HR Business Partner

MG2 is seeking a talented HR Business Partner to join our Seattle office in our HR Team!

At MG2, we value our employees with great benefits and worthwhile programs. We are proud of the many initiatives at MG2 such as our focus on Sustainability, our passion for Equity, Diversity & Inclusion, and our fifty-year anniversary celebration. We promote MG2 culture firmwide and within each of our offices through bi-weekly all-office meals, monthly recognition, happy hours, summer events, and an end of year Holiday Party to celebrate our accomplishments.

People make the place at MG2 – Join our growing firm today!

As our HR Business Partner, you will partner with our Client Programs Market acting as a consultant for leadership on all issues related to Human Resources. You will be supporting our largest market, Client Programs, that strategically creates client programs that responds to the complex needs of national and global building curriculums. This is a highly visible and highly impactive role.

You should be a proactive communicator and change agent, know how to ‘manage up’, and be someone who can successfully balance employee needs with business objectives to create timely integrated solutions. To thrive you must have entrepreneurial thinking, a quick paced workstyle, and an interest in learning the Architectural business to partner with your Market.

• Consult and support business leaders on strategic workforce planning and engagement; change management; employee relations, conflict resolution & mediation, coaching, performance management; compensation planning; employee, team, and leadership development; succession and career management; recruitment strategies, onboarding / offboarding and talent planning.
• Coach and advise leaders on team, studio, and organizational performance and development.
• Partner with HR team, including recruiting to create, deliver, and innovate process improvements, policies, procedures, and other HR initiatives. Utilize data driven decision making to deliver transformational HR services.
• Coach, empower and mentor HR department. Simplify, standardize and automate processes where possible. Provide support, encouragement and guidance on best practices, recommended business approaches, process and department changes, and new tools.
• Develop a strong understanding of leadership, the markets, operational teams, hierarchy, the architectural delivery process, and MG2’s culture / workstyle to best identify process improvements and areas where HR can align strategically with business to accomplish goals.
• Employee Relations :
  Provide guidance, direction, and facilitate employee relations issues for client groups. Build consultative, collaborative relationships at all levels, and assist in strategic HR discussions with managers and leaders.
• Collaborate and advise in recruiting matters concerning background checks, credit checks, making FLSA assessments / determinations, rescinding offers, process improvement and best practices, and provide guidance and clarity to HR team members.
• Oversee candidate compensation offer process, approves offers, and appropriate benefit package of new hires in assigned markets. Provide guidance and oversight on rescinding offers, as needed.
• Prepare and approve spot bonuses, oversee and approve recruiting referral bonus amount and licensure bonus amounts in conjunction with market leads, HR Coordinator, and Payroll.
• Conduct internal investigations, provide guidance and assist with disciplinary actions including performance improvement plans and involuntary terminations. Move issues to resolution quickly.
• Oversee preparation of separation documents, partners with Payroll & Benefits and HRG to prepare and pay separation pay packages as appropriate. May liaison with 3rd party legal representation, and or other support resources to help resolve employee matters of significance, as necessary.
• HR Operations :
  Support key department ROB processes such as the mid and annual performance management cycle, goal setting, employment law compliance, policy development and updates, compensation survey reviews, leveling, and new salary range evaluations.
• Develops, oversees and maintains HR content of internal and external HR communications, including internal intranet, memos, reports and dashboards.
• Provide general HR Coordinator onboarding guidance in conjunction with Shared Services coordinator. Oversees and approves HR Coordinator life cycle change form processing.
• Oversee HR Generalist processing for employees and managers through leaves of absence, FMLA, state leave, STD, LTD, and workers’ comp claims and provide process support and general guidance.
• Oversee HR Generalist compliance reporting, reporting and audits.
• Act as liaison between the firm and immigration lawyers for temporary employment visas and PERM applications, as needed.
• May support mergers and acquisitions integration, as needed.
• Partner with Payroll & Benefits on HRIS tracking and…