Human Resources Business Partner

Leading the Change in Youth Development 

At Boys & Girls Clubs of King County, we are taking youth programming to a new level. We are a leader in youth development, providing a safe, affordable place for kids and teens during critical out-of-school time. Our Clubs offer life-changing programs and services to more than 26,000 youth throughout the greater Seattle area.

As the third largest major metro Boys & Girls Club organization in the United States, we have a rich 75 year history serving King County youth. If you are passionate about youth development, love to connect with people, have a proven track record of results with youth, and want to be part of an extraordinary team, Boys & Girls Clubs of King County is for you!

Opportunity Overview: Human Resource Business Partner

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders across the Boys & Girls Clubs of King County. Reporting to the Chief Human Resources Officer, this role partners closely with Club leaders and organizational leadership to strengthen culture, support people leadership, and guide employee relations matters that impact our mission.

The HRBP plays an important role in strengthening leadership and organizational effectiveness across BGCKC. In addition to supporting leaders through employee relations and people challenges, this role helps leaders think more strategically about their teams, clarifying expectations, strengthening leadership capability, and improving the overall employee experience. The HRBP brings thoughtful judgment, strong relationship skills, and practical HR expertise to help leaders make sound people decisions that support both our staff and the youth we serve.

This role requires strong partnership with leaders across multiple Club locations throughout King County and the ability to build trust with leaders and staff in a dynamic, mission-driven environment.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Employee Relations & Investigations

• Serve as a trusted advisor to leaders on employee relations matters including workplace conduct, conflict resolution, performance management, and corrective action.
• Conduct fair, thorough, and well‑documented workplace investigations and provide recommendations aligned with employment law and BGCKC values.
• Coach leaders through complex employee situations while maintaining consistency, fairness, and accountability.
• Support leaders in addressing workplace concerns in ways that strengthen trust and team effectiveness.
• Prepare documentation for unemployment hearings and employment‑related matters when needed.

Leadership Development & Training

• Facilitate HR and leadership development training that strengthens people leadership across the organization.
• Coach leaders on performance management, feedback conversations, employee development, change management, and accountability.

• Reinforce BGCKC’s mission, leadership expectations, and workplace values by helping leaders build healthy, accountable, and inclusive team environments.
• Support managers in writing clear goals, development plans, and performance improvement strategies.
• Deliver training on interviewing best practices, performance management, employee relations, labor relations, and leadership fundamentals.
• Contribute to onboarding and orientation experiences that reinforce BGCKC’s leadership expectations and culture.

Strategic HR Initiatives & Organizational Impact

• Support and drive initiatives that strengthen employee engagement, retention, and overall employee experience across BGCKC.
• Participate in HR initiatives that improve HR systems, tools, and service delivery across the organization.
• Support process improvements that increase consistency and efficiency across HR practices.
• Assist leaders through organizational changes and HR program rollouts.
• Identify opportunities to strengthen HR programs and improve the overall effectiveness of HR services.

• Support leaders through organizational change, team restructuring, and program evolution, ensuring staff are supported and communication remains clear and consistent.

Operational & HR Functional Support

• Utilize HR technology and systems to support HR operations, reporting, and process improvements.
• Demonstrate strong working knowledge of HRIS systems; experience with Paycom is strongly preferred.
• Navigate HR systems to support reporting, employee records, and leader insights.
• Provide guidance to leaders across core HR disciplines including benefits, leave administration, compensation practices, and compliance requirements.
• Partner with HR colleagues to ensure consistent application of HR policies and practices.
• Support leaders with interpreting HR data, policies, and workforce insights to inform decisions.

• Utilize HR data and workforce insights to help leaders understand trends related to turnover, engagement, and staffing challenges and inform better people decisions.

QUALIFICATIONS

KNOWLEDGE, SKILLS, AND ABILITIES

• Strong knowledge of federal, Washington State, and local employment laws.
• Demonstrated experience managing employee relations issues and conducting workplace investigations.
• Ability to build strong relationships and influence leaders at multiple levels.
• Experience facilitating leadership or HR‑related training.
• Working knowledge of HR disciplines including benefits, compensation, leave administration, compliance, and talent management.
• Strong critical thinking and problem‑solving abilities.
• Experience contributing to the evolution of HR from an administrative function to a strategic partner.

• Experience designing and delivering leadership development training or curriculum aligned with organizational needs and business priorities.
• Excellent communication skills and ability to translate HR concepts into practical guidance.
• Proficiency in HR systems and technology; Paycom experience highly desirable.

Experience: 

• 7+ years of progressively responsible Human Resources experience.
• Demonstrated experience handling complex employee relations issues.
• Experience facilitating training or supporting leadership development.
• Experience working with HRIS platforms and HR technology tools.
• Experience in nonprofit or mission‑driven organizations is a plus.

Education and Training:

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.

Licenses and Certifications:

PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred.

A Current Driver License, Satisfactory Motor Vehicle Record as determined by BGCKC Vehicle Loss Prevention Program.

HOURS: Full-Time 40 hours per week

LOCATION: Hybrid. Club Service Center at 16000 Christensen Road, Tukwila, WA with frequent travel to Boys & Girls Club locations throughout King County

TRAVEL:  Ability to travel regularly to multiple Club locations throughout King County to effectively partner with leaders and staff. A valid driver’s license and reliable transportation are required.

SALARY:  $85,000 - $100,000 DOE

PHYSICAL REQUIREMENTS AND WORKING ENVIRONMENT:

The physical demands and characteristics of the work environment described here are representative of those occurring in the performance of the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the essential functions of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear.  The employee is occasionally required to reach with hands and arms and stoop, kneel, crouch, or crawl.  The employee must occasionally lift and/or move up to 20 pounds.  Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.

Staff in this position work in an office, club site, and/or home office (with approval).  The noise level in the work environment is usually low to moderate.  Club site noise levels can be high.  While performing the duties of this job, the employee is occasionally exposed to toxic or caustic chemicals (e.g. copier toner, correction fluid, markers).

DISCLAIMER:

Equal Employment Opportunity and Non-Discrimination

Boys & Girls Clubs of King County (BGCKC) is committed to equal opportunity for all employees and applicants.  BGCKC does not discriminate with regards to hiring, assignment, promotion or other conditions of staff employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender, gender identity, veteran status, disability, genetic information or any other status protected under local, state or federal law.