People Operations Business Partner (HRBP) - Non-Profit Organization

Overview

Opportunities Abound at Sound Behavioral Health! 

 

We're excited to find someone who’s eager to join us as a People Operations Business Partner (HRBP). If you’re someone who loves supporting others and believes in the power of community behavioral health, you’ll fit right in here. We care deeply about our clients and each other, and we make sure every team member knows exactly how much they matter to what we do.

 

If this sounds like a place where you’d thrive, keep reading—we’d love to tell you more about the role and hope you’ll consider joining us.

 

The People Operations Business Partner (HRBP) is responsible for providing people operational support to team members, supervisors, and the People Operations team. This position requires high-quality customer service, champions process improvement, and uses advanced knowledge of HR policies, procedures, standards, and legal requirements.

 

The People Operations Business Partner (HRBP) role works with all functions but plays a key role in the day-to-day coordination of People Operations, including Team Member relations, labor relations, and advising on policies. To be successful in your role here at Sound, you should demonstrate compassion, patience, and understanding of our clients and of others. You will need to believe and advocate for Inclusion & Individuality. 

 

Location: Tukwila East Office (6400 Southcenter Blvd, Tukwila, WA 98188).

Schedule: Full-Time, Monday-Friday; 11:00am-8:00pm Hybrid role, with travel throughout the Greater Seattle and surrounding areas

 

 

We are accepting applications until June 16. 

 

Responsibilities

ESSENTIAL FUNCTION OF THE POSITION

 

• Deliver day-to-day assistance, support, and sound consultation and guidance to Team Members and managers in various areas of People Operations (human resources).
• Provide day-to-day People Operations (human resources) support in a union environment.
• Support Team Member relations efforts, addressing concerns, conducting investigations, and promoting positive workplace culture.

• Respond promptly to People Operations issues such as Team Member inquiries, complaints, harassment, allegations, or discrimination concerns.
• Perform internal investigations as appropriate for complaints or concerns that are brought forth.
• Coach and counsel People Managers and Team Members on People Operations policies and procedures, employment laws, and government regulations.
• Analyze trends in Team Member relations to identify root causes and recommend proactive solutions that support engagement, performance, and retention.
• Serves as first point of contact for general inquiries from team members and management, and responds appropriately, adhering to team member policies and procedures.
• Serve as contact for the organization for grievance processing and handling, as directed by manager; to include administering and conducting meetings between grieving team members, supervisors, and labor union representatives to investigate and resolve grievances.
• Provides strategic partnership and guidance to organizational leaders, within the scope of a People Operations role.
• Balance business needs, Team Member experience, and organizational risk to drive thoughtful decision-making.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Proactively communicate with the Manager of People Operations & Labor Relations about issues, concerns, or proceedings that may have a significant impact on the organization
• Assists with unemployment claims process, as directed.
• Back up the Credentialing Specialist with the credentialing process as needed.
• Prepare HR documents, such as employment contracts, and disciplinary actions.
• Administer day-to-day People Operations, including maintaining Team Member records and HRIS data.
• Maintain a professional and confident demeanor when interacting with management, team members, union representatives, consultants and/or external communities.
• Build and maintain positive relationships with the various labor organizations, and other key internal stakeholders.
• Maintain confidentiality of sensitive information and demonstrate a high level of professionalism.
• Participate in People Operations projects, reporting, metrics, committees, and initiatives as assigned.
• Other duties as assigned

 

KNOWLEDGE, SKILLS AND ABILITIES

 

• Ability to analyze, interpret and apply provisions of collective bargaining agreements effectively within a business setting.