Human Resources Organization Partner

SEIU; Washington (District of Columbia); Hybrid; USD 103,000 - 113,000; Full time

Job summary

Service Employees International Union (SEIU) in Washington, DC is seeking a Human Resources Organization Partner to serve as a strategic advisor to leaders and align people practices with organizational priorities. You will drive workforce planning, employee relations, and talent strategy while partnering with HR Centers of Excellence to deliver programs.

The role emphasizes data-informed decision-making, proactive coaching of managers, and fostering an inclusive, high-performing culture across

Qualifications

• 3–4+ years of progressive HR experience, preferably in an HRBP or consultative HR role.
• Strong knowledge of HR practices, employment law, and organizational development principles.
• Ability to analyze data, identify trends, and develop actionable insights.
• Excellent communication, facilitation, and coaching skills.

Responsibilities

• Serve as consultative partner to leaders on people-related issues and workforce design.
• Translate organizational priorities into actionable HR strategies.
• Use data, trends, and insights to inform decision-making and recommend proactive solutions.
• Coach managers on employee relations, performance concerns, and policy interpretation.
• Partner with HR centers of excellence to deliver programs and ensure policy alignment.
• Support onboarding, engagement initiatives, and retention strategies.

Skills

HRBP

Consultative HR

Employee relations

Data analysis

Communication

Influencing leadership

Job description

Service Employees International Union

Job Title: Human Resources Organization Partner
Grade: MGT D
Annual Salary: $108,104.86
Location: Washington, DC

Organization Overview:

We are the Service Employees International Union (SEIU), a union of about 2 million diverse members in healthcare, the public sector, and property services. We believe in and fight for our Vision for a Just Society: where all workers are valued and all people respected, no matter where we come from or what color we are; where all families and communities can thrive; and where we leave a better and more equitable world for generations to come. We are an anti-racist union determined to check corporate power and uproot structural racism through unions, worker power, collective action, and government, legislative, and political action. We fight for Unions for All and a Government that Works for All so that all of us, across race and place, can have power together in unions and participate fully in our democracy.

Purpose:

The Human Resources Organization Partner serves as a strategic advisor and thought partner to leaders across the organization. This role supports SEIU's unionwide strategy by aligning people practices with organizational priorities, strengthening workforce capacity, and building the systems, structures, and culture needed to sustain impact over time. The Human Resources Organization Partner provides guidance in workforce planning, employee relations, performance management, organizational development, change management, and talent strategy. Acting as a connector between employees, managers, and HR centers of excellence, the Human Resources Organization Partner ensures HR programs, policies, and systems are implemented consistently and effectively to support organizational goals.

Primary Responsibilities:

Any one position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

• Serve as a consultative partner to leaders, providing guidance on people-related issues, organizational design, and workforce planning.
• Partner with leadership to understand organizational priorities and translate them into actionable HR strategies.
• Support the development and execution of organizational goals by aligning HR initiatives with operational needs.
• Use data, trends, and insights to inform decision-making and recommend proactive solutions.
• Partner with leaders to embed inclusive behaviors into daily operations and decision-making.
• Provide coaching and guidance to managers on employee relations, conflict resolution, performance concerns, and policy interpretation.
• Support fair, consistent, and equitable application of HR policies and practices.
• Conduct or support investigations, documentation, and follow-up related to employee concerns.
• Promote a positive, inclusive, and psychologically safe work environment.
• Guide leaders through the performance management cycle, including goal setting, feedback, evaluations, and development planning.
• Identify skill gaps and partner with Learning & Development to create targeted training and development opportunities.
• Support career-pathing and development initiatives within assigned client groups.
• Coach managers on building high-performing teams and strengthening team capabilities.
• Support organizational assessments, culture initiatives, and change-management efforts.
• Facilitate team-building sessions, retreats, and organizational learning experiences.
• Assist in designing and implementing organizational structures that enhance efficiency and collaboration.
• Partner with leaders to navigate transitions, restructures, and process changes.
• Work closely with HR centers of excellence (Talent Acquisition, Compensations & Benefits, Learning & Development, HR Operations) to ensure seamless delivery of HR programs.
• Provide feedback on program effectiveness and advocate for improvements based on organizational needs.
• Support onboarding, engagement initiatives, and retention strategies.
• Ensure HR systems, processes, and policies are understood and effectively utilized by managers and employees.
• Use HR metrics and analytics to identify trends, diagnose issues, and recommend solutions.
• Monitor workforce data such as turnover, engagement, performance, and staffing levels.
• Ensure compliance with federal, state, and local employment laws and internal policies.
• Maintain accurate documentation and support audit or reporting requirements.
• Champion organizational values and contribute to a culture of equity, inclusion, and belonging.
• Support initiatives that advance anti-racist practices, inclusive leadership, and equitable workforce systems.

Direction & Decision Making:

This position reports to the Director of People, Talent, and Human Resources and is responsible for exercising sound judgment and discretion in managing complex issues and departmental priorities.

Qualifications and Professional Experience:

• 3–4+ years of progressive HR experience, preferable in an HRBP or consultative HR role.
• Strong knowledge of HR practices, employment law, and organizational development principles.
• Demonstrated ability to build strong relationships and influence leaders at all levels.
• Experience managing complex employee-relations matters.
• Excellent communication, facilitation, and coaching skills.
• Ability to analyze data, identify trends, and develop actionable insights.

Physical Requirements:

This role is performed in a hybrid or onsite work environment, depending on organizational needs. The position requires the ability to travel occasionally for union priorities.

Compensation and Benefits:

SEIU offers a competitive salary and a comprehensive benefits package that reflects our values as a labor organization and our commitment to the well-being and long-term security of our staff. Benefits include:

• A comprehensive, employer-sponsored health benefits package, including medical, dental, and vision coverage
• A defined benefit pension plan
• Paid time off, including vacation, sick leave, and holidays
• Additional benefits consistent with a mission-driven workplace

SEIU believes that workers deserve dignity, stability, and the ability to plan for their futures, and our benefits are designed to support that belief.