Senior Human Resources Business Partner (Term-Limited)

Salary range is $90k to $185k, with a midpoint of $135k.  New hires typically receive between minimum and midpoint, however, we may go slightly higher based on experience, internal equity and market.  

Sound Transit also offers a competitive benefits package with a wide range of offerings, including:

• Health Benefits: We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.
• Long-Term Disability and Life Insurance.
• Employee Assistance Program.
• Retirement Plans: 401a – 10% of employee contribution with a 12% match by Sound Transit; 457b – up to IRS maximum (employee only contribution).
• Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.
• Parental Leave: 12 weeks of parental leave for new parents.
• Pet Insurance discount.
• ORCA Card: All full-time employees will receive an ORCA card at no cost.
• Tuition Reimbursement: Sound Transit will pay up to $5,000 annually for approved tuition expenses.
• Inclusive Reproductive Health Support Services.
• Compensation Practices: We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you’ll find that we provide work-life balance, opportunities for professional development and recognition from your colleagues.

This is a Term-Limited position with an anticipated duration of 36 months.

This posting may be used to fill multiple vacancies.

GENERAL PURPOSE: 

Under the general direction of the Deputy Director of HR Strategic Impact & Improvement, this position will serve as a consultative business partner to assigned business groups. The role will be responsible for leveraging HR knowledge and experience to assess human capital needs in alignment with business objectives and to deliver effective HR solutions. Areas of HR support include, but are not limited to, talent and organizational effectiveness management, total rewards, policy administration, performance management, employee and labor relations, culture and engagement, and leadership and team effectiveness. This position may also serve as a back up to the Deputy Director of HR Strategic Impact & Improvement.
 
ESSENTIAL FUNCTIONS:
The following duties are a representative summary of the primary duties and responsibilities. Incumbent(s) may not be required to perform all duties listed and may be required to perform additional, position-specific duties.

• Supports key stakeholders and senior leaders in implementing a variety of HR priorities and programs for assigned client groups. 
• Contributes to a culture of diversity, equity, and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy.
• Create, drives, and executes HR priorities for clients, including talent planning and management.
• Provides feedback from clients and HRBP team to assist HR Partners in developing HR programs, policies, and practices.
• Collaborates with Learning & Development (L&D) team to develop training content and facilitates training sessions for managers and employees.
• Enhances talent and organizational effectiveness of assigned client groups.
• Collaborates with Labor Compliance to gather, collect, and maintain documents and records required for union information requests, investigations, and negotiations.
• Analyzes data to identify potential trends, address concerns with management, and recommend improvements to the work environment.
• Takes a proactive approach with client groups to anticipate, assess, and deliver HR solutions aligned with business needs, providing guidance as necessary.
• Provides timely and effective advice on HR-related matters to employees and managers including interpreting and applying Agency policies and procedures.
• Partners with management to implement HR programs within their respective areas.
• Partners with HR functional areas and legal counsel, as needed to resolve internal customer issues.
• Acts as a change