Human Resources Business Partner

Bloodworks-Northwest; Seattle (WA); Hybrid; USD 120,000 - 170,000; Full time

Benefits offered by this job

Health insurance

Retirement plans 401a/401k

Paid time off

Transit program

Relocation assistance

Job summary

BloodworksNW is seeking a Human Resources Business Partner to shape HR strategy, programs, and policies that align with our mission of supporting patient care. You will partner with leadership to drive workforce planning, performance, and employee relations while ensuring compliance and a values-driven culture.

Ideal candidates have 4+ years in HR with a strategic focus; a Bachelor's in HR (or related) is required, and SHRM credentials are preferred.

Qualifications

• Bachelor's degree in HR or related discipline (or equivalent).
• 4+ years of progressive HR experience with strategic focus.
• SHRM-CP/SCP or advanced certification desirable.

Responsibilities

• Establish strong business relationships with client leadership and build partnerships across the organization.
• Execute workforce strategies that attract, develop, and retain talent.
• Lead and influence senior leaders on strategic workforce priorities and solutions.
• Drive leadership development and succession planning across the organization.

Skills

HR strategy

Employee relations

Talent management

Leadership coaching

Change leadership

Workforce planning

Data analysis

Education

Bachelor's degree in HR or related discipline

Advanced degree (desirable)

SHRM certification (desirable)

Job description

We have an exciting new opportunity for a Human Resources Business Partner to join our Human Resources Team at BloodworksNW! The incumbent will be responsible for participating in the development and implementation of HR strategy, programs, and policies for the discipline in support of short-term and long-term business goals, including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, etc., with the overall goal of attracting, retaining, and developing the best talent.

PRINCIPAL LEADERSHIP ACCOUNTABILITIES - As a Bloodworks Function Manager:

Within the department

• With the Director, set direction, vision, values, and policy for the department consistent with Bloodworks' mission
• Consistently 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.s

As a member of the management team

• 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

Principal responsibilities include, but are not limited to: – As Human Resources Business Partner:

• 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. As a working HR Manager, I can act agilely, moving from leading change with leadership to supporting employees with day-to-day HR functions.
• Employ current best practices in the areas of talent acquisition, assessment, development, employee relations, compensation, organizational effectiveness, strategy, onboarding, change management, and communication.s
• Analyze and concisely present information to the management team to enable good business decisions.ns
• 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.

REQUIREMENTS

EDUCATION & EXPERIENCE

• Bachelor's degree in HR or related discipline, or equivalent combination of education and experience.
• Advanced degree in Business, Human Resource Management, Organization Development, Industrial Psychology, Management, or a related field (desirable)
• SHRM-CP or SHRM-SCP certification (desirable)
• 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
• Human Resources experience in health care and/or non-profit (desirable)

SPECIFIC JOB SKILLS include, but are not limited to:

• 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.

WORKING CONDITIONS

• This position has significant contact with senior leadership.
• The incumbent must have the ability to perform in an environment of ambiguity.
• This job routinely functions in a professional office environment.
• Remote work is a frequent aspect of this role (candidates must reside or relocate to WA or ORto be considered).
• As this role routinely uses standard office equipment, job conditions to be expected include extensive computer/viewing monitor work (frequent)and constant standing (rare).
• This position is responsible for supporting staff performing work across our 24/7 organization. As a result, after-hours work, including evening and weekend meetings, may be required.
• Because this position may support staff in locations throughout Bloodworks' service area, regular travel in western Washington and western Oregon may be required, sometimes on short notice.
• This is an essential position with direct responsibility to employees supporting donors and/or patients, and the incumbent should be prepared to work extended and/or consecutive shifts and/or possibly at a different location during periods of inclement weather or other emergencies.
• Bloodworks is a community-supported non-profit organization. As such, the incumbent can expect to work with volunteers.
• Working on scheduled holidays and weekends is an expected condition of this job.
• This position has indirect exposure to bloodborne pathogens.

Benefits and Perks:

Employees regularly scheduled for 24+ hours per week are covered by medical, dental, vision, and life insurance, with family coverage also available. Employees can also participate in retirement plans (401a & 401b), a consolidated paid leave program (4.8–6.8 weeks of time off accrued per year, based on length of service), subsidized backup, a subsidized transit program, and educational reimbursement. Candidates hired from outside of our service area may be eligible for a relocation assistance bonus*

*Conditions apply