Sr. HR Business Partner (Bellevue, Hybrid)

About the role:

We’re looking for a results-driven HR business partner who can dive into the details with the engineering and product client groups, take a step back to strategize, and then engage to deliver high-impact programs. This role will help business leaders use data to plan ahead and make recommendations that improve performance, retention, and the employee experience. Whether helping design and roll out HR Programs or enhancing organizational effectiveness through coaching, you bring a strong business and client focus and analytical rigor. You will leverage your program development skills and organizational savviness to bring these initiatives to fruition in meaningful ways, at scale.

Here’s more of what you will get to do:

• Coach managers through the employee development process, including leadership succession planning, assisting managers in creating quality employee development action plans, and other special initiatives supporting employee/leadership development.
• Primary liaison for people managers, offering guidance, coaching, resource identification, and HR coordination, ensuring effective team leadership and support.
• Serves as an advisor to people managers on talent development, organizational performance, engagement, culture, and leadership matters.
• Proactively develop and implement actions, in partnership with the management team, to enhance employee engagement initiatives focused on organizational climate and culture change.
• Oversee complex employee relations issues, including fact gathering, analysis, recommendations, and performance improvement progress. Coach managers on conflict resolution and addressing escalations. Facilitate knowledge sharing within the broader HR team. Act as the first point of contact for employee complaints and conduct investigations as appropriate.
• Manage accommodations requests and partner with HR Operations on LOAs
• Supports talent review process, ensuring managers understand the steps and complete activities in a timely and equitable manner.
• Coach managers and individual contributors on performance management issues and create/deploy performance improvement plans.
• Leverages human capital expertise to advise and hold teams accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving action plans within assigned areas).
• Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/employee engagement challenges and opportunities in the business. 
• Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR Centers of Excellence (COEs)  for support and deep subject matter.
• Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure they meet business needs. Serves as an advocate for business leaders and managers.

Identify capability gaps in the current workforce and set strategies to help address future needs by partnering with the COEs.

• Participates in the interview and selection process for people leaders to ensure consistent leadership quality.
• Leads conversations with teams on sourcing, recruiting, and staffing plans and partners with the Talent Acquisition team to determine and support hiring plans.
• Special projects as assigned to meet HR / Business initiatives.
• Perform other duties as assigned or required.

 You’ll thrive in this role if you have:

• Minimum 7 years of progressive Human Resources experience, including leadership coaching and organizational development, is required.
• Experience with supporting nearshore teams in LATAM is a plus.
• Experience in fast-paced tech companies supporting Engineering and Product functions is required.
• Experience coaching and influencing senior management with demonstrated program development expertise is required.
• Current knowledge of local, state (WA, FL, CA), and federal laws. 
• Strong business, analytics, and HR acumen, including strong problem-solving skills, critical thinking, and initiative.
• Experience with pay band in-line leveling.
• Deep curiosity into data and how to use it to tell stories, build business cases, and influence outcomes.
• Excellent communication skills, experience presenting to large groups, and the ability to influence and develop strong relationships.
• Demonstrated ability to partner with key stakeholders in executing people initiatives focused on business priorities.
• Represent the cultural cornerstones of the company, such