Senior Human Resources Business Partner

We need to output HTML fragment with sections: About the role? Actually we have "About The Position" heading. Also "You Will Serve as the lead HR partner..." etc. We need to use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We have content for About the Position (maybe "About the role" heading). We have responsibilities (list of duties). We have requirements/qualifications (education, experience). We have skills (maybe combine). We have Benefits (explicit). We have Pay (salary range). We have Schedule (In-Office Requirements, Remote Work Eligibility, Standard business hours). Also we have Physical Requirements maybe part of schedule? Could be separate but not required heading. We'll include Schedule section with those details. We must not repeat job title as heading. No Job ID. Remove boilerplate like EEO statement, etc. Also remove navigation etc. We need to preserve all substantive info. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to decide which content goes where. Section headings: - About the role: could be the "About The Position" paragraph(s). We'll put that prose. - Responsibilities: list of duties from "You Will Serve as the lead HR partner..." bullet-like sentences. We'll turn each sentence into

• . - Requirements: maybe education and experience requirements: "You Will Need To Have Bachelor’s degree..." etc. We'll list. - Qualifications: maybe certifications? "It Will Be Great If You Have Experience working with UKG Pro; SHRM-CP, PHR or equivalent HR certification." Could be qualifications or preferred qualifications. We'll put under Qualifications. - Skills: maybe list of skills like "Sound judgment, problem-solving, interpersonal, negotiation, de-escalation and conflict resolution skills; Customer-focused attitude..." etc. Could be under Skills. - Benefits: list of benefits. - Pay: salary range. - Schedule: In-Office Requirements, Remote Work Eligibility, Standard business hours, Physical Requirements maybe. We must not create sections with filler like "commensurate with experience". We have actual content. We need to ensure we don't duplicate content. Let's extract content. From posting: Who We Are: (mission) maybe not needed? It's about organization but could be part of About the role? Might be considered boilerplate? It's substantive about org but not required. The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep mission description? It's part of "Who We Are". Could be included in About the role? Might be okay. But we have limited headings; we could include a short paragraph under About the role that includes mission and details. But we must not create sections with filler. We'll include About the role paragraph that includes Who We Are and About The Position. Let's parse: Who We Are: SEIU 775 Benefits Group’s mission is to improve the skills, health and stability of the caregiver workforce through innovation and high-quality benefits and programs. We partner with workers, employers and industry stakeholders to collectively solve workforce problems through innovation, creativity and an evidence-based approach. Together, we deliver high-quality benefits and services to support a growing caregiver workforce. We are a nonprofit – passionate about revolutionizing the future of in-home care, and are looking for others to join our smart, collaborative and kind team. The Details In-Office Requirements: This role requires up to 10% presence at our Downtown Seattle headquarters, Standard business hours Monday–Friday, 8:30 a.m.–5:00 p.m. Remote Work Eligibility: Work arrangements for this position are available only to individuals residing in Washington State. Final approval is determined through a management review process. Category: Full-Time, FLSA Exempt, Regular, Non-Union Physical Requirements: Must be able to perform tasks that may require prolonged periods of sitting or standing, with or without reasonable accommodation. About The Position Reporting to the Manager of Human Resources the Human Resources Business Partner II will serve as a trusted and strategic partner to leaders and employees, aligning people strategies with business objectives to drive organizational success. This role provides expert guidance in employee relations, performance management, labor relations, workplace investigations, and organizational development. The HR Business Partner II partners closely with management to address employee concerns, coach leaders through challenging situations, ensure consistent application of employment laws, collective bargaining agreements, policies, organizational values, and mitigate organizational risk. This role is heavily focused on complex employee relations matters, ensuring consistent application of policies, employment laws, collective bargaining agreements, and organizational values. The position proactively identifies workforce trends, develops practical solutions to enhance organizational effectiveness, and fosters a positive, productive, and legally compliant work environment that supports employee engagement, accountability, and high performance. You Will Serve as the lead HR partner for complex employee relations matters, including employee complaints, workplace conflicts, conduct concerns, policy violations, and performance concerns, ensuring fair, consistent and legally compliant outcomes;Partners with leaders to conduct thorough, impartial, objective and timely workplace investigations involving employee misconduct, harassment, discrimination, retaliation, policy violations, and other sensitive concerns. Oversees investigative findings, recommendations, and supporting documentation;Partner with leaders to proactively address employee relations concerns, resolve workplace conflicts, and implement effective solutions that promote accountability, engagement, and a positive employee experience;Provide expert coaching and consultation to leaders on performance management, employee conduct, corrective action, progressive discipline, documentation, and difficult workplace conversations;Lead grievance management efforts, including investigating complaints, interpreting contract provisions, developing response strategies, and supporting resolution processes in partnership with leadership and union representatives;Participate in labor-management meetings and foster productive working relationships with union representatives;Interpret and apply organizational policies, procedures, employment laws, and collective bargaining agreements;Advise leadership on just cause principles, due process, and disciplinary decision-making, and risk mitigation strategies to ensure equitable, defensible, and compliant employment actions;Identify and mitigate employee and labor relations risks by recommending and implementing policy, practice, and process improvements that strengthen compliance, reduce organizational liability, and support organizational employee engagement, and organizational effectiveness;Track and analyze employee relations trends and recommend proactive solutions to improve organizational effectiveness;Coach, lead and mentor team members to meet objectives;Recommend policy updates and process improvements to reduce organizational risk;Partner with Equity and Learning and organizational leaders to support leadership development, organizational effectiveness, succession planning, workforce engagement, and culture initiatives;Serves as a subject matter expert on employment law, labor relations, workplace investigations, HR best practices, and regulatory compliance, ensuring adherence to applicable laws, regulations, and contractual obligations;Proactively identifies retention issues, and provides timely and proper solutions;Maintain current knowledge of employment law, labor relations development, trends, best practices, regulatory requirements to ensure effective and compliant HR leadership;Provide guidance on employment law, company policies, practices and procedures;Complete additional duties assigned by your manager. You Will Need To Have Bachelor’s degree in human resources, Business Administration or related discipline or equivalent experience;5+ years of Senior-level Human Resource experience;5+ years direct Labor relations and union environment experience;5+ years of HR best practices, employee relations, regulation and compliance laws;Sound judgment, problem-solving, interpersonal, negotiation, de-escalation and conflict resolution skills;Customer-focused attitude, with high level of professionalism and discretion;Extensive experience managing complex employee relations matters, workplace investigations, performance management, corrective action, and employment law compliance;Demonstrated ability to influence, coach, and advise leaders on sensitive employee, labor, and organizational issues;Strong knowledge of federal, state, and local employment laws, collective bargaining agreements, HR best practices, and regulatory requirements;Exceptional judgment, critical thinking, conflict resolution, negotiation, and risk assessment skills;Proven ability to conduct objective investigations, analyze information, and make well-supported recommendations;Excellent verbal and written communication skills;Strong organizational and time management skills, with the ability to manage multiple priorities and complex issues in a fast-paced environment;High level of professionalism, discretion, and ability to handle confidential and sensitive information. It Will Be Great If You Have Experience working with UKG Pro;SHRM-CP, PHR or equivalent HR certification. Salary Range $89,356.91 to $103,589.15 Benefits Fully Paid Medical, Dental and Vision;18 days PTO, 15 Sick days, 9 holidays, 1 floating holiday, 2 personal daysEnd of the year winter break; mid-year summer break and earned paid longevity sabbaticalEmployer Funded Defined Contribution Pension Plan and 401(k) options with company match;Fitness, cell phone, internet and furniture stipends. Statement of Affirmative Action ... (remove) We need to format Benefits as list. Let's extract benefits items: - Fully Paid Medical, Dental and Vision - 18 days PTO - 15 Sick days - 9 holidays - 1 floating holiday - 2 personal days - End of the year winter break - mid-year summer break - earned paid longevity sabbatical - Employer Funded Defined Contribution Pension Plan and 401(k) options with company match - Fitness, cell phone, internet and furniture stipends We need to split correctly: The text: "Fully Paid Medical, Dental and Vision;18 days PTO, 15 Sick days, 9 holidays, 1 floating holiday, 2 personal daysEnd of the year winter break; mid-year summer break and earned paid longevity sabbaticalEmployer Funded Defined Contribution Pension Plan and 401(k) options with company match;Fitness, cell phone, internet and furniture stipends." There's missing punctuation but we can parse. We'll create list items. Now schedule: - In-Office Requirements: up to 10% presence at Downtown Seattle headquarters - Standard business hours Monday–Friday, 8:30 a.m.–5:00 p.m. - Remote Work Eligibility: available only to individuals residing in Washington State; final approval determined through management review process. - Category: Full-Time, FLSA Exempt, Regular, Non-Union (maybe include) - Physical Requirements: Must be able to perform tasks that may require prolonged periods of sitting or standing, with or without reasonable accommodation. We'll put these in Schedule section as list. Now About the role: combine Who We Are and About The Position paragraphs. We'll produce

  About the role

  ... combined ...

  Responsibilities: list from "You Will Serve as the lead HR partner..." We'll split by semicolons? Each sentence ends with semicolon or period. We'll create list items for each major duty. Let's extract duties: 1. Serve as the lead HR partner for complex employee relations matters, including employee complaints, workplace conflicts, conduct concerns, policy violations, and performance concerns, ensuring fair, consistent and legally compliant outcomes 2. Partners with leaders to conduct thorough, impartial, objective and timely workplace investigations involving employee misconduct, harassment, discrimination, retaliation, policy violations, and other sensitive concerns. Oversees investigative findings, recommendations, and supporting documentation 3. Partner with leaders to proactively address employee relations concerns, resolve workplace conflicts, and implement effective solutions that promote accountability, engagement, and a positive employee experience 4. Provide expert coaching and consultation to leaders on performance management, employee conduct, corrective action, progressive discipline, documentation, and difficult workplace conversations 5. Lead grievance management efforts, including investigating complaints, interpreting contract provisions, developing response strategies, and supporting resolution processes in partnership with leadership and union representatives 6. Participate in labor-management meetings and foster productive working relationships with union representatives 7. Interpret and apply organizational policies, procedures, employment laws, and collective bargaining agreements 8. Advise leadership on just cause principles, due process, and disciplinary decision-making, and risk mitigation strategies to ensure equitable, defensible, and compliant employment actions 9. Identify and mitigate employee and labor relations risks by recommending and implementing policy, practice, and process improvements that strengthen compliance, reduce