People & Culture Business Partner

Job Responsibilities

Build and maintain effective, trusting working relationships with all levels of the organization, including field-based workforce.

Serve as the primary contact point regarding SCL employment matters including workplace expectations, policies, practices, and resources.

Manage information and requests in a timely, accurate manner; navigate sensitive matters with respect and compassion.

Monitor the pulse of employees. Elevate and tackle potential issues negatively impacting the employee experience.

Engage and collaborate with People and Culture divisions and units to bring functional expertise to solve business challenges and provide an exceptional client experience.

Provide HR partnership for both strategic and tactical initiatives, as well as day-to-day support for assigned business groups.

Consult with management on employee matters to provide appropriate guidance and resources.

Understand and address the upstream and downstream impacts of decisions/solutions on the workforce.

Appropriately challenge traditional practices and identify innovative solutions which meet evolving business/industry demands.

Serve as a steward of race and social justice.

Contribute to building and maintaining People and Culture Business Partner program effectiveness, innovation to accomplish SCL’s operational and strategic objectives.

Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Partner effectively with the Labor Relations and Employee Relations as needed/required.

Comprehend, interpret, and apply the appropriate sections of Personnel Rules, Workplace Expectations, Seattle Municipal Code, and Collective Bargaining Agreements.

Partner with leadership to develop, monitor and report on workforce and succession plans.

Advise on leadership, professional development, and training.

Analyze workforce data to identify trends, inform decisions and shape recommendations to achieve business objectives.

Pivot from high level strategy development to tactical hands-on execution as needed.

Qualifications

• Requires three years of experience as a administrative staff assistant, administrative staff analyst, budget analyst or a related field and a Bachelor's Degree in business or public administration or a related field (or a combination of education and/or training and/or experience that provides an equivalent background required to perform the work of the class).
• Desired Qualifications - You will be successful if you have the following experience, skills, and abilities:
• 5 or more years of experience as a human resource generalist or business partner field based or front-line employees
• Experience working effectively with people from diverse backgrounds across all levels of the organization.
• Additional experience in HR specialty areas like diversity and inclusion, work force planning, training and development and/ or employee relations is a plus.
• Experience handling confidential information; attention to detail; excellent organizational and time management skills; and an ongoing commitment to always providing superior customer service
• Experience applying fundamental concepts and principles of HR as a professional discipline and/or technical specialty to the position
• Strong written and verbal communication skills are required and the ability to communicate complex issues both verbally and in written form
• Proven ability to work independently as well as collaboratively in a matrixed team environment
• Experience working cross functionally across teams at all levels of the organization collaboratively to identify solutions to address problems, change management and process improvement opportunities.
• Experience with conflict resolution practices (such as mediation, restorative justice, etc.) in the workplace
• Working knowledge of appropriate HR laws and regulations.
• Specialized HR training or certification such as SHRM-CP, SHRM-SCP, PHR or SPHR.