Director Of Human Resource Business Partners

Parker, Washington
Yakima Valley Farm Workers Clinic
Join our team as a Remote Director of Human Resource Business Partners. As a member of the Human Resources Leadership Team, the Director of HR Business Partner, will lead a team of HR Business Partners and play a critical role by aligning Human Resources strategies with business strategies and successfully implement critical people initiatives. You’ll collaborate closely with leaders and managers to align HR strategies with business objectives, foster a high-performance culture, and ensure our workforce is well-equipped to achieve organizational goals.

This is a remote position. Candidates must reside in one of these U.S. states: WA, OR, ID, CA, AZ, CO, TX, IL, IN, WI, TN, MA, MD, VA, NC, GA, FL(some restrictions within WA and CA). Quarterly travel to Yakima, WA for HR all-staff meeting is required.

We’ve transformed into a leading community health center. With 40+ clinics across Washington and Oregon, we offer a wide range of services such as medical, dental, pharmacy, orthodontia, nutritional counseling, autism screening, and behavioral health. Our holistic model also extends assistance to shelter, energy, weatherization, HIV and AIDS counseling, home visits, and mobile medical/dental clinics.

Explore our short clips, ” WE are Yakima – WE are Family ” and ” YVFWC – And then we grew ” for a glimpse into our dedication to our communities, health, and families.

What We Offer

• Salary $126,000 -$169,000 DOE with the ability to go higher for highly experienced candidates.
• 100% employer-paid health insurance for employees including Medical, Dental, Vision, Rx, 24/7 telemedicine; profit sharing, 403(b) retirement plan, generous paid time off, paid holidays, uniform allowance, and more.

Essential Functions/Responsibilities/Duties

• Directly manage HRBPs, providing leadership and mentorship to align their efforts with organizational objectives and ensure high-quality HR support to business units and programs.
• Participate as an active member of the HR Leadership Team to develop goals and strategic initiatives, encouraging cross-functional collaboration and proactive communication.
• Ensure an effective HRBP model that aligns business and people strategies, embedding HRBPs within business units for closer alignment with business priorities.
• Develop, direct, implement, and monitor HR programs, policies, and initiatives to ensure mission alignment and a positive employee experience.
• Ensure HRBPs manage initiatives, programs, and processes by leveraging the expertise of Recruitment, HR Operations, Training, and Total Rewards to strengthen overall HR alignment.
• Collaborate with leaders to develop and implement HR strategies that drive business success.
• Actively participate with and influence leaders, advising on the people and organizational impact of business plans and decisions.
• Oversee HR compliance efforts, ensuring programs, policies, procedures, processes, and reporting are compliant with legal requirements and government regulations.
• Ensure ER guidance and workplace investigations comply with legal requirements and align with the organization’s mission, values, and goals.
• Act as a trusted advisor to employees and management to solve complex employee relations issues with professionalism and discretion.
• Provide expert HR guidance on organizational design, workforce planning, succession planning, and talent development initiatives.
• Develop relevant metrics and analysis for areas of responsibility, review and monitor metrics, and provide updates on performance to key individuals.
• Partner with People Analytics to create and analyze HR data to inform decision-making and report on HR metrics.
• Oversee the execution of performance management programs that integrate organizational values and goals, motivate and develop employees, and influence positive change in employee engagement and retention.
• Provide data-driven leadership that supports the organization with actionable insights to enable data-driven decisions.
• Drive organizational effectiveness and change management to support new initiatives, significant policy changes, and HR process improvements.
• Identify potential HR risks and develop strategies to mitigate them.
• Provide strategic leadership and guidance, overseeing the design and execution of initiatives focused on employee engagement and retention.
• Ensure annual assessment of employee engagement at all levels and establish planned interventions to improve engagement based on assessment input.
• Leadership and Supervision
• Coaches, mentors and trains direct report staff. Provides continuous performance management and conducts employee performance evaluations.
  Addresses performance and/or behavior issues, clarifying expectations and providing feedback.
• Supports staff growth and development. Assesses the educational and experience needs of all levels of staff in collaboration with the individual. Encourages staff to seek educational opportunities incorporating job related training in addition to mandatory training.
• Participates in the recruitment and selection of staff. Provides orientation to outline job requirements and expectations, policies and procedures, and proper use of tools and equipment.
• Creates and maintains an inclusive work environment that respects diverse ideas, backgrounds and styles. Supports diversity through the selection, management, and retention of diverse employees. Creates, drives and maintains an employee engagement culture.

Qualifications

• Education: Bachelor’s Degree in Human Resources, Business Administration, or other equivalent degree. Associate’s Degree and two additional years of relevant experience may be substituted for a Bachelor’s Degree. High School Diploma or GED and four additional years of relevant experience may be substituted for a Bachelor’s Degree. Master’s Degree in Human Resources, Business Administration, or related field of study preferred.
• Experience: Seven years’ progressive experience including significant HRBP, Employee Relations and strategic change management experience. Experience coaching and serving as a consultant to leaders. This includes three years’ experience leading and managing a team of human resources professionals. Master’s degree in HR Administration, Business Administration or other applicable degree may substitute for two of the seven years’ required experience. Experience working in a non-profit, healthcare, and/or multi-location employer and overseeing HR for a large employer (1,000+ FTE). preferred.
• Knowledge/Skills/Abilities:Advanced knowledge of federal and state employment laws and regulations. Ability to mentor, coach and lead a team to optimal performance. Knowledge of HRSA and Joint Commission requirements preferred. An understanding of talent analytics and data sources, accessibility and integrity. Ability to handle, analyze, interpret and communicate data effectively and responsibly to drive business outcomes. Ability to develop and execute solutions to business challenges and to influence strategic business decisions. Ability to build relationships and coordinate effectively among a wide range of stakeholders and collaborators. Ability to respond to shifts in the business environment, adapt and change course when necessary. An understanding of internal structures and processes throughout the organization. Ability to support leaders and managers to successfully steer their teams through both planned and unexpected change. Ability to leverage technology to drive better HR and business outcomes through effective adoption and utilization. Ability to critically and creatively address complex problems through a client-centric approach that aligns with organizational goal. Ability to manage projects from concept to completion, within scope, budget, timelines and resource constraints. Ability to effectively leverage contacts at all levels within the HR function and throughout the organization to identify synergies in work and business goals. Ability to create innovative solutions through an openness to new and iterative ways of working. Proficiency with Human Resource Information Systems (HRIS) preferred.

Our mission celebrates diversity. We are committed to equal-opportunity employment.
Associated topics: advisor, business partner, generalist, hrbp, human resources associate, human resources generalist, officer, operations partner, professional, representative