HR Business Partner

  • Seattle, WA
  • Full Time
  • Human Resources
  • Experienced

The Seattle Times, the Pulitzer Prize-winning news organization and one of the few remaining independently owned daily metro newspapers in the country, is looking for a dynamic Human Resources Business Partner to join our HR team. As a member of the Employee Relations group, you will act as a trusted advisor to managers and executives across the company, directly supporting all departments from Advertising to Operations and Circulation. Ideally, you are comfortable working with union and non-union employees on HR-related issues that surface in client groups. Effectively, this role’s primary focus is to manage and cultivate a strong relationship between the HR department and the various business units. To be successful, you should live and breathe the company values while supporting the mission of The Seattle Times. As such, you should be innately comfortable owning, developing, and maintaining programs that directly support our culture while also addressing employee issues at the micro and macro level.

 

Please note: while currently remote, this position will require some work in our Seattle office once normal operations resume. Applicants should be current (or future) residents of the Puget Sound area.

 

Responsibilities

  • Provide strategic and tactical HR support to client groups in areas of, but not limited to, performance management, management training and coaching, workforce planning, restructures, diversity and inclusion, job changes/promotions, compensation planning, contract and policy interpretation, disciplinary action, and employee relations.
  • With in-depth understanding of the business, recommend new approaches, policies, and procedures to drive continuous improvement. Seek out opportunities to improve on efficient workflows in HR as well as the assigned client groups.
  • Build manager capability by coaching senior leadership and managers with compassion through challenging employee and unique organizational issues.
  • Develop and implement communication and engagement strategies.
  • Uphold organizational culture by managing and addressing employee relations issues quickly, consistently, and fairly.
  • Provide high-level leadership and program ownership on select organization-wide programs. Recommend improvements to existing programs when appropriate.
  • Assist in interpreting and applying Federal, State and Locally mandated employment and labor laws including EEO Title VII of the Civil Rights Act, ADA, ADEA, USERRA, WPMFL, FMLA, WFCA, WFLA, NLRA, etc.
  • Conduct confidential investigations and recommend disciplinary action and solutions by collecting, analyzing, and summarizing investigation information. Ensure that prompt, thorough, fair and defendable investigations are done. Document the findings and recommendations. Ensure that others involved in investigations are well-trained, open-minded and focused on finding the truth.
  • Ensure consistency in compliance with local, state, and federal labor and employment laws as well as company policies and guidelines. Evaluate potential risks and liabilities.
  • Partner closely with Human Resources teammates to consistently improve and enhance strategies, systems, and process.
  • Lead company and/or HR projects and initiatives as needed.

 

Qualifications

  • Experience: At least five years of experience in Human Resources as an HR Manager, HR Generalist, or HRBP, and at least two years’ experience with a direct focus on Employee Relations. Must have prior experience advising department heads, Senior Directors, or executives. 
  • Education: Bachelor’s degree (or equivalent four-year degree).
  • PHR, SPHR, SHRM-CP or SHRM-SCP is preferred.
  • Previous Labor Relations experience is preferred.
  • Experience supporting employees in both office and manufacturing environments is strongly preferred.
  • Growth mindset and commitment to personal accountability and transparency.
  • Solid understanding of change management principles and processes.
  • A true hands-on approach and the ability to successfully partner with field-based teams to ensure a high levels of employee engagement.
  • Exposure to developing and leading diversity, equity, and inclusion efforts in a company is preferred.
  • Demonstrate excellent organizational, leadership, and prioritization skills, including the ability to navigate ambiguous situations and manage multiple tasks/projects at one time.
  • High level business acumen and a passion to drive results by being proactive to address current and future business problems.
  • Ability to work effectively with employees, and managers of all levels, across departments.
  • Demonstrated success in building and managing HR Programs.
  • Coaching and mentoring experience at the management level.
  • Proficiency in Office 365 Suite, various HRIS systems, and/or Google Suite.

 

This position requires a criminal background check after an offer is made.

 

Founded in 1896, The Seattle Times continues its tradition as a family-owned, independent newspaper that cuts through the clutter and provides readers with timely, relevant news. As the largest newsroom in the Pacific Northwest, we serve the region with thoughtful journalism that makes a real difference in our community. And as a media solutions company, we combine cutting-edge digital capabilities and service with the values and integrity of respected traditional media… with an established audience of 1.9 million. At The Seattle Times, you’ll find work that matters.

 

Resume and attachments over 10 MB per file cannot be accepted.

 

Read More

Apply for this position

Required*
Apply with Indeed
We've received your resume. Click here to update it.
Attach resume as .pdf, .doc, .docx, .odt, .txt, or .rtf (limit 5MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity and/or Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status



Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 5/31/2023
Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson's disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression
Please check one of the boxes below:

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

You must enter your name and date