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senior hr business partner

SoFi

<div><div><div><h3 class="jobSectionHeader">Description</h3>
Position at SoFi
<div><div>Employee Applicant Privacy Notice

Who we are:
<div>
Shape a brighter financial future with us.

Together with our members, we&rsquo;re changing the way people think about and interact with personal finance.

We&rsquo;re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we&rsquo;re at the forefront. We&rsquo;re proud to come to work every day knowing that what we do has a direct impact on people&rsquo;s lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world.
</div></div>
The Role

The Senior People Business Partner at SoFi is a trusted business partner and an objective resource and advocate for the business and the employee population. In this critical role on our people team, you will partner with the Sofi Technology Teams to lead and influence while solving complex problems in a scalable way.

What you&rsquo;ll do:
<ul>
<li>Serve as a trusted business partner to advise and influence leaders to create measurable and actionable plans, especially in a fast-paced environment.</li>
<li>Be an objective resource and advocate for the business and the employee population</li>
<li>Change management - support organizational change initiatives by advising leaders on communications, transitions, and engagement strategies to minimize disruption.</li>
<li>Support HR due diligence, workforce integration, and communication planning for any re-orgs, acquisitions, or transitions.</li>
<li>Manage employee relations issues with discretion and finesse while coaching and facilitating feedback</li>
</ul><ul><li>Utilize your HR knowledge to influence within the areas of organizational design and development, compensation, performance management, employee engagement, employment law, employee relations, inclusion, training &amp; employee development, immigration, systems, and tools</li>
<li>Use people analytics, organizational health routines, and other data sources to drive decisions</li>
<li>Demonstrate discretion and strong judgment leading to positive outcomes</li>
<li>Serve as a culture driver, living the SoFi values, and amplifying the local office environment</li>
<li>Build strong relationships with all stakeholders</li>
<li>Partner closely with People Team centers of excellence (CoEs) to best support the business and drive strategic initiatives</li>
</ul>
What you&rsquo;ll need:
<ul>
<li>8+ years as an HR Business Partner with specific HR knowledge in organizational design and development; compensation; performance management; employee engagement; employment law; employee relations; inclusion; training &amp; employee development; immigration; systems and tools</li>
<li>BA/BS degree in Human Resources, Business or a related field or equivalent work experience</li>
<li>Proven ability to lead and influence all levels within the organization</li>
<li>Experience building strong rapport and relationships in a distributed workforce with the ability to adapt to various styles and situations, tailoring message to all levels and audience while breaking down barriers while using discretion</li>
<li>Skilled business acumen; a quickness in understanding and dealing with risks and opportunities in business situations leading to successful outcomes</li>
<li>Experience as a Leadership Coach; developing leaders, influencing action and accountability and connecting stakeholders with varying interests</li>
<li>The ability to solve complex problems in a scalable way</li>
<li>Agility; the ability to be flexible, adaptable and resilient</li>
<li>Strong communication skills: written and verbal</li>
<li>Have a strong sense of accountability, and proven track record of results</li>
</ul>
Nice to have:
<ul>
<li>Experience in a tech or financial services organization</li>
<li>Experience supporting engineering and/or product organizations</li>
<li>PHR or SHRM-CP certifications</li>
<li>HRIS and Workday experience</li>
</ul><div><div>Compensation and Benefits</div>
<div>The base pay range for this role is listed below. Final base pay offer will be determined based on individual factors such as the candidate&rsquo;s experience, skills, and location.</div>
<div></div>
<div>To view all of our comprehensive and competitive benefits, visit our Benefits at SoFi page!</div>
<h5 class="jobSectionHeader"><div><div>Pay range: $108,800.00 - $204,000.00</div><div>
Payment frequency: Annual</div><div>
This role is also eligible for a bonus, long term incentives and competitive benefits. More information about our employee benefits can be found in the link above.</div></div><div> 
</div> 
<div></div>SoFi provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth and related medical conditions, breastfeeding, and conditions related to breastfeeding), gender, gender identity, gender expression, national origin, ancestry, age (40 or over), physical or medical disability, medical condition, marital status, registered domestic partner status, sexual orientation, genetic information, military and/or veteran status, or any other basis prohibited by applicable state or federal law.</h5>
<h5 class="jobSectionHeader">The Company hires the best qualified candidate for the job, without regard to protected characteristics.</h5>
<h5 class="jobSectionHeader">Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.</h5>
<h5 class="jobSectionHeader">New York applicants: Notice of Employee Rights<div>
. PDF File
</div></h5><h5 class="jobSectionHeader">SoFi is committed to an inclusive culture. As part of this commitment, SoFi offers reasonable accommodations to candidates with physical or mental disabilities. If you need accommodations to participate in the job application or interview process, please let your recruiter know or email accommodations@sofi.com.</h5>
<h5 class="jobSectionHeader">Due to insurance coverage issues, we are unable to accommodate remote work from Hawaii or Alaska at this time.</h5>
Internal Employees
<div>If you are a current employee, do not apply here - please navigate to our Internal Job Board in Greenhouse to apply to our open roles.</div></div></div></div></div></div>

Senior People Business Partner

Trupanion

<div>Company Description 
Trupanion is a leading provider of medical insurance for cats and dogs in North America. Our mission is to help loving, responsible pet owners budget and care for their pets. At Trupanion, we offer a collaborative, casual, and pet-friendly environment where everyone is encouraged to be themselves. 
Job Description 
Trupanion is seeking a Senior People Business Partner to join our skilled and passionate People Operations team! In this role, you will be aligned with specific departments (business units) and play both a strategic talent partner and people relations manager role. This role entails tackling the most pressing talent opportunities and challenges at a strategic level and rolling up your sleeves to successfully partner with business leaders and their leadership team to create value for the business and our team members. You will collaborate with People Operations peers (Total Rewards, Talent Acquisition, Learning &amp; Development, HR Operations) to support our team members throughout their journey at Trupanion.
We are looking for a thoughtful and strategic partner who can facilitate leader and team member engagement and success through trusted relationships, coaching, and problem-solving. You will ensure concerns and conflicts are managed in a manner consistent with our mission and values. You will actively support a culture of authenticity, transparency, accountability, inclusivity, and a love of pets.
This position is open to candidates in the Seattle area. You will have a hybrid remote/in-office schedule where you will work from our casual, pet-friendly office at least 3 days a week.
Responsibilities:<ul><li>
Build and maintain trusting and effective relationships with team members and leaders by addressing their most urgent needs.</li><li>
Provide inclusive thought leadership on organizational and people related strategy and execution; align support and people solutions to achieve business objectives and act as a liaison between the business and People Operations to ensure HR services and solutions are aligned with internal client needs.</li><li>
Understand the business priorities and strategy and identify opportunities to increase alignment with the strategy by helping business leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes.</li><li>
Lead talent reviews and drive the creation and management of development plans for the department with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce to ensure succession bench strength.</li><li>
Diagnose gaps and deploy actions to resolve gaps, including organization redesign, process change, coaching and training.</li><li>
Use data to measure success: analyze trends and propose actions and solutions to further support business objectives, workforce planning, and succession management.</li><li>
Review key business performance targets and their related talent implications with business leaders.</li><li>
Identify and drive the sharing of best practices across functions to facilitate continuous improvement, including with People Business Partner team.</li><li>
Coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective verbal and written (performance warnings) performance feedback to develop team members and improve performance.</li><li>
Partner with Learning &amp; Development team to create and implement appropriate employee training and manage its delivery.</li><li>
Foster strong employee engagement and retention by keeping a pulse on engagement through interactions in the business and by leading the assessment of engagement surveys results/comments and driving action planning to improve the Trupanion experience for team members and drive business results.</li><li>
Lead people relations including managing and resolving sensitive and confidential investigations within the departments you support.</li><li>
Provide expert advice and coaching to team members directly, as appropriate.</li><li>
Partner with Leave of Absence Specialist as needed to ensure LOAs and accommodation requests are managed appropriately and in accordance with company and legal requirements.</li><li>
Ensure Trupanion policies and practices are compliant with HR employment and SOX regulations and procedures; keep up to date with employment law in various countries, ensuring policies are reviewed and updated regularly.</li><li>
Lead and manage various projects and initiatives from conception to execution.</li></ul>
Trupanion is continually growing and innovating, so you should be comfortable (and thrive!) in a dynamic environment. We are building many programs and processes from scratch and looking for team members skilled in doing just that.
Qualifications:<ul><li>
Bachelor&rsquo;s degree &ndash; concentrations in business, human resources, or other related fields OR equivalent experience required</li><li>
Human Resources professional certification (PHR/SPHR/GPHR, CHRP, or similar programs) a plus</li><li>
10+ years in Human Resources working in an HR Business Partner role or HR Generalist role</li><li>
8+ years partnering with business leaders to lead talent management and execution of talent/HR strategy</li><li>
8+ years leading and managing employee relations - coaching, advising, and leading investigations and conflict resolution</li><li>
Experience working in a complex and evolving work environment with expertise in guiding effective organizational change</li><li>
Experience coaching on performance management and corrective discipline</li><li>
Experience working with both exempt and non-exempt workforce preferred</li><li>
Experience with employment compliance and familiarity with employment regulations in the US including understanding accommodation and leave processes</li><li>
International employment compliance experience a plus</li></ul>
Skills:<ul><li>
Effective team player and networker with ability to work and coach at all levels of the organization and to develop trusted partnerships with key business leaders</li><li>
Strong partnership skills and the ability to influence aligned department or functional leader</li><li>
Strong talent management acumen with clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy as well as deep knowledge of HR policies, processes (e.g., workforce planning and talent management) and talent management practices</li><li>
Ability to identify new ways for HR to support the business strategy and develop clear, actionable steps in support of the overall business strategy</li><li>
Ability to synthesize large quantities of quantitative and qualitative data, recognize trends, tie back to business priorities and develop recommendations based on data analysis</li><li>
Strong interpersonal, communication, problem solving and customer service skills</li><li>
Flexibility and resiliency; ability to move, and grow at the pace of our business and react with a sense of urgency with the ability to reprioritize/recalibrate to successfully deliver on commitments and projects</li><li>
Competence in conflict resolution using discretion and good judgment to resolve sensitive team member issues; demonstrated integrity and ethics in handling confidential information</li><li>
Adept project management skills; ability to lead and collaborate to drive ideas from concept to execution</li><li>
Analytical and critical thinking skills with the ability to both think strategically and be tactically effective with a willingness to jump in to help execute</li><li>
Demonstrated knowledge of Human Resources practices/processes, policies and employment laws, both US federal, state and Canadian federal and provincial requirements</li></ul>
Compensation:<ul><li>
The salary range for this position is $87,500 - $110,000 on a full-time schedule</li><li>
Along with the base salary, Trupanion employees may be eligible for monthly bonuses.</li><li>
We want all employees to be invested in Trupanion&rsquo;s success, so we grant Restricted Stock Units to all new team members. Our new hire grants vest over 4 years.</li></ul> 

Additional Information<div></div> 
Benefits and Perks:<ul><li>
Full medical, dental, and vision benefits at no cost to the employee</li><li>
Four weeks of paid time off and 9 paid float holidays (you can decide which days are most important to you!)</li><li>
Five-week sabbatical after five years of employment</li><li>
Open, casual, pet-friendly, and fun office environment</li><li>
Free medical health insurance for your pet (1 dog or cat)</li><li>
Paid time off to volunteer at nonprofit organizations</li><li>
Seattle Office Amenities: Free on-site gym, free dog walking services for office pets during business hours, free parking, and paid ORCA cards.</li></ul>
For more information about Trupanion, visit https://trupanion.com/about
Learn more about how Trupanion has revolutionized our industry and the reimbursement model: https://www.youtube.com/watch?v=vdWZ4KHiPTQ
Trupanion is an equal-opportunity employer and embraces diversity. We are committed to building a team that represents a variety of backgrounds, abilities, perspectives, and skills.
We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodations.</div>

Sound Transit

<div>Salary range is $87k to $191k, with a midpoint of $139k. New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market.

Sound Transit also offers a competitive benefits package with a wide range of offerings, including:
<ul>
<li>Health Benefits: We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.</li>
<li>Long-Term Disability and Life Insurance.</li>
<li>Employee Assistance Program.</li>
<li>Retirement Plans: 401a &ndash; 10% of employee contribution with a 12% match by Sound Transit; 457b &ndash; up to IRS maximum (employee only contribution).</li>
<li>Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.</li>
<li>Parental Leave: 12 weeks of parental leave for new parents.</li>
<li>Pet Insurance discount.</li>
<li>ORCA Card: All full-time employees will receive an ORCA card at no cost.</li>
<li>Tuition Reimbursement: Sound Transit will pay up to $5,000 annually for approved tuition expenses.</li>
<li>Inclusive Reproductive Health Support Services.</li>
<li>Compensation Practices: We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you&rsquo;ll find that we provide work-life balance, opportunities for professional development and recognition from your colleagues.</li>
</ul>
This is a Term-Limited position with an anticipated duration of 36 months.

This posting may be used to fill multiple vacancies.

GENERAL PURPOSE:

Under the general direction of the Deputy Director of HR Strategic Impact &amp; Improvement, this position will serve as a consultative business partner to assigned business groups. The role will be responsible for leveraging HR knowledge and experience to assess human capital needs in alignment with business objectives and to deliver effective HR solutions. Areas of HR support include, but are not limited to, talent and organizational effectiveness management, total rewards, policy administration, performance management, employee and labor relations, culture and engagement, and leadership and team effectiveness. This position may also serve as a back up to the Deputy Director of HR Strategic Impact &amp; Improvement. 
 
ESSENTIAL FUNCTIONS: 
The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.
<ul>
<li>Supports key stakeholders and senior leaders in implementing a variety of HR priorities and programs for assigned client groups.</li>
<li>Contributes to a culture of diversity, equity, and inclusion in alignment with Sound Transit&rsquo;s Equity &amp; Inclusion Policy.</li>
<li>Create, drives, and executes HR priorities for clients, including talent planning and management.</li>
<li>Provides feedback from clients and HRBP team to assist HR Partners in developing HR programs, policies, and practices.</li>
<li>Collaborates with Learning &amp; Development (L&amp;D) team to develop training content and facilitates training sessions for managers and employees.</li>
<li>Enhances talent and organizational effectiveness of assigned client groups.</li>
<li>Collaborates with Labor Compliance to gather, collect, and maintain documents and records required for union information requests, investigations, and negotiations.</li>
<li>Analyzes data to identify potential trends, address concerns with management, and recommend improvements to the work environment.</li>
<li>Takes a proactive approach with client groups to anticipate, assess, and deliver HR solutions aligned with business needs, providing guidance as necessary.</li>
<li>Provides timely and effective advice on HR-related matters to employees and managers including interpreting and applying Agency policies and procedures.</li>
<li>Partners with management to implement HR programs within their respective areas.</li>
<li>Partners with HR functional areas and legal counsel, as needed to resolve internal customer issues.</li>
<li>Acts as a change agent to support integration efforts and drive cultural change.</li>
<li>Remains up to date on state and federal employment laws and regulations.</li>
<li>Serves as consultant to employees and managers on a wide range of issues, including training needs, underperformance, policy interpretation, career development, conflict management, and other factors impacting productivity and morale.</li>
<li>Manages employee relation concerns while adhering to Agency, HR, and legal policies; conducts thorough and confidential investigations in response to formal complaints.</li>
<li>Drives the resolution of issues in collaboration with legal partners and other HR functions (e.g., Talent Acquisition, Total Rewards).</li>
<li>Identifies opportunities to reduce employee relations issues within client groups.</li>
<li>Ensures business groups are trained on the Agency's employment-related policies as required by law.</li>
<li>Assists managers in developing position descriptions and conducting job evaluations in order to ensure proper FLSA and pay classification.</li>
<li>Collaborates with Total Rewards to review and recommend promotional increases, equity adjustments, market class adjustments, and other process changes.</li>
<li>Supports Total Rewards with leave policies and programs for assigned client groups, including FMLA, LTD, STD, and Workers' Compensation.</li>
<li>Ensures integrity and timely maintenance of all personnel paperwork and records within the department.</li>
<li>Supports the development and implementation of talent management initiatives and programs, including career development/succession planning, employee development, employee engagement and experience, leadership development, performance management, and workforce planning for assigned business groups.</li>
<li>Consults with managers to identify employee development needs.</li>
<li>Facilitates the annual performance management process for assigned business groups.</li>
<li>Coaches functional management to enhance people management skills and accountability, thereby improving employee and manager engagement.</li>
<li>Acts as an employee champion and identifies trends to help inform and support management in building an effective culture.</li>
<li>Leverages data to influence recommendations and gain support from client stakeholders for HR initiatives and specific client inquiries.</li>
<li>Partners with management to identify, develop, and manage talent and workforce plans for assigned groups.</li>
<li>Informs and implements change and readiness plans, including communication plans that enable the successful launch of business-specific programs or processes.</li>
<li>May serve as a back up to the Deputy Director of Strategic Impact &amp; Improvement.</li>
<li>Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.</li>
<li>Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit&rsquo;s Equity &amp; Inclusion Policy.</li>
<li>It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.</li>
<li>It is the responsibility of all employees to integrate sustainability into everyday business practices.</li>
<li>Other duties as assigned.</li>
</ul>
MINIMUM QUALIFICATIONS:

Education and Experience: Bachelor's degree in Human Resources or a related field. Five years of HR primarily with generalist HR responsibilities or in a Business Partner role with strong employee relations experience; OR an equivalent combination of education and experience.

Preferred Licenses or Certifications:
<ul>
<li>SHRM certification preferred.</li>
</ul>
Required Knowledge and Skills:
<ul>
<li>Microsoft Office Suite.</li>
<li>Advanced principles, practices and standards of human resources administration in assigned areas.</li>
<li>Pertinent federal, state, and local laws, codes, and regulations and compliance.</li>
<li>Broad understanding of HR principles and practices.</li>
<li>Customer service methods and techniques.</li>
<li>Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.</li>
<li>English usage, spelling, grammar, and punctuation.</li>
<li>HRIS systems application.</li>
<li>Exceptional customer service, establishing and maintaining effective working relationships with other division staff, management, vendors, outside agencies, community groups, and the general public.</li>
<li>Maintaining a high degree of discretion, confidentiality, and integrity.</li>
<li>Multi-tasking in a fast-paced environment and to work independently or as part of a team.</li>
<li>Working effectively under pressure, meet deadlines, and adjust to changing priorities.</li>
<li>Excellent written and verbal communication, communicating with tact and diplomacy.</li>
<li>Ability to demonstrate sound judgment on employment related matters.</li>
<li>Strong follow through.</li>
<li>Advanced computer skills.</li>
<li>Strong research, analytical, and problem solving skills.</li>
<li>Capability to lead project team members that are not direct reports.</li>
<li>Ability to balance the needs of both management and employees.</li>
<li>Ability to make effective small and large group presentations.</li>
<li>Ability to take initiative.</li>
<li>Excellent organizational skills.</li>
<li>Accuracy and attention to detail.</li>
</ul>
Physical Demands / Work Environment:
<ul>
<li>Work is performed in a hybrid office environment.</li>
<li>The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.</li></ul> 
 
Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities 
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

Senior Human Resources Business Partner (Term-Limited)

Teague

<div>
 
 WHO WE ARE:
 
 
 
 Teague is an independent design consultancy that combines technology expertise with a deep understanding of human behavior to design what&rsquo;s next for companies in automotive, commercial aviation, smart cities and infrastructure, advanced mobility, technology, space, and defense. On any given day, you might be prototyping a new space station, designing cutting-edge technology, or traveling around the world conducting research. We are approaching our one-hundred-year anniversary and are proudly employee-owned. Our culture fosters collaboration, accountability, and stability&mdash;because when we succeed,
 
 we all win
 
 . Come be a part of something bigger than just a job&mdash;build your career with an employee-owned company that invests in you!
 
 
 
 ABOUT THE ROLE:
 
 
 
 The HRBP/Generalist is a trusted advisor to employees and managers, supporting the full employee lifecycle while helping to drive Teague&rsquo;s ownership culture. This role blends hands-on HR expertise with a business partner mindset, working closely with the Director of People Operations, leaders and teams to ensure people practices are strategic, compliant, and aligned with our values.
 
 
 
 TRAVEL REQUIREMENTS:
 
 
 
 The HRBP/Generalist is a hybrid role required to travel to multiple Teague office locations (Seattle, Everett, WA) and work from in office 2-3 days per week.
 
 
 
 WHO YOU ARE:
 
 
 
 You&rsquo;re the kind of person who thrives on being both a
 
 strategic partner
 
 and a
 
 hands-on problem solver
 
 . You don&rsquo;t wait to be asked&mdash;you anticipate needs, take initiative, and step in wherever support is needed. You balance empathy with pragmatism, bringing a steady presence to complex people situations.
 
 
 <ul>
 <li>
 You are curious, self-motivated, and energized by growth&mdash;your own, the team&rsquo;s, and the organization&rsquo;s.
 </li>
 <li>
 You enjoy the balance of strategy and execution: one day you&rsquo;re designing a process improvement or analyzing engagement data, the next you&rsquo;re coaching a manager through a tough conversation.
 </li>
 <li>
 Collaboration energizes you&mdash;you enjoy building strong partnerships with employees, managers, and executives to drive alignment and shared outcomes.
 </li>
 <li>
 You have a people-first mindset and understand how to champion inclusion, equity, and ownership culture while meeting business priorities.
 </li>
 <li>
 An entrepreneurial and solutions-oriented style&mdash;you see opportunities where others see challenges and approach ambiguity with confidence and adaptability.
 </li>
 <li>
 You value integrity, transparency, and trust&mdash;you know HR is a role where credibility matters, and you model professionalism in every interaction.
 </li>
 <li>
 An innovative thinker and continuous learner&mdash;you leverage modern tools, including HRIS and emerging AI technologies, to create efficiency and impact.
 </li>
 <li>
 Open-minded and resilient, you welcome diverse perspectives and can navigate change with composure while helping others do the same.
 
 
 </li>
 </ul>
 
 WHAT YOU&rsquo;LL DO:
 
 
 
 OWNING
 
 
 <ul>
 <li>
 Acts as a trusted by taking accountability for employee relations, performance management, compliance, and follow-through on HR initiatives.
 </li>
 <li>
 Safeguard employee trust and confidentiality while modeling Teague&rsquo;s ownership culture and values.
 </li>
 <li>
 Navigate complex employee relations and organizational changes with resilience, persistence, and professionalism under pressure.
 </li>
 <li>
 Build strong, trust-based relationships by tailoring communication, modeling optimism, and fostering an inclusive and supportive workplace.
 </li>
 <li>
 Provide fair, consistent, and confidential counsel while balancing competing priorities and driving initiatives through to resolution.
 
 
 </li>
 </ul>
 THINKING
 
 
 <ul>
 <li>
 Align HR practices and performance management processes (including Teague&rsquo;s Pillars of Performance) with broader business goals to support a creative, consulting-driven environment.
 </li>
 <li>
 Leverage data and insights such as engagement surveys and turnover trends to guide decision-making and advise leaders with clarity.
 </li>
 <li>
 Identify opportunities to improve HR processes and employee experiences, championing modern tools (e.g., Paylocity, LinkedIn Learning) to drive efficiency and growth.
 </li>
 <li>
 Stay current on employment laws, compliance requirements, and industry trends to ensure Teague remains competitive and compliant.
 </li>
 <li>
 Apply rigorous problem-solving by balancing creativity with precision, delivering HR solutions that are innovative, practical, and well-grounded.
 
 
 </li>
 </ul>
 DOING
 
 
 <ul>
 <li>
 Apply deep HR expertise across operations, benefits, HRIS systems (e.g., Paylocity), and compliance to ensure accuracy, efficiency, and organizational effectiveness.
 </li>
 <li>
 Coach managers on employee development, effective feedback, and conflict resolution while aligning HR programs with organizational culture and values.
 </li>
 <li>
 Communicate HR strategies and insights with clarity, leveraging data such as engagement surveys and turnover trends to influence leaders and drive alignment.
 </li>
 <li>
 Uphold the highest standards of compliance, integrity, and equity while reinforcing Teague&rsquo;s ESOP culture and commitment to inclusion.
 </li>
 <li>
 Balance employee advocacy with business priorities in a consulting and creative environment, building credibility and trust at all levels.
 
 
 </li>
 </ul>
 
 WHAT YOU BRING:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business, or related field&mdash;or equivalent experience.
 </li>
 <li>
 3&ndash;5 years of progressive HR experience, ideally in a generalist or business partner role.
 </li>
 <li>
 Proficiency with HRIS platforms. Paylocity preferred but not required.
 </li>
 <li>
 Strong understanding of employment law, compliance, and HR best practices.
 </li>
 <li>
 Excellent interpersonal, coaching, and problem-solving skills.
 </li>
 <li>
 Proficiency in Microsoft Office Suite and Google Workspace tools.
 </li>
 <li>
 Ability to leverage AI tools and technologies to enhance efficiency and streamline HR processes.
 </li>
 <li>
 HRCI/SHRM Certification (preferred but not required).
 
 
 </li>
 </ul>
 
 WHY YOU&rsquo;LL LOVE WORKING HERE:
 
 
 
 <ul>
 <li>
 Creative Environment &ndash; Work with a talented and passionate team.
 </li>
 <li>
 Growth-Oriented &ndash; We support professional development and skill-building (add more details about what we offer here).
 </li>
 <li>
 Collaborative Culture &ndash; We value diverse perspectives and ideas.
 </li>
 <li>
 Impactful Work &ndash; Shape the future of design and create meaningful experiences.
 </li>
 <li>
 A Team That Cares &ndash; We believe great work comes from happy, inspired people.
 
 
 </li>
 </ul>
 The salary range for this job in most US geographic locations is $90,000 - $110,000
 
 
 Note: This job posting provides a general overview of the role and is not meant to represent a comprehensive list of all responsibilities, duties, or required skills.
 
 
 
 OUR COMMITMENT:
 
 
 
 At Teague, we believe that diversity fuels creativity, equity drives opportunity, inclusion fosters belonging, and accessibility makes innovation truly universal. We are committed to creating an environment where everyone&mdash;regardless of background, identity, or lived experience&mdash;feels valued, heard, and empowered.
 
 
 We actively:
 
 
 <ul>
 <li>
 Educate &ndash; Continuously learn and grow through focused training and resources.
 </li>
 <li>
 Celebrate &ndash; Honor diverse voices, perspectives, and contributions.
 </li>
 <li>
 Take Action &ndash; Prioritize inclusivity in our work, approach to hiring, and team culture.
 
 
 </li>
 </ul>
 We are stronger together, and we welcome candidates who share our passion for designing a more inclusive and equitable future.
 
 
 
 WHY JOIN US?
 
 
 
 At Teague, we believe in fostering an environment where everyone thrives. Here's what makes us unique:
 
 
 <ul>
 <li>
 We create new ways of working to drive innovation and adaptability.
 </li>
 <li>
 We trust one another, empowering collaboration and autonomy.
 </li>
 <li>
 We never stand still, embracing growth and continuous learning.
 </li>
 <li>
 We champion new ideas and perspectives, valuing creativity and fresh thinking.
 </li>
 <li>
 We celebrate our differences and foster an inclusive culture of belonging.
 </li>
 <li>
 We engage across diverse projects that challenge and inspire.
 </li>
 <li>
 We encourage work/life integration, promoting balance and well-being.
 
 
 </li>
 </ul>
 
 WHAT WE OFFER:
 
 
 
 At Teague, we value diversity, equity, and inclusion. We search the globe to find and attract top talent from diverse backgrounds and value unique perspectives and experiences.
 
 
 
 Join an Employee-Owned Company!
 
 As an Employee Stock Ownership Plan (ESOP) company, every team member is an owner, sharing in our success and future growth. Our ESOP fosters a culture of collaboration, accountability, and long-term stability&mdash;because when we succeed, we all win together.
 
 
 We offer a comprehensive compensation and benefits package that rewards you based on performance and recognition for the value you bring to Teague. Individual salaries within this range are determined through various factors, including but not limited to education, experience, knowledge, skills, and geography. In addition, our comprehensive Total Rewards package includes employer-provided Short &amp; Long-Term Disability and Life/AD&amp;D insurance, competitive dental and medical plans with a Health Savings Account option, Flexible Spending Accounts, 401k, and Parental Leave. We also offer voluntary benefits for vision, additional life, additional AD&amp;D, accident &amp; injury, critical illness, identity theft protections, legal and long-term care. Additionally, employees enjoy discounts on pet insurance and access to HealthCare Bluebook. As part of our comprehensive benefits package, full-time employees start by accruing 4 weeks of paid time a year (prorated for part-time hires) and 10 paid holidays throughout the fiscal year. On-Call or Temporary employees accrue 1hr of PTO for every 30hrs worked.
 
 
 We are a Washington State-based company. All employees must reside in Washington (unless otherwise noted for specific roles) and be able to access one of our studio locations in the greater Seattle area.
 
 
 Teague is an EEO/AA employer. Qualified applicants will be considered for employment without regard to race, color, religion, sex, age, sexual orientation, gender identity, disability, or protected veteran status.
</div>

Human Resources Business Partner (HRBP)/Generalist

Boeing

<div>At Boeing, we innovate and collaborate to make the world a better place. We&rsquo;re committed to fostering an environment for every teammate that&rsquo;s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.
The Boeing Company is currently seeking a Senior Human Resources Specialist to support our Enterprise Human Resources Mergers and Acquisitions (M&amp;A) team.
The successful candidate will have prior M&amp;A deal experience and partner with Human Resources (HR) functions, Corporate Development, Labor Relations, Law, Finance, business leaders and external consultants to provide strategic alignment, guidance and manage the overall HR end to end life cycle for M&amp;A transactions.
This position can be based in Seattle, WA; Everett, WA; Renton, WA; Seal Beach, CA; Mesa, AZ; Chicago, IL; Berkeley, MO; Plano, TX; San Antonio, TX; Houston, TX; Huntsville, AL; North Charleston, SC; Arlington, VA; Ridley Park, PA; or Titusville, FL.
Position Responsibilities:<ul><li>
Partner on M&amp;A transactions on behalf of the HR Business Partner; lead the due diligence process for the HR workstream</li><li>
Monitor and update the virtual data room process and ensure that requests for data aligns with deal objectives and needs. Define and support negotiations strategy and strategic integration planning for all HR functions</li><li>
Support business operating model decisions with HR planning and alignment of HR resources; partner with business on organization and talent plans including retention, compensation and benefit decisions</li><li>
Prepare all deal documents required for corporate development</li><li>
Lead and manage detailed integration plans, project plans, timelines, and milestones, and monitor progress against these plans while proactively managing ahead to those plans through coordination with project workstream leads; Develop or ensure TSA (transition service agreements) are in place and executed on</li><li>
Develop Key Performance Indicators (KPI) and buy-in from leadership as well as accountability for achieving these key metrics</li><li>
Serve as a liaison and develop collaborative partnerships throughout HR, Finance, Law, Information Technology (IT), Communications, Corporate development and business line leaders across the enterprise to ensure process effectiveness</li><li>
Seek out and incorporate external practices with a special focus on current and emerging peer companies, identify opportunities for continuous improvement; continuously refresh and apply external viewpoint to ensure plans, programs, and communications remain suited to driving business outcomes</li><li>
Cultivate external relationships and peer company relationships</li><li>
Assist stakeholder teams with best practices for executing M&amp;A</li><li>
Project manage comprehensive HR integration plans across all HR functions, including total rewards, talent management, and HR information systems (HRIS)</li><li>
Conduct analysis of target companies&rsquo; workforce dynamics, compensation structures and benefits offerings</li><li>
Spearhead change management initiatives to support employees through transitions, ensuring a smooth adaptation process</li><li>
Develop and execute communication strategies that promote transparency and employee engagement</li><li>
Provide regular updates to leadership on HR-related aspects of the M&amp;A process, ensuring alignment and informed decision-making</li><li>
Ensure adherence to local and international labor laws and regulations throughout the M&amp;A process</li><li>
Travel as needed to support deal activities</li></ul>
Basic Qualifications (Required Skills/Experience):<ul><li>
5+ years of experience working in a Human Resources role</li><li>
5+ years of experience communicating and implementing HR programs, policies, practices, and processes</li><li>
3+ years of experience working on M&amp;A deals</li><li>
3+ year of experience in a role utilizing business acumen and linking relevant HR strategies to business outcomes</li><li>
3+ years of experience executing strategies and managing projects that promote a culture of superior customer service and exceptional employee engagement</li></ul>
Preferred Qualifications (Desired Skills/Experience):<ul><li>
Bachelor&rsquo;s Degree or Higher</li><li>
3+ years of experience partnering with leadership to design and implement plans to meet organizational objectives</li><li>
Experience in influencing and building strong relationships with stakeholders and business partners</li><li>
Experience with HRIS platforms and technology, with preferred applications experience in Workday</li><li>
Experience navigating a matrixed organization</li></ul>
Drug Free Workplace:
Boeing is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria is met as outlined in our policies.
Pay and Benefits:
At Boeing, we strive to deliver a Total Rewards package that will attract, engage and retain the top talent. Elements of the Total Rewards package include competitive base pay and variable compensation opportunities.
The Boeing Company also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health insurance, flexible spending accounts, health savings accounts, retirement savings plans, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.
The specific programs and options available to any given employee may vary depending on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.
Pay is based upon candidate experience and qualifications, as well as market and business considerations.
Summary pay range: $128,350 - $202,500 
Applications for this position will be accepted until Sept. 11, 2025 
Export Control Requirements: This is not an Export Control position. 
Relocation
Relocation assistance is not a negotiable benefit for this position.
Visa Sponsorship
Employer will not sponsor applicants for employment visa status.
Shift
This position is for 1st shift 
Equal Opportunity Employer:
Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.</div>

Senior Human Resources Specialist

Seattle Convention Center

<div>About SCC

Most people are familiar with the Seattle Convention Center (SCC) because we host a large variety of meetings, events, and conventions. That is the primary role we play &ndash; the Center provides a venue in which people gather from around the region, the nation and the world to share ideas, celebrate and learn. 


But our role goes well beyond that. The Center has a longstanding commitment to positively impact the lives of those in our region and beyond, advancing the common good. The legacy of our civic actions for the community holds as true today as it began over three decades ago. Read more about our Community Impact here. 


Employees are the heartbeat of this extraordinary service culture and contribute to our collective success in the vibrant core of downtown Seattle. 


Position Summary

The Director of Human Resources will serve as the hands-on manager and leader for Human Resources (HR) supporting our mission, vision, roadmap to execution with strategic business objectives. The successful candidate will lead, direct, and administer a wide variety of human resources programs, including employee engagement, management practices/procedures; recruitment, selection &amp; placement; compensation and benefits; employee and labor relations; training and development; and occupational health and safety. 


Essential Duties and Responsibilities include the following. Other duties may be assigned.
<ul><li>
 Lead, uphold, and improve internal HR operational standards, policies, and procedures.</li><li>
 Partner with senior business leadership to enable business strategies through the creative and practical application of existing and emerging technologies.</li><li>
 Administer and advise management in the interpretation of the collective bargaining agreement, personnel policies, rules and regulations, state and federal laws and other relevant regulations.
</li><li> Act as liaison to WSCC labor council partners and maintain open professional effective communication and follow-up. Be an active participant in labor negotiations.</li><li>
 This is a hands-on role that requires identifying, building, and developing operational capabilities in a continually growing environment with a small and nimble HR team.
</li><li> Provide overall management, leadership and direction for the HR Department Lead in the implementation of company occupational safety and health programs. Monitor tracking and reporting as required.</li><li>
 Lead and recommend changes to the internal HR programs and processes to become more efficient and effective in the hiring process, recruitment and outreach for potential employees, compensation plan reviews and other areas as needed.</li><li>
 Lead the implementation and review of diversity and inclusion programs to comply with WSCC Board policies and direction for WSCC operations.</li></ul> 


Vision and Strategy: Collaborate with leadership and the HR team to help us best achieve our goals. Anticipate challenges, partner on organizational design, and manage change initiatives to create a high-performing team.

Values and Culture: Ensure our core values are evident in all decisions, programs, processes and are aligned with our mission, culture, and diversity initiatives as we grow.

Leadership and Team Development: Partner with executive team to align teams to our business strategy. Develop mentoring programs and career development programs to prepare employees to be successful.

Full Cycle Recruiting: Manage talent acquisition strategy and recruiting processes inclusive of sourcing, screening, interviewing, background, hiring, new hire orientation and onboarding/offboarding systems. Streamline efficiency with technology tools aligned to organization. Understand job market and conduct market analysis income and wages.
HR Information Systems HRIS and Technology: Develop, manage and maintain the updates for the HRIS systems and maintain records for recruitment, employee data, and performance management tools. Coordinate employee portal information and train staff on its use. Utilize HRIS for company recordkeeping and management.

Operations: Manage effective HR operations including HR systems administration, compensation, HR metrics/reporting, leaves of absence, benefits, employee surveys. Ensure compliance with employment regulations at federal and state levels, and leverage outside counsel when necessary.

Employee Relations: Act as trusted leader with open door policy for employees and leaders on all employment-related matters. Formulate and recommend HR policies and procedures. Conduct investigations when employee complaints, grievances, or concerns are brought forward.

Labor Relations: Act as liaison to WSCC labor council partners and maintain open professional effective communication and follow-up. Be an active participant in labor negotiations.

Learning &amp; Development: Develop and lead the organizational growth strategy. Partner with all departments for goal achievement.

Business Management: Provide leadership to understand issues affecting current HR service delivery, areas needing improvement with recommendations needed to resolve issues and performance gaps. Develop and maintain liaison with outside organizations, agencies and companies who frequently provide technical services. 


Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to see, talk, hear, sit, stand, walk and reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. 


Minimum Qualifications:
<ul><li>
Education and/or Experience: Bachelor's degree (B.A.) from a four-year college or university; 6 years related experience and/or training; or equivalent combination of education and experience with emphasis in Human Resources Management or related discipline.</li></ul>
<ul><li>Minimum of three (3) years&rsquo; experience at a management level. Requires direct experience in labor/employee relations; recruitment; training; organizational strategic planning; and acting as an advisor related to employment laws, regulations and practices. Requires direct experience in a fast-paced, deadline-driven, service-oriented organization/industry. Prefer hospitality, service and/or quasi-public industry experience. An equivalent combination of experience and education sufficient to perform the essential job functions and provide the required knowledge.</li></ul><div> 
<ul><li>Equivalent combination of education and experience may be considered.</li></ul></div>

Benefit Highlights:
<ul><li>
Pay: $130,043.00 &ndash; $208,045.00/year based on experience and qualifications.</li><li>
Paid Leave benefits</li><li>
Vacation (12 days in first year)</li><li>
Paid holidays (11 set by SCC, 2 personal)</li><li>
Medical, dental and vision insurance</li><li>
Life insurance</li><li>
457(b) retirement savings plan</li><li>
Subsidized transportation and parking benefits</li></ul>

Schedule: Flexibility to work evenings/weekends dependent on event schedule.

Work Location: Seattle, WA 98101. 
<div></div>

Disability Accommodations and Equal Employment Opportunity

If accommodations are required either to complete the application process and/or attend an interview, please contact the Human Resources Department at 206-694-5038.

Seattle Convention Center is committed to the policy of equal employment opportunity and nondiscrimination on the basis of race, creed, color, national origin, sex, marital status, sexual preference, orientation, gender identity, genetic information, pregnancy, age, religion, veteran status, military status, disability, or any other status protected by law. 


Notes on the Application Process
<ul><li>
This position will remain open until filled. Review of applications will begin immediately</li><li>
Only applications submitted directly to Seattle Convention Center&rsquo;s jobs page will be considered; applications submitted via external websites or applications will not be received</li><li>
A current resum&eacute; may be submitted in lieu of filling out the attached Application for Employment only if it includes accurate dates &ndash; including month and year &ndash; of both previous employment and any relevant experience/education history.
</li><li>In the event your application is selected for interview, a hiring representative will reach out via your provided phone or email contact information. The final hiring process will involve employment reference checks and a criminal background check</li></ul></div>

Director of Human Resources

Amazon.com

<div><div>DESCRIPTION<div>
Amazon is seeking a Program Manager, Learning &amp; Development for Finance Operations Global Corporate Procurement (GCP). GCP is responsible for providing procurement standards, services, and technologies for Amazon organizations worldwide.
 
 
The position will support GCP globally, reporting to the Career Growth and Development (CGD) Senior Manager. The L&amp;D PM will be responsible for developing and delivering the talent development charter for GCP globally. This is a role that entails engaging with GCP leaders, HR business partners, and cross functional L&amp;D teams across multiple geographies to understand business needs and leadership development challenges. In this role, you will design, plan, implement, measure, and scale new and existing talent development programs for employees at all job levels. You will own talent needs for the GCP organization cutting across skill building, leadership development, cultural assimilation and change management.
 
 
We are looking for someone who can deliver learning solutions that meet the range of functional and leadership needs of the organization. The ideal candidate will think big, strategize, influence and communicate effectively, have bias for action, and balance resources/prioritization. The candidate should be able to partner and collaborate with internal L&amp;D teams as well as external institutions/agencies to create and deliver content. This role is critical to the successful development, launch, scaling, and maintenance of world-class learning and development programs. 
 
This role will sit in our new headquarters in Northern Virginia, where Amazon will invest $2.5 billion dollars, occupy 4 million square feet of energy efficient office space, and create at least 25,000 new full-time jobs. Our employees and the neighboring community will also benefit from the associated investments from the Commonwealth including infrastructure updates, public transportation improvements, and new access to Reagan National Airport. Additionally, the role can be based out of our Seattle, WA main headquarters. 
 
By working together on behalf of our customers, we are building the future one innovative product, service, and idea at a time. Are you ready to embrace the challenge? Come build the future with us. 
 
Key job responsibilities 
<ul><li>Create and deliver an L&amp;D roadmap for the business that helps the business scale and grow.</li><li>Conduct training needs assessment on an ongoing basis to prioritize and define learning needs.</li><li>Influence L&amp;D outcomes by understanding leadership development needs and iterate on ideas and programs.</li><li>Manage senior stakeholders and move forward in the face of ambiguity and imperfect knowledge.</li><li>Own programs for both junior and senior audiences.</li><li>Recognize and adopt best practices in the area of Learning and Development.</li><li>Evaluate and measure the effectiveness of development activities in relation to business goals on an ongoing basis.</li><li>Utilize recent industry experience to make appropriate design decisions.</li><li>Partner with peer managers to address cross-functional issues.</li><li>Partner with regional L&amp;D and business leaders to localize training programs.</li><li>Deliver projects across geographies. You may participate in cross-company initiatives.</li></ul></div></div><div>
BASIC QUALIFICATIONS<ul><li>3+ years of program or project management experience</li><li>2+ years of defining and implementing process improvement initiatives using data and metrics experience</li><li>Knowledge of Excel (Pivot Tables, VLookUps) at an advanced level and SQL</li><li>Experience using data and metrics to determine and drive improvements</li><li>Experience working cross functionally with tech and non-tech teams</li></ul></div><div>
PREFERRED QUALIFICATIONS<ul><li>Bachelor's degree</li><li>3+ years of driving end to end delivery, and communicating results to senior leadership experience</li><li>3+ years of driving process improvements experience</li><li>Experience in stakeholder management, dealing with multiple stakeholders at varied levels of the organization</li><li>Experience building processes, project management, and schedules</li></ul> 
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. 
 
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner. 
 
Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $66,800/year in our lowest geographic market up to $142,800/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.</div></div>
 <div><div>Job details</div><ul><div><div><div>
USA, WA, Seattle</div><div>
USA, VA, Arlington</div></div></div><div><div>
Project/Program/Product Management-Non-Tech</div></div></ul></div>

Program Manager, Learning & Development - Finance Operations, Global Corporate Procurement

Explore 127+ Senior hr business partner in Seattle this September. Find roles across top companies and apply now to boost your career.

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Program Manager, Learning & Development - Finance Operations, Global Corporate Procurement