Human Resources Business Partner

Our Commitment to Equity

The Y actively promotes a culture free from bias and injustice. We are dedicated to removing institutional and systemic barriers that result in oppression and racism. We will be accountable to marginalized communities for creating equitable and sustainable environments where social justice is woven into every facet of our programs, and by caring for our communities in a culturally versatile and respectful manner.

Works in an internal consultative role to align the human resources function with the broader strategies and objectives of the organization. Helps to develop and implement better practices involving the management of people. Builds relationships with business units so that the human resources function is integrated into business operations. Has knowledge of both human resources and operations functions of the organization in order to ensure that all areas are represented in business decisions.

This is a full-time, hybrid position with expected hours of Monday‑Friday 8:30am‑5pm with occasional evenings and weekends required as needed.

• Membership to the YMCA of Greater Seattle for you and your household
• Medical, Dental, Vision, and Life insurance
• Retirement with generous employer contributions
• Free access to mental health resources
• Rapidly accruing paid time off (PTO)
• Discounts on qualifying YMCA of Greater Seattle childcare, day camp, overnight camp and outdoor leadership programs. 25% for part‑time staff, 50% for full‑time staff.
• Some benefits only available to full‑time staff

Hiring Range: $83,000‑87,000/annually.

Team Leadership
:
Directly manage and mentor Associates and Generalists, guiding their learning and growth in all aspects of business partnership.

Lead Strategic Partnership
:
Collaborate with business executives, leaders, and teams to develop strategies that drive productivity and growth. Ensure that HR initiatives are aligned with overall business objectives.

Lead Work Environment Enhancement
:
Design and implement strategies to create a work environment where employees can thrive, enjoy their roles, and pursue growth opportunities.

Lead Policy Development
:
Research and develop HR policies and technical solutions that support employee initiatives and achieve organizational goals.

Conduct and Continuously Improve Recruiting, Hiring and Onboarding
:
Work closely with Recruiter to build robust pipelines of diverse and skilled candidates. Ensure hiring process is smooth, efficient and meets the needs of both hiring managers and candidates. Work closely with the Onboarding Administrator to bring new hires into the organization with all information, certifications and documentation needed for compliance and organizational success.

Consultation and Mentorship
:
Act as a counselor, mentor, and consultant to business leaders, translating business requirements into effective HR initiatives and programs.

Performance Analysis
:
Analyze performance metrics, including employee retention and experience data, to identify areas for improvement and drive enhancements.

Policy and Practice Guidance
:
Serve as expert on Employee Handbook policies and Human Resources practices; develop and conduct relevant training and respond to all questions, referring staff to specialty teams as needed.

Issue Resolution
:
Collaborate with department managers to address and resolve workspace and employee relations issues, including corrective action and conflict resolution.

Compensation and Rewards
:
Work closely with Total Rewards to develop and implement employee rewards and compensation policies, including salary increments and bonuses, to ensure competitiveness and fairness.

• Responsible for Managing and overseeing specific employees, ensuring they meet organizational standards and objectives while adhering to company policies. Directly managing the day‑to‑day performance of staff, hiring, monitoring workflows, addressing performance issues and employee concerns.
• Responsible for ensuring staff are properly screened, trained, supervised and held accountable to the organization’s abuse risk…