Seattle, WA • Human Resources

Full-Time, Exempt, Hybrid

Hiring range: $96,000-$124,800 annual, depending on experience

Organization Overview:

Bellwether was founded in 1980 to create housing in downtown Seattle so city workers could live close to their jobs. Over the years, we have lowered barriers to housing which has allowed us to serve more households coming out of homelessness, individuals and families connected with the criminal justice system, and others excluded by typical landlord screening criteria, all of whom are disproportionately BIPOC.

To meet the intense need for affordable housing in our region, we plan to build and acquire 2,500 homes by 2025. Come join us on this exciting and ambitious adventure!

Position Summary:

Bellwether Housing is looking for a Senior Human Resources Business Partner to join our Human Resources team. The Senior Human Resources Business Partner must have a deep commitment to Bellwether Housing’s mission and vision and be an influential partner that understands our social mission and business goals and recommends and implements effective systems, policies and procedures that support the continued improvement of Bellwether’s mission impact, its business objectives, productivity, and employee development.

Work location:

South Lake Union Administrative office with regular travel between Bellwether properties as needed (all within Seattle and Tukwila).

This position is a hybrid role, with the expectation of at least 3 days a week being in-person/on-site.

Schedule:

Mon-Fri, 40 hours - with flexibility to work occasional evening/weekend hours depending on business needs. Final schedule determined by People Leader.

Essential Job Duties:

• Partners with stake holders to design and drive HR initiatives that help Bellwether Housing employees thrive, such as employee engagement, talent development, performance management, onboarding, succession planning, and equity and inclusion initiatives
• Lead and facilitate core HR annual processes (such as annual review, talent review, leadership planning, etc.) using center driven tools adapted for divisional portfolio
• Actively participate in business and strategy discussions with leadership to influence and/or support with strategic human capital perspective
• Develops and fosters trusting relationships with employees and people leaders across the organization.
• Researches, develops, and implements sustainable, culturally connected compliance solutions that address business needs and positively impact the employment experience
• Effectively manages and deploys best practices around employee relations, risk mitigation, internal policy / program and process development. Proactively identifies and documents organizational trends, provides solutions using sound judgment and thorough, objective approach
• Works with HR Director to develop metrics dashboards to reflect organizational human resources data and meets with leaders regularly to review
• Provide support and guidance to all team members when complex, specialized, and sensitive human resources questions and issues arise
• Leads and investigates complaints with quality, fact-based insights by delivering independent, objective, and courageous advice to ensure regulatory compliance
• Partners with people leaders and Human Resources Operations Manager on leaves, accommodation requests, and workers comp claims
• Ensures client accountabilities for mandatory training compliance, annual policy acknowledgements such as updates to the Employee Handbook and related documents, and consistent application of progressive discipline
• Reviews, updates, and delivers HR compliance trainings. Partners with HR team and external partners to ensure content reflects the most up to date HR policies, procedures, and practices
• Partners with Recruiting to develop and implement equitable recruitment practices designed to drive diversity and minimize bias through protocols, interviewing guidelines, evaluation methods, and training for hiring managers; ensures hiring managers follow best practices for ensuring equitable hiring
• Contributes to the development of the vision, goals, objectives, and systems of the Human Resources department.
• Works to establish and maintain a collaborative, innovative, inspired and mission-driven organizational culture
• Monitors relevant publications for national, state, and local legislation and regulatory requirements, and works with HR and Legal to assess the organizational impact and ensure compliance
• Other duties as assigned

(Minimum)

• Five+ years as HR Business Partner
• Professional in Human Resources (PHR) and/or Society of Human Resources Management Certified Professional (SHRM-CP).
• Valid driver’s license and reliable vehicle
• Experience working with trade and services workforce
• Experience in multiple disciplines, talent management, manager coaching, employee engagement, staffing, performance management, investigations, employee relations, exit/termination process, and organizational diagnosis

Desired Qualifications:

• Strong analytical, critical thinking, problem solving, influencing, and decision-making skills
• Sound judgement and discretion; able to handle sensitive and confidential information appropriately
• Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to all levels in the organizations
• Consistent record of building, aligning and implementing a sustainable, equitable HR agenda that fuels business performance and organizational capability development
• Outstanding collaborator and bridge-building across divisions and within human resources
• Models/coaches leaders in equitable decision making, inclusive behaviors and actions
• Fosters enabling conditions for talent to thrive and supports building an inclusive, high integrity culture throughout the organization
• Professional level ability to interface and influence effectively to drive transformation and growth with all levels of management and employees
• Strong leadership skills, business acumen and advising skills
• Proven ability to influence others

Education Requirements:

• BA Degree in related field

Other Job Requirements:

• A willingness to learn about one’s own prejudices and biases
• An ability to work toward equal status relationships with people who are different
• An ability to question personal assumptions about the skills and competencies of employees who are different
• A desire to learn as much as possible about how one’s own culture is different from others, and how that contributes to a particular way of viewing self and others
• An ability to take risks to communicate with people from other cultures
• An ability to learn from mistakes made in trying to communicate with people of other cultures
• Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds

Other Requirements:

• Applicants must successfully pass a background check, which will be conducted in accordance with Seattle’s Fair Chance Employment Ordinance, SMC 14.17. Applicants will be given a chance to explain or correct background information and provide verifiable information of good conduct and rehabilitation.

Bellwether Housing is an equal opportunity employer. We will not discriminate based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

We support the Americans with Disabilities Act (ADA) to reasonably accommodate all qualified applicants [and employees] by providing reasonable accommodations to people with disabilities. To request a Reasonable Accommodation for the application or interview process please contact recruiting@bellwetherhousing.org.

Bellwether Housing is dedicated to building a diverse, equitable, and inclusive workplace. We value having employees whose skills, experiences, and backgrounds reflect the populations we serve. We are committed to being an anti-racist organization, while acknowledging we have a long way to go. You can learn more about our DEI work on our website.

Any internal candidate that is selected for this position will be subject to a 90-probationary period regardless of the previous role at Bellwether.