Business Partner

People Business Partner

Location: Belleview, Washington (Hybrid role once training is complete)

Level: Mid-to-Senior Level

Reports To: Director, People Strategy & Experience

Compensation: $120,000 - $135,000 + 15% bonus

This role acts as a strategic advisor to business leaders, aligning people strategies with organizational objectives to drive performance, engagement, and sustainable growth. The person leads the translation of enterprise HR strategy into business unit execution, providing expert guidance on workforce planning, organizational design, employee relations, and change management. By leveraging data‑driven insights, building leadership capability, and partnering closely with Centers of Excellence, the People Business Partner ensures effective decision‑making, strengthens organizational capability, and fosters a high‑performing, compliant, and values‑driven culture.

• Compensation and Benefits Program Design
  :
  Work with OpCo presidents to design and deliver employee compensation structures and benefit programs; deliver technical design elements; provide financial, market, and legal analysis; draft management proposals and reports.
• Employee Engagement
  :
  Guide engagement and experience; address OpCo/business unit issues; partner with presidents on engagement plans that foster satisfaction.
• Leadership and Direction
  :
  Identify and communicate actions needed to implement strategy and business plan; motivate people to deliver quality work and live core values; identify opportunities to develop team skills and knowledge.
• Strategic Workforce Planning
  :
  Design and deliver complex analyses of external and internal data; support strategic workforce planning; serve as partner between OpCo/business unit and TA COE; create and update job descriptions with People Team COE.
• Policy Execution and Implementation
  :
  Oversee policy and procedure execution at the OpCo/business unit level; advise on application and monitor implementation.
• HR Data Analytics and Insights
  :
  Investigate complex hypotheses using HR data; diagnose causes of key business issues; identify opportunities to enhance engagement or performance; partner with COE on improvements.
• Transformational Change Management
  :
  Design and oversee change initiatives; ensure strategic alignment; embed cultural and behavioral shifts.
• Information and Business Advice
  :
  Provide expert guidance on policies; resolve high‑stakes issues; shape decision‑making frameworks; collaborate with COE as needed.
• Organizational Capability Building
  :
  Use development framework to identify individual needs; share training needs with COE; provide informal coaching to enable improved performance.
• Stakeholder Engagement
  :
  Identify stakeholders; understand their needs, issues, and concerns; support communication of business information and decisions.
• Operational Compliance
  :
  Develop risk assessment; ensure regulatory compliance; oversee internal controls; approve high‑impact decisions; support audit readiness.
• Employee Relations Case Management
  :
  Investigate complex cases; coordinate legal responses; design crisis response process; own end‑to‑end resolution.
• Employee Preboarding and Offboarding
  :
  Provide oversight for escalated preboarding/offboarding issues; ensure high‑level decision support, risk compliance, and policy approvals; manage new hire experience.
• Payroll Administration
  :
  Partner with payroll specialists on escalated payroll issues.

Bachelor’s Degree or equivalent experience

6+ years of broad HR experience across multiple HR functional areas, including compensation and benefits, employee engagement, workforce planning, policy implementation, HR analytics, change management, organizational development, stakeholder engagement, compliance, employee relations, talent acquisition, onboarding/offboarding, and payroll administration.

3+ years of experience influencing, coaching, and advising business leaders while managing priorities and resources to achieve strategic and operational objectives.

Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.

Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.