SR HR Business Partner

POSITION INFORMATION

• Department: Human Resources
• Reports to: Head of HR
• FLSA Status: Exempt
• Employment Status: Full-Time
• Work Location: Vancouver, WA
• Work Arrangement: On-Site / Hybrid, based on business needs
• Direct Reports: HR Generalists and other regional HR support staff
• Travel Requirements: Regional travel as needed
• Salary Range: $95,200 - $120,000

THE ROLE

The Senior HR Business Partner serves as a strategic advisor to operational leadership, leveraging workforce insights, business knowledge, and organizational expertise to influence decision-making and improve business performance. This position helps leaders identify workforce risks and opportunities and develops talent and organizational strategies aligned with long-term business objectives.

The role provides practical guidance on employee relations, organizational effectiveness, workforce planning, talent matters, and change management. It partners closely with HR Operations and Compensation & Benefits to translate enterprise HR strategies into effective field execution.

The Senior HR Business Partner role provides an opportunity to shape workforce strategy, influence business outcomes, and contribute to organizational success across a complex and growing organization. Success requires strong business acumen, sound judgment, discretion, and the ability to balance employee, operational, and organizational needs.

WHAT YOU’LL DO

HR Business Partnership & Leadership Support

•  Serve as the primary HR advisor to regional and operational leaders
•  Partner with leaders on workforce planning, organizational structure, and talent priorities.
•  Translate enterprise HR initiatives into practical field execution
•  Foster consistency in leadership practices and employee experience across assigned operations

Manager Support & Leadership Effectiveness

•  Coach leaders on performance, accountability, communication, and team effectiveness
•  Support organizational change initiatives, restructures, and workforce transitions
•  Identify trends affecting morale, retention, and workforce performance
•  Promote leadership practices that strengthen engagement and organizational effectiveness

Workforce Planning & Organizational Design

•  Lead workforce planning and talent review activities across assigned operations
•  Partner with operational leaders on organizational design and workforce strategies
•  Identify workforce risks and develop plans to improve capability, retention, and succession readiness
•  Utilize workforce analytics and business performance metrics to identify opportunities that improve organizational effectiveness, retention, and business performance
•  Provide recommendations regarding organizational structure, leadership development, and talent investment

Employee Relations & Issue Resolution

•  Lead investigations and resolution of employee relations concerns
•  Advise leaders on performance management, corrective action, and workplace issues
•  Ensure employment decisions are appropriately documented and consistently applied
•  Partner with Legal and HR leadership on higher-risk matters and escalations

Compliance & Risk Management

•  Promote consistent compliance with company policies and federal, state, and local employment laws across assigned operations
•  Identify employee relations, workplace conduct, management, and organizational risks and partner with leaders to implement appropriate corrective actions
•  Monitor trends in investigations, discipline, turnover, leave administration, and employee complaints to identify systemic issues and recommend improvements
•  Partner with HR leadership, Safety, Operations, and Legal leaders on high-risk employment matters, regulatory inquiries, and workforce-related compliance initiatives

Cross-Functional HR Partnership

•  Partner with HR Operations on employee lifecycle processes, compliance, and workforce data
•  Partner with Compensation & Benefits on pay decisions, job architecture, and workforce planning
•  Partner with Safety, Leave Administration, and operational leadership to support return-to-work efforts, reasonable accommodations, and workforce retention strategies
•  Support implementation of HR programs, policies, and organizational initiatives
•  Provide field insights and recommendations to HR leadership regarding workforce needs and process improvements

Team Leadership

•  Lead, coach, and develop assigned HR Generalists or regional HR support staff through coaching, mentoring, succession planning, and professional development.
•  Establish clear expectations for service, responsiveness, and accountability
•  Ensure consistent execution of HR practices across supported locations
•  Foster collaboration between field HR resources and centralized HR functions