191 Hr Business Partner jobs in Washington

L3Harris is dedicated to recruiting and developing high-performing talent who are passionate about what they do. Our employees are unified in a shared dedication to our customers’ mission and quest for professional growth. L3Harris provides an inclusive, engaging environment designed to empower employees and promote work-life success. Fundamental to our culture is an unwavering focus on values, dedication to our communities, and commitment to excellence in everything we do. L3Harris Technologies is the Trusted Disruptor in the defense industry. With customers’ mission-critical needs always in mind, our employees deliver end-to-end technology solutions connecting the space, air, land, sea and cyber domains in the interest of national security. Job Title: HR Business Partner Job Code: 25326 Job Location: Redmond, WA Job Schedule: 9/80: Employees work 9 out of every 14 days – totaling 80 hours worked – and have every other Friday off Job Description: The Aeroject Rocketdyne Segment of L3Harris is seeking an HR Business Partner to provide strong day-to-day support across key areas of HR based in our Redmond, Washington site. This role is ideal for someone with a solid foundation in HR practices who thrives in an execution-focused environment and who’s eager to take initiative on projects that enhance business outcomes. Essential Functions: Partner with hiring managers and recruiting partners to support staffing efforts, including job postings, meeting required staffing levels, and onboarding processes. Provide day-to-day support on employee lifecycle activities. Support employee engagement initiatives such as surveys, ongoing feedback, manager effectiveness, career development, and work environment. Serve as a resource to employees and managers on general HR inquiries, policies and procedures. Identify opportunities to improve HR processes and recommend or lead small-scale projects with measurable business impact. Partner with HR and business leadership to support performance management, talent planning, and culture-building efforts. Manage tactical responsibilities and identify opportunities to strengthen employee engagement, streamline processes, and improve the overall employee experience. Serve as the Redmond, WashingtonHuman Resources site POC. Manage New Hire Orientation and offboarding activities for entire Redmond, Washingtonsite. Respond to data requests for program, division, and sector reviews regarding staffing and attrition. Analyze data for site trends and metric reporting. Recommend compensation offers based on analysis of internal and external data. Facilitate employee changes through proper processes and tools. Recommend solutions and creative ideas to continually improve engagement, productivity and staffing levels. Business travel of up to 5% to other L3Harris sites. Ability to obtain a US Secrutiy Clearance. Ability to support varying shifts and hours to ensure successful operation of activities in the organization. Qualifications: Bachelor's Degree with 4years prior HR experience, or Graduate Degree with 2years prior HR experience. In lieu of a degree, minimum of 8years of prior related HR experience. 1+ years HR experience at a manufacturing/operations site. Preferred Additional Skills: Experience with Performance Management, Employee Relations, Staffing, Compensation, Employee Engagement and Organizational Development. Proficient working knowledge and competent understanding of Human Resources management, principles, and laws. General aptitude for HRIS tools such as PeopleSoft and Oracle TM Suite. Ability to work independently on day-to-day responsibilities and utilize strong problem-solving skills to reach resolutions. Experience in a manufacturing environment. Graduate degree and/or SHRM or PHR/SPHR Certification. Prior Aerospace & Defense industry experience. In compliance with pay transparency requirements, the salary range for this role in California, Massachusetts, New Jersey, Washington, and the Greater D.C, Denver, or NYC areas is $71,500.00-$32,500.00. The salary range for this role in Colorado state, Hawaii, Illinois, Maryland, Minnesota, New York state, and Vermont is 62,000.00- 115,000.00. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. L3Harris also offers a variety of benefits, including health and disability insurance, 401(k) match, flexible spending accounts, EAP, education assistance, parental leave, paid time off, and company-paid holidays. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements. #LI-MRW L3Harris Technologies is proud to be an Equal Opportunity Employer. L3Harris is committed to treating all employees and applicants for employment with respect and dignity and maintaining a workplace that is free from unlawful discrimination. All applicants will be considered for employment without regard to race, color, religion, age, national origin, ancestry, ethnicity, gender (including pregnancy, childbirth, breastfeeding or other related medical conditions), gender identity, gender expression, sexual orientation, marital status, veteran status, disability, genetic information, citizenship status, characteristic or membership in any other group protected by federal, state or local laws. L3Harris maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks, where permitted by law. Please be aware many of our positions require the ability to obtain a security clearance. Security clearances may only be granted to U.S. citizens. In addition, applicants who accept a conditional offer of employment may be subject to government security investigation(s) and must meet eligibility requirements for access to classified information. By submitting your resume for this position, you understand and agree that L3Harris Technologies may share your resume, as well as any other related personal information or documentation you provide, with its subsidiaries and affiliated companies for the purpose of considering you for other available positions. L3Harris Technologies is an E-Verify Employer. Please click here for the E-Verify Poster in English or Spanish . For information regarding your Right To Work, please click here for English or Spanish . #J-18808-Ljbffr

Posting Type Hybrid Job Overview We're a high-performing, fast-paced, and dynamic organization where ownership and proactiveness are key. As an HR Business Partner, you will focus on enabling our front-line and senior managers to drive team performance, engagement, and growth. By building strong relationships and understanding both people and business priorities, you'll deliver day-to-day HR support and strategic guidance that empowers managers to succeed. Job Description and Requirements Key Responsibilities Manager & Senior Manager Enablement Partner with managers to clarify goals, set aggressive performance targets, and coach on leadership best practices that drive accountability and measurable results. Consult on performance management-facilitating feedback and coaching conversations, calibration reviews, and tailored development plans designed to elevate team performance. Advise on career pathing, succession planning, and talent reviews with a focus on high-potential candidates who meet our high-performance standards. Equip managers to build and sustain high-performing teams-anticipating obstacles, removing roadblocks, and ensuring metrics are met. Day-to-Day HR Partnership Serve as the primary contact for managers and employees on HR-related matters: performance issues, talent development, employee relations, investigations, and compensation inquiries. Collaborate with leaders to diagnose people challenges and recommend practical, compliant solutions. Conduct investigations, mediate conflicts, and resolve employee relations issues with fairness and legal compliance Strategic HR & Process Improvement Translate broader HR strategy into team-level plans that support organizational objectives. Continuously evaluate existing HR practices and processes-identify gaps, simplify workflows, and drive projects. Stay current on HR trends, employment laws, and best practices-incorporate learnings to enhance programs and policies. Talent Development & Engagement Support learning initiatives-drive the successful implementation of manager workshops, and leadership forums. Partner with Learning & Development to use available resources to targeted manager training (e.g., feedback skills, coaching techniques, change management). Foster a culture of continuous feedback and recognition-advise managers on engagement surveys, action planning, and retention strategies. Cross-Functional Collaboration & Team Contribution Actively participate in the HRBP team-share best practices, contribute to team projects and support peer coaching. Collaborate with Centers of Excellence (Talent Acquisition, Total Rewards, L&D, HR Operations) to roll out new programs, ensuring seamless execution and clear communication. Represent HR in key business meetings-provide data-driven insights and recommend people-related solutions to drive business results. What You Bring Relevant Experience 2-5 years of progressive HR experience with a strong focus on HR partnering and manager enablement-ideally in a fast-paced, growth-oriented environment. Proven track record of supporting front-line and senior managers on performance management, talent development, and employee relations. HR Expertise & Business Acumen Solid understanding of HR policies, employment laws, and best practices-able to pragmatically guide managers while protecting company interests. Experience conducting investigations, mediating conflicts, and ensuring equitable resolution of employee issues. Ability to translate business strategy into HR tactics that drive engagement, retention, and productivity. Coaching & Influencing Skills Natural coach who builds credibility quickly-comfortable challenging leaders to think differently, offering practical tools and frameworks to improve their team's performance. Strong relationship builder: establishes trust with stakeholders at all levels and influences outcomes without direct authority. Analytical & Problem-Solving Mindset Excellent organizational and time-management skills-able to juggle multiple priorities, meet tight deadlines, and pivot quickly as business needs evolve. Data-driven: competent at generating and interpreting basic HR metrics (turnover, engagement scores, performance calibration results) to guide decision-making. Self-Starter & Change Agent Proactive and resourceful: you anticipate manager and employee needs, take initiative, and drive results without waiting for direction. Comfortable with ambiguity and continuous change-able to keep teams focused and adapt HR solutions to evolving business contexts. If you're an energetic HR professional who excels at enabling managers and driving people-first solutions, we want to hear from you. Apply today to join our team! Relativity is committed to competitive, fair, and equitable compensation practices. This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives. The expected salary range for this role is between following values: $90,000 and $136,000 The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position. #J-18808-Ljbffr

Eurest Position Title: HR BUSINESS PARTNER Pay Grade: 13 Reports To: Sr. HR Manager Salary: $9000 - $11000 / year As the leader in business and industry dining, Eurest is the company to join if you want a rewarding career packed with limitless opportunities. We feed the employees of the nation's largest and most-prestigious companies -- in every state and across all industries. As a member of Eurest's leadership and professional support team, you will help our 16,000 chefs, and in-unit associates excel as they deliver world-class meals in corporate cafes and executive dining rooms with on-site catering through vending innovations and more. Our company is innovative, high performing and fast growing. Our teammates are enthusiastic, committed to quality and thrive on consistently delivering unparalleled results. And did we mention we work with exciting companies and at interesting locations? Come grow your career with Eurest. Job Summary We are seeking an experienced and proactive Human Resource Business Partner to support our dynamic organization by aligning HR strategies with business goals. As a business partner, you will play a key role in fostering a positive workplace culture, driving employee engagement, and enhancing organizational effectiveness. Your responsibilities will include partnering with leadership teams to identify and address workforce needs, providing guidance on employee relations, and implementing HR initiatives that support talent development and retention. You will collaborate across departments to ensure compliance with policies and procedures while promoting fair treatment throughout the organization. This role requires high-energy, strong interpersonal skills, business acumen, and the ability to build trust with stakeholders at all levels. Join our diverse team and contribute to creating an environment where employees thrive and organizational objectives are met. This position is a fully onsite role at our client site in Redmond, Washington. Key Responsibilities: Strategic Collaboration: Partner with business leaders to develop and implement HR strategies that support organizational goals. Act as a consultant to leadership on workforce planning, succession planning, and organizational design. Employee Relations: Address employee concerns, mediate disputes, and handle complex employee relations issues. Ensure a positive and inclusive workplace culture. Talent Management: Drive initiatives for talent acquisition, retention, and development. Identify opportunities for skill-building and professional growth within the workforce. Performance and Engagement: Oversee performance review processes and help managers effectively evaluate and develop their teams. Develop strategies for improving employee engagement and productivity. Change Management: Support employees and leaders during organizational transitions, such as furlough and restructures. Implement change-management strategies to ensure smooth transitions. Compliance and Policy Implementation: Ensure adherence to federal and state employment laws and organizational policies. Conduct training on workplace policies and collective bargaining agreement policies and procedures. Leadership Development: Coach and mentor managers to enhance their leadership skills. Support succession planning and the development of future leaders. Data Analysis and Reporting: Analyze HR metrics to inform decision-making and measure the success of HR programs. Provide insights and recommendations to leadership based on workforce data. Experience: 2+ years human resources generalist experience highly preferred; some specialist experience is a plus. Real-world experience supporting or implementing employee relations standards and conducting investigations. 2+ years of Labor Relations experience or experience operating in a union environment is strongly preferred. Experience supporting a geographically dispersed workforce. Experience in hospitality is a plus. Project management experience or experience leading various HR initiatives like mergers and acquisitions, talent reviews, recruiting events and layoffs. Experience interpreting and applying federal and state employment law, collective bargaining agreements, and company policies. Skills and Qualifications: Demonstrated ability to manage complex associate relations issues at a large, multi-unit organization. Knowledge of labor and employment laws, e.g. NLRA, FLSA, FMLA, OSHA, etc. Strong skills in Microsoft products like Excel, Outlook, PowerPoint, Teams and SharePoint; advanced technical skills are a plus. Ability to successfully manage competing priorities and meet deadlines. Exceptional ability to operate in a fast-paced environment and communicate effectively with many personality types. Exceptional investigatory skills; keen ability to be objective and organized. Ability to utilize data to tell a story and inform solutions. Excellent verbal and written communication skills are required; bilingual is a plus. Exceptional critical thinking skills are a must. Must be a team player with a desire to collaborate, share, and participate in the growth and success of the team. Strong initiative and self-motivation while balancing strong collaborative skills and a team-first mentality is critical. Solutions-oriented with a drive to innovate and streamline is a must. Energy, passion, and integrity are crucial. Demonstrated ability to adapt to change and lead change management initiatives. Bachelor's/master's degree in human resources, law, analytics, or business is preferred. Apply to Eurest today! Eurest is a member of Compass Group USA Click here to Learn More about the Compass Story Compass Group is an equal opportunity employer. At Compass, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. Disclaimer: this job post is not necessarily an exhaustive list of all essential responsibilities, skills, tasks, or requirements associated with this position. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. We will consider for employment all qualified applicants, including those with a criminal history (including relevant driving history), in a manner consistent with all applicable federal, state, and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York Fair Chance Act. Eurest maintains a drug-free workplace. Applications are accepted on an ongoing basis. Associates at Eurest are offered many fantastic benefits. Medical Dental Vision Life Insurance/ AD Disability Insurance Retirement Plan Paid Time Off Holiday Time Off (varies by site/state) Associate Shopping Program Health and Wellness Programs Discount Marketplace Identity Theft Protection Pet Insurance Commuter Benefits Employee Assistance Program Flexible Spending Accounts (FSAs) Paid Parental Leave Personal Leave Associates may also be eligible for paid and/or unpaid time off benefits in accordance with applicable federal, state, and local laws. For positions in Washington State, Maryland, or to be performed Remotely, click here for paid time off benefits information. #J-18808-Ljbffr

Apply by 7/16/2025 for first review. The HR Business Partner is responsible for performing a broad range of complex duties in support of employee relations, labor relations, performance management, and HR policy review and development. This position may also support other HR program related areas as necessary and assigned to ensure continuity in service delivery to department leaders and employees, which could include: recruiting, onboarding, classification, compensation, training, workers’ compensation, employee leaves of absence, and benefits. This position assesses and anticipates HR-related needs, communicates those needs proactively with the HR department, and develops and integrates solutions in cooperation with department leadership. The HR Business Partner builds relationships city-wide in order to provide value-added service to management and employees that reflects the goals of the City council, Executive leadership and the values of the organization. Assists in the development and administration of personnel programs, policies and procedures to ensure compliance with applicable federal, state and local laws and regulations. The work performed by this class is professional-level that involves exercising independent judgment by applying human resources policies and procedures and relevant employment laws and regulations, and preserving confidential and sensitive material and information. Other duties may be assigned as needed. Supports departments with employee relations and engagement, strategic workforce planning, policy review, training and development, and mentoring coaching. Conducts regular meetings and maintains open and effective communication with assigned departments; provides HR policy guidance and interpretation. Consults with supervisors, managers and directors providing HR guidance when appropriate and day-to-day performance management guidance (e.g. coaching, counseling, career development, disciplinary actions). Facilitates the resolution of employee relation matters serving as an internal consultant for employees and leaders while demonstrating sensitivity, fairness, confidentiality and maintaining legally sound practices. Manages and resolves complex employee relations matters; conducts effective, thorough and objective investigations, reporting findings and making recommendations. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Develops and maintains professional relationships with employees and City leadership that promotes positive employee morale and engagement, treating everyone with dignity and respect, and valuing the input and feedback of others. Demonstrates the HR department and City values in all interactions. Maintains knowledge of legal and compliance requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Supports leaders through the full performance evaluation cycle, providing guidance that includes goal setting, performance reviews, feedback delivery, and development planning, ensuring consistency and fairness. Conducts the exit interview process, analyzing and reporting feedback with recommendations to resolve issues. Maintains knowledge on current trends and issues, related proposed legislation, and state and federal laws. Advises employees and managers on regulations, reviews recommended changes in existing programs or establishment of new programs as appropriate with Director. Demonstrates and communicates expert level knowledge and application of City policies and procedures, State and Federal employment related laws and guidelines, and applicable collective bargaining agreements. Facilitates the research, development, implementation and communication of related Human Resources procedures and policies. Makes recommendations for changes to Director as necessary. Serves as a resource in interpreting and applying the collective bargaining agreements. Maintains documentation of clarifications provided for future reference to support updates to the agreements or to analyze in resolution of labor management issues. Participates in labor negotiations and labor management meetings as necessary. Assists in the coordination of the grievance process including investigation, research and grievance resolution for less complex matters. Assists the Director in the assessment of City organizational development needs. Identifies current and future employee skill needs based on information gathered from employee interviews, surveys, workforce trends, and other research to inform training recommendations that are needed or require enhancement. Develops and facilitates training for leadership and employees as necessary. Works with relevant City content experts and vendors to design, develop and deliver training programs, course plans and materials. Works collaboratively with HR team members in evaluating and improving current programs, policies and processes as well as recommending and developing new HR department programs and initiatives. Participates in the planning and delivery of employee-focused programs that enhance the City’s work culture and employee engagement which may include employee recognition, the wellness program and safety program; presents new ideas and innovations for employee program development and enhancement. Serves as the HR department representative to assigned boards and committees with duties that may include researching topics, developing meeting agendas, preparing reports and recommendations, monitoring compliance and working with external vendors and/or other agencies. Maintains confidentiality of all work-related issues, employee records and City information. May administer other HR department programs as needed. Provides work direction, guidance and technical assistance to other human resources staff as required. Provides backup to other human resources staff as needed. A combination of the experience, education, and training listed below which provides an equivalent background to perform the work of this position. Experience: Five (5) years of progressively responsible and related human resources experience, previous experience in the public sector is encouraged. Education and Training: Bachelor’s degree in human resources management, business or public administration, or a related field. Licenses or Certificates: Professional in Human Resources (PHR or SHRM-CP) certification preferred. Must possess, or have the ability to possess within one month of hire date, a Washington State Driver’s License. The physical demands and characteristics of the work environment described here are representative of those occurring in the performance of the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the essential functions of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear. The employee is occasionally required to reach with hands and arms and stoop, kneel, crouch, or crawl. The employee must frequently lift up to 10 pounds; occasionally lift and/or move 10 to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. This position works in an office, and the noise level in the work environment is usually low to moderate. Work is performed mainly during city office hours; however, some travel may be required and incumbent is occasionally required to attend night meetings of the City Council or City boards and commissions. This position description generally describes the principal functions of the position and the level of knowledge and skills typically required. It does not constitute an employment agreement between the employer and employee, and it is subject to change as the needs of the employer and the requirements of the job change. #J-18808-Ljbffr

Wilson Sonsini is the premier legal advisor to technology, life sciences, and other growth enterprises worldwide. We represent companies at every stage of development, from entrepreneurial start-ups to multibillion-dollar global corporations, as well as the venture firms, private equity firms, and investment banks that finance and advise them. The firm has approximately 1,100 attorneys in 17 offices: 13 in the U.S., two in China, and two in Europe. Our broad spectrum of practices and entrepreneurial spirit allow our staff exceptional opportunities for professional achievement and career growth. We are seeking a collaborative and strategic HR Business Partner to join our team. In this key role, you will leverage your expertise in employee relations, compensation planning, performance management, and employee development. We are looking for a highly skilled individual with a strong understanding of HR best practices and the ability to navigate complex situations with confidence and professionalism.You will play a vital role in ensuring legal compliance, fostering a positive and inclusive workplace culture, that supports employee well-being and drives organizational success. As a strategic and tactical liaison, the HR Business Partner serves as a key link between business leaders and the HR department.This involves aligning departmental strategies with HR programs, ensuring effective employee lifecycle management, and driving organizational effectiveness.This position will report into the HR Director and can be located in:Palo Alto, San Francisco, Los Angeles, Century City, San Diego or Seattle. Essential Duties and Responsibilities: Plan and direct human resource initiatives to include talent management, employee relations, workforce engagement and workforce development to support the achievement of business outcomes. Partner with business leadership to proactively diagnose and identify future people-related business needs and translate into achievable action plans. Advise management on related risk, balancing legal requirements with business requirements. Provide guidance and support to managers on employee relations matters, such as performance management, employee engagement, and conflict resolution. Partner with HR Centers of Excellence to manage core HR processes and programs in support of business goals. Leverage shared service teams to enable execution of day-to-day human resource functions and maximize the effectiveness of HR delivery. Maintain broad influence through ongoing development of internal relationships across the organization. Engage in key business initiatives involving the design of organizational development strategies to enhance business performance through the facilitation of reorganization efforts, change management strategies and/or cultural alignment activities as needed. Oversee communication and change management efforts, ensuring a culture that enables employee development through effective information sharing at all levels of the organization. EnsurecompliancewithWilsonSonsinipolicies,processesandpractices.Keepcurrentonfederal,stateandlocalemploymentpracticesandlaborlaws. Use analytics to identify trends, make data-driven decisions, and measure the effectiveness of HR programs and initiatives. Perform other duties & responsibilities as assigned. Education and/or Work Experience Requirements: 7+ years in human resources function: HR generalist or HR business partner. Bachelor's degree or equivalent combination of education and experience. Strong influencing, problem solving, analytical, customer service and interpersonal skills. Must have the ability to anticipate problems or challenges and be flexible in solving them. Proactive and positive thinker who is able to exercise good judgment, effective communication, and takes initiative. Professional demeanor and ability to use discretion when dealing with confidential matters. Strong Excel and PowerPoint skills. Experience using Workday. Experience facilitating presentations in group settings. Excellent verbal and written communication skills. Ability to partner and collaborate with HR teams. Attention to detail with the ability to effectively handle multiple priorities. The primary location for this job posting is in Palo Alto, but other locations may be listed. The actual base pay offered will depend upon a variety of factors, including but not limited to the selected candidate’s qualifications, years of relevant experience, level of education, professional certifications and licenses, and work location. The anticipated pay range for this position is as follows: San Francisco and Silicon Valley: $131,750 - $78,250 per year Austin, Boston, Boulder, District of Columbia, Los Angeles, New York, San Diego, Seattle, and Wilmington: 119,000 - 161,000 per year Salt Lake City and all other locations: 105,400 - 142,600 per year The compensation for this position may include a discretionary year-end merit bonus based on performance. We offer a highly competitive salary and benefits package. Benefits information can be found here . Equal Opportunity Employer (EOE). #J-18808-Ljbffr

3 days ago Be among the first 25 applicants Join us on a mission that matters. Role Purpose The HR Business Partner executes people and culture strategies, programs, and policies to achieve business objectives, focusing on HR compliance while driving an exceptional employee experience. The HRBP partners with managers and leadership globally to support employee relations, performance management, training, leadership development, and employee engagement. This role champions the LevelTen values and culture to foster an environment of collaboration and growth that embraces diversity, equity, inclusion and belonging. Duties and Responsibilities Serve as a trusted advisor to management and employees, providing ongoing support with HR-related matters, using a proactive approach to address potential concerns. Develop a strategic business partnership with managers to identify organizational development needs, providing guidance and coaching to implement solutions. Educate managers and employees on company policies and procedures. Implement training and development programs that support the company’s culture, business initiatives and professional growth of employees. Collaborate with People team members to drive employee engagement initiatives, including employee recognition and appreciation programs, and employee committees, to promote a culture of belonging and drive retention. Champion DEI initiatives and partner with leadership to embed DEI principles into company policies and programs. Support internal investigations and communicate with all parties to resolve conflicts and facilitate resolutions. Consult with internal and external legal counsel to ensure compliance with federal, state, and local laws and regulations. Collect and analyze employee data by conducting surveys, 1:1s, and exit interviews to measure employee sentiment and inform action plans and strategy decisions. Vendor management for HR-related service providers, ensuring cost-effectiveness and quality of services, while adhering to internal vendor approval processes. Collaborate with the marketing team on internal communications, and employer branding initiatives & campaigns. Conduct candidate interviews and full life-cycle recruitment as needed, providing an outstanding candidate experience. Support employee onboarding and offboarding as necessary. Coordinate with legal and other internal teams to establish and maintain a formal compliance program. Stay informed of new and changing employment laws and regulations and implement necessary changes to policies and practices. Assess HR industry trends and identify solutions to drive continuous improvement. Qualifications Bachelor's Degree in Human Resources, Business Administration, or related field 5+ years of HR experience Demonstrated ability to establish effective and cooperative working relationships built on trust Excellent communication, organizational and time management skills Working knowledge of applicant tracking systems and HRIS Deep understanding of employment laws and regulations Strong multi-state compliance background Experience with full life-cycle recruiting Ability to manage confidential information and act with discretion Listens well and empathizes with others Ability to deal with conflict and have difficult conversations Global HR experience a plus Additional details: This position is based out of our office in the Belltown neighborhood of Seattle, WA (hybrid work schedule). The estimated compensation for this position is $130,000-140,000 per year, based on experience and qualifications. In addition, this position is eligible for an annual bonus and an equity grant. Must be legally authorized to work in the U.S. without a current or future need for visa sponsorship. LevelTen Energy does not offer visa assistance or sponsorship of any kind. Benefits / Perks Full Medical, Vision and Dental coverage Wellness Credit Flexible vacation policy 11 paid company holidays 401k plan In the Seattle office: Casual dress code Commuter benefits Standing desk options Regular company-sponsored happy hours Hybrid in-office/work from home schedule Monthly catered lunch About LevelTen Energy LevelTen Energy is the leading provider of transaction infrastructure for the energy transition, delivering marketplaces, software, data and analytics that accelerate carbon-free energy deals and decisions. The LevelTen Platform is the global hub for carbon-free energy transactions and insights, connecting over 1,000 project developers in 32 countries with a vast network of corporations, advisors, traders, financiers and other organizations seeking to advance carbon-free energy development. The Platform includes marketplaces for power purchase agreements, clean energy projects, and tax credit transfers, and will soon support the trading of granular certificates. In addition to building and operating marketplaces, LevelTen Energy provides automated analytics and fresh data to inform key decisions for all market participants, as well as software to help users manage business before, during and after transactions. Visit LevelTenEnergy.com to learn more. Equal Opportunity Employer LevelTen Energy is an Equal Opportunity Employer committed to a diverse and inclusive workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, marital status, age, sexual orientation, gender identity or expression, or any other legally protected status. Seniority level Seniority level Mid-Senior level Employment type Employment type Full-time Job function Job function Human Resources Industries Services for Renewable Energy Referrals increase your chances of interviewing at LevelTen Energy by 2x Get notified about new Human Resources Business Partner jobs in Seattle, WA . 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