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Senior HR Associate-Strategic Partner Programs - Seattle, United States - Knewin
Description
Salary range is $60k to $140k, with a midpoint of $95k.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.
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.
GENERAL PURPOSE:
Supports the day-to-day execution and effectiveness of the Strategic Partner team's strategic objectives, initiatives and priorities on a variety of talent management issues, including but not limited to: performance management, workforce planning, employee engagement, employee relations, talent and organizational effectiveness, and policy administration.
This role requires working with a collaborative team, has attention to detail, utilizes technology and data to reach business goals and finds creative solutions when challenges arise.
Leverages best practices to promote the mission and values of the Human Resources team as well as support cultural development and management practices.
In collaboration with Strategic Partners and HR Operations will utilize data analysis and reporting skills and tools to create agency quarterly reports.
Serve as a liaison with Human Resources and business clients.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.
Works closely with Strategic Partner Team on the full spectrum of core HR initiatives and activities and translates business needs to the rest of the HR divisions to help shape agency-wide HR systems and solutions.
Ability to build business intelligence solutions- data sets, queries, reports, dashboards, analysis to answer business questions with data.Drives process improvement initiatives within the HRBP programmatic ownership including facilitating the creation of process flows and detailed documents that define process steps and roles and responsibilities.
Project/Program Management:
Drives projects and programmatic work, tracks progress against key initiatives.
Leads and facilitates the work plan for programmatic work including: establishing meeting cadence, coordination, communications, lessons learned and improvements for programmatic work.
In collaboration with Strategic Partners, works to align the agency's strategic priorities with employee and management goals.Responsible for conducting employee relations intake sessions to support the Enablement and Development team.
Gathers documents and tracks programmatic work trends and translates into an analytic solution to measure quarterly progress.
Provides reports based on effective use of data to inform decisions-making. Makes recommendation to data collection efforts and data monitoring.
Develop data and reporting solutions for ad hoc data request that involve new metrics or are not well defined or are considered advanced data requests.
Manages and support day-to-day HR administration tasks.Builds/maintains relationship with People Leaders and staff serving as a point of contact for day-to-day and administrative HR matters.
Assists in the effective and timely implementation of HR processes and projects.
Stays abreast of market place best practices and, in collaboration with Strategic Partners, advises client groups accordingly.
In collaboration with Strategic Partner, ensures organization complies with employment and labor standards.
Ensures timely and accurate policy interpretation.
Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.
Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit's Equity & Inclusion Policy.
It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.
It is the responsibility of all employees to integrate sustainability into everyday business practices.Other duties as assigned.
MINIMUM QUALIFICATIONS:
Education and Experience:
Bachelor's degree in related field or equivalent HR experience required.
At least four years of broad HR functional experience in multiple related disciplines; Project Management experience managing programs and projects.
Demonstrated analytic experience, design reports and validate problems and solutions; Or an equivalent combination of education and experience.Preferred Licenses or Certifications:
SHRM Certification
Required Knowledge and Skills:
Exceptional customer service, establishing and maintaining effective working relationships with other division staff, management, vendors, and outside agencies.
Experience with analytical, data management and reporting tools.
Strong collaboration skills when working with others to produce or create something or achieve a common goal.
Knowledge of various HRIS systems.
Maintaining a high degree of discretion, confidentiality, and integrity.
Multi-tasking in a fast-paced environment and to work independently or as part of a team.
Excels in ambiguity.
Working effectively under pressure, meet deadlines, and adjust to changing priorities.
Excellent written and verbal communication, communicating with tact and diplomacy.
Ability to demonstrate sound judgment on employment related matters.
Strong follow through.
Advanced excel skills.
Proficiency with MS Office
Strong research, analytical, and problem solving skills.
Capability to influence project team members that are not direct reports.
Ability to balance the needs of both management and employees.
Ability to make effective small and large group presentations.
Ability to take initiative and self-driven.
Must be agile and flexible.
Excellent organizational skills.
Accuracy and attention to detail.
Physical Demands / Work Environment:
Work is performed in a standard office environment.
The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.
Sound Transit is an equal employment opportunity employer.No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status or other protected class.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR c)#J-18808-Ljbffr
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