, synthesizing feedback/themes, and analyzing people data) while applying sound judgment, protecting confidentiality, and following data privacy and acceptable-use guidelines.
Communication skills: Strong communication skills and ability to communicate with all levels of the company. Verbal, nonverbal, and written communication skills are essential.
Human Capital Best Practices: Consistently applying human capital best practices to diagnose organizational challenges and deliver practical, scalable solutions across the employee lifecycle, including sound judgment around risk, confidentiality, and consistent application of policy.
Strategic & Tactical Agility: Demonstrated big-picture thinking with the ability to toggle strategic advising and hands-on execution to deliver outcomes in a dynamic environment.
Travel: Occasional travel required, less than 10%.

Responsibilities

Collaborate across the People team COEs to establish HR plans and solutions to achieve strategic business initiatives and deliver results across our organization.
Partner with business leaders on employee engagement strategies and ways to enhance the employee experience.
Create a vision for talent strategy in the business unit to develop our next generation of leaders.
Craft and implement people policies, solutions, programs, and initiatives to drive business outcomes and enable employees and managers to achieve success.
Partner with senior leaders on key strategic initiatives including organizational design.
React to changing situations while balancing executing on existing plans.
Utilize people data and metrics to help inform business decisions.
Act as a change champion.
Partner with the COEs to streamline HR functions for greater customer satisfaction.
Partner with the business on key areas including retention, predicting staffing needs, managing termination processes, managing risk, and ensuring compliance regulations.
Drive the analysis and facilitation of leadership and cultural initiatives.
Use influence and coaching skills to cultivate a culture that reflects our core values.
Coach and counsel managers on maintaining positive employee relations for a wide range of issues, including conducting investigations in response to Employee Relations issues.
Drive the communication and rollout of HR programs and projects.

Benefits

Our benefits package will provide you with comprehensive coverage for your health, life, and financial wellbeing.
Our traditional healthcare benefits include three (3) Medical plan options, two (2) Dental plan options, and a Vision plan from which to choose.
Critical Illness, Hospital Indemnity and Accident plans are offered on a voluntary basis.
We offer pre-tax savings options including a partially employer funded Health Savings Account and employee Flexible Savings Accounts including healthcare, dependent care, and transportation savings options.
We provide company paid Basic Life and AD&D, Short and Long-Term Disability benefits.
We also offer Voluntary Life and AD&D plans.
Both traditional and Roth 401(k) plans are available with a discretionary employer match.
Supportlinc is part of our employer paid wellbeing program and provides employees and their families access to on demand guided meditation and mindfulness exercises, mental health coaching, clinical care and online access to confidential resources including will preparation.
LifeBalance is a free resource to employees and their families for year-round discounts on things like gym memberships, travel, appliances, movies, pet insurance and more.
Our wellness programs include flexible paid vacation, company-paid holidays of typically nine per year, paid sick time, paid parental leave, identity theft program, travel assistance, and fitness and other discounts programs.