Human Resources Business Partner Job Listing at Bellevue College in Bellevue, WA (Job ID 15098)

Description

Position Summary  

Bellevue College Human Resources is seeking a talented, experienced, and motivated individual to join our HR Business Partner team. Depending on the candidate's qualifications, skills, and experience, the selected applicant will be offered a position at either the Associate HR Business Partner or HR Business Partner level.

The Human Resource Business Partner (HRBP) provides professional HR guidance and consultation in any, some, or all of the following: recruitment, classification, compensation, employee/labor relations, performance management, program and policy development, organizational analysis, training and development, interpretation and application of laws, rules, policies, or other functions relating to human resources management. 

The position serves as a skilled, human resource consultant performing professional human resource duties. Responsible for resolving complex human resource issues. Plans and carries out work with general supervision at the Associate level to general direction at the HRBP and Senior HRBP levels, utilizing knowledge of laws, policies and regulations. Responsible for prioritizing and managing issues within designated area of responsibility. Maintain and ensure a confidential environment at all times.

Position Level Progression 

There are three progressive steps in the HR Business Partner series which is designed to establish a career path that recognizes growth, learning, and the development of professional expertise and independence in the field of human resources management and consultation. The series is designed to recognize a progressive increase in knowledge, skills, and abilities in providing consultative support in all HR matters including: recruitment, classification, compensation, reasonable accommodations, employee and labor relations, performance management, organizational analysis, training and development, interpretation and application of laws, rules, policies, or other functions relating to human resources management. Growth in the position occurs over time through experience, mentorship, professional development activities, and the potential for professional certification support.

• The Associate HR Business Partner position is the first step in the level series for this position. The Associate HR Business Partner will be provided a designated HR expert to mentor the employee to the next career level. At this level the position requires some professional level human resources management experience. The employee at this level will have the ability to complete routine HR procedures following established processes, be able to prioritize tasks, demonstrate good oral and written communication skills, and willing to commit to learning in HR management topics.
• The Human Resources Business Partner is the second level within the three part career series. At this level the position works under general direction of the VP of Human Resources and is required to provide guidance to supervisors and employees independently on most matters and consults as needed on more complex issues. The HRBP should be able to perform all the functions of the Associate HRBP. A candidate with particularly applicable experience could be hired directly into this second level. The HRBP promoting from an Associate HRBP would be expected to be familiar with college HR policies and procedures and application in various situations, have demonstrated increasing levels of efficiency and productivity, made improvements in report writing and other documentation, would have exercised increasing initiative and ability to work more independently while continuing to seek direction where necessary, and would have become more proficient in developing and executing investigative plans consulting with VP of HR as needed. This level requires the HRBP to have strong working relationships with assigned work unit employees and supervisors.
• The Senior Human Resources Business Partner is the third level within the three part career series. At this level the position woks under the general direction of the VP of Human Resources and is required to demonstrate the ability to perform all the duties of the HRBP level. No particular period of employment is required to be promoted to the Senior level. The Senior HRBP demonstrates the following knowledge, skills, and abilities: expert knowledge of State and Federal HR rules and regulations; independently performs assignments with little direct oversight from VP; demonstrates clear communications; exercises independent decision making authority and discretion to decide which work methods to use, tasks to perform and procedures to follow to meet work objectives; demonstrates the ability to conduct investigations independently including clear, concise, professional report writing; ability to present information in a training environment in a clear, concise, engaging manner; demonstrates objective thinking based on facts and resourcefulness in assisting supervisors and employees in solving problems; demonstrates excellent time management skills. Senior HRBPs will have demonstrated a thorough understanding of union contracts and labor relations and be able to serve in a backup capacity on labor relations issues.
   

Pay, Benefits & Work Schedule  

Position Salary Range: $70,037/year - $110,364/year

The salary information shown above is a general guideline only. The salary will be determined based on candidate's qualifications and related experience, as well as market and business considerations. Typically, new hires start no higher than $87,216 per year based on Bellevue College Exempt salary schedule.

We offer comprehensive compensation package with salary and benefits as the main components. Generous benefits package is offered through Washington State plans that includes multiple medical, dental, life and disability coverage choices for employees and dependents; choices of retirement and deferred compensation plans; paid holidays, sick, and vacation plans; transit program, reduced tuition, employee discounts and memberships, etc.

The employee is scheduled to work 40 hours per workweek. This position may be eligible for the overtime provisions of the Fair Labor Standards Act; salaries below the WA State Salary Threshold is eligible for overtime pay.

About The College  

Bellevue College is a diverse student-centered, comprehensive and innovative college, committed to teaching excellence that advances the life-long educational development of its students while strengthening the economic, social and cultural life of its diverse community. Bellevue College is located just 10 miles east of Seattle where we serve a student population of over 54% students of color and over 1,300 international students. The college promotes student success by providing high-quality, flexible, accessible educational programs and services; advancing pluralism, inclusion and global awareness; and acting as a catalyst and collaborator for a vibrant region.

We strive to create a vibrant and inclusive campus community that supports a diverse student body, faculty and staff. As an essential part of our mission and goals, diversity, equity and pluralism are promoted and fostered in all aspects of college life. By enriching student life through leadership opportunities, personal learning and cultural experiences, we are committed to building an inclusive and diverse campus community that fosters creativity, innovation and student success.

For more information, visit BC Facts at a Glance @ Bellevue College.

About the Department  

The Office of Human Resources is a dynamic and dedicated office that integrates strategic human resources management, pay and position administration, and process improvement to build and support a fully engaged, diverse workforce environment to meet the goals and mission of Bellevue College. Our staff strives to make Bellevue College the Employer of Choice by creating and fostering an environment which allows the College to attract, hire, and retain the best people.

Essential Functions  

Employee Relations

• In collaboration with VP-HR, provide information, interpretation, advice, training, and counsel to management and employees regarding workplace concerns and disagreements, performance management, workplace climate, techniques for motivating employees, supervising and working in a union environment, and compliance with state and federal laws and rules. Respond to questions and issues from employees and management regarding workplace concerns, appropriate corrective and disciplinary actions, reasonable accommodation, disability issues, and contract interpretation and implementation. Conduct investigations and interviews of alleged employee misconduct and prepare or assist supervisors prepare documentation for college response. Serve as facilitator/mediator when appropriate.
  • Positions at the Associate level are learning all the processes and procedures to support HR functions across the organization. This level requires on-going mentorship and support and may be involved in professional development activities offered by the college to build HR knowledge and skills. 
  • Positions at the HRBP level have a good understanding of employment laws and regulations. This level requires experience in advising managers and employees in all aspects of human resources as a generalist in the field. Individuals at this level may need to learn Bellevue College specific policies and procedures but their competency level should be at the journey level in the field. HRBPs are able to analyze situations independently and seek advice or elevate issues in unusual circumstances.
  • Positions at the Senior level may have special skills or assignments in areas of expertise and manage procedures around that area of expertise independently.

Labor Relations

• In collaboration with VP-HR, apply labor collective bargaining agreements and procedures for grievances, investigations, corrective and disciplinary actions, and other personnel actions. Provide information, interpretation, advice, training, and counsel to administrators, managers, supervisors, and staff regarding collective bargaining agreements; workplace concerns; performance management; supervision; and compliance. Develop and maintain effective working relationships with union representatives, employees, managers and supervisors. 
  • Positions at the Associate level are learning all the collective bargaining agreements to support HR functions across the organization. This level requires on-going mentorship and support and may be involved in professional development activities offered by the college to build HR knowledge and skills. 
  • Positions at the HRBP level are knowledgeable of the provisions of the collective bargaining agreements and understand application in various situations. HRBPs are able to interpret the CBAs independently. 
  • Positions at the Senior level are able to back up the Director of Employee and Labor Relations in grievance procedures, notifications, and other discussions or negotiations with the union.

Recruitment

• Work with the recruitment team to develop effective recruitment strategies. Review job duties, qualifications and knowledge, skills, and abilities to assist supervisors with creating appropriate position descriptions. Review documentation for the selection decision making ensuring documentation supports hiring decisions. Administer salary placement procedures and provide guidance to supervisors in offer process. Answer inquiries from management, employees and applicants on recruitment processes and procedures. Assist in the collection, verification, analysis and reporting of human resource information related to recruitment. 
  • Positions at the Associate level are learning the talent acquisition procedures and how to navigate the applicant tracking system to support the recruitment function. This level requires on-going mentorship and support. 
  • Positions at the HRBP level are independent in reviewing recruitment related documentation and provide advice and guidance to hiring managers and screening committees on recruitment procedures and appropriate documentation. Positions at this level are able to manage salary placements with only final review needing guidance only in unusual situations. 
  • Positions at the Senior level are able to teach and mentor Associate level positions in recruitment processes. This level position is able to carry out talent acquisition procedures independently and may establish new practices and procedures.

Classification/Compensation

• Audit new, vacant and occupied non-represented and classified positions. Conduct comprehensive investigations of position's responsibilities which may include interviewing incumbents, supervisors and employing officials, examining work site, work methods, etc. Interpret and allocate positions to appropriate classification system applying appropriate definitions and knowledge of Washington state and Bellevue College's classification/compensation system. Perform salary placements according to CBAs or exempt administrative procedures. Interpret rules, FLSA and other statutes that govern classification and compensation of positions. Perform position reviews to determine appropriate classification of positions. Explain classification review results to employee, supervisor and employing official. Prepare notification to employee of classification review finding. Provide training to managers and supervisors on classification/compensation system and processes. Assists departments in applicable collective bargaining agreements, laws, policies, and procedures.
  • Positions at the Associate level are learning the State and College classification and compensation procedures. This level requires on-going mentorship and support. 
  • Positions at the HRBP level are versed in interpreting OFM class and compensation guidance in application to college jobs. This level position is able to conduct position classification reviews with minimal guidance from the VP of HR or Director of HRIS and Compliance. 
  • Positions at the senior level independently conduct position classification reviews and placement. This level position is able to teach lower level positions how to perform classification reviews and salary placements. This level position is knowledgeable of FLSA, Washington State pay regulations, and Office of Financial Management classification and compensation procedures and is able to explain these rules to supervisors and employees. This level may also have special expertise in a particular employee group classification and compensation process (e.g. IT classification procedures).

Compliance

• Provide interpretation, information and advice regarding, college policies and procedures, collective bargaining agreements, Washington Administrative Code, Revised Code of Washington, Title IX, Title VII, EEO, ADEA, FLSA, EPA, and other rules and regulations that may impact the college. Investigate, recommend and represent the college at appeals, grievances, and unemployment hearings. Work with VP on legal issues. 
  • Positions at the Associate level are learning the college policies, procedures, CBAs, WACs, and other regulations specific to the college environment. This level requires on-going mentorship and support. 
  • Positions at HRBP level positions are able to apply regulations in situations independently seeking guidance in unusual circumstances.
  • Positions at the senior level are able to independently interpret policies, rules and regulations accurately and apply the guidance to new and unusual circumstances. Positions at this level are able to counsel and train supervisors on college policies, CBA, and other Washington and federal regulations. This level position may serve as a back up for the Director of Employee and Labor Relations in grievance matters, labor negotiations, and other labor relations issues.

Other

• Perform other duties as assigned. 
• Complete special assignments and projects as required. 
• Develop and provide formal training in areas of expertise. 
• Maintain knowledge on current developments and practices in human resources. Provide backup to HR staff as needed.

Minimum Qualifications  

• HR Administration, Behavioral Science or closely related field. Any combination of relevant education and/or experience may be substituted for the educational requirement on a year-for-year basis. 
• Progressively responsible professional-level human resource experience.
• Associate HRBP level requires some professional human resources experience.
• Experience working in a human resources department providing support, guidance, and counsel to employees and supervisors on matters related to employee relations, HR procedures, recruitment practices, classification, compensation, labor relations, and/or other HR functions.
• Demonstrated effective interpersonal, written and oral communication skills.
• Demonstrated ability to resolve interpersonal conflict situations between employees.
• Demonstrated experience interpreting and applying employment laws, rules, policies and procedures.
• Demonstrated ability to interact with and relay information to large groups and individuals at all work levels.
• Demonstrated proficiency in the use of computers and software applications.
• Demonstrated success in fostering internal and external community relationships.
• Demonstrated commitment to pluralism with the ability to advocate for it on campus and work as a team member on a campus committed to inclusion. · A record showing commitment to customer service and the application of appropriate flexibility in response to issues and opposing points of view is required.
• Flexibility of schedule and willingness to work select evenings and/or weekends.

Preferred Qualifications  

• Experience in any of the following HR functional areas: recruitment, classification, compensation, corrective and disciplinary action, training and development, interpretation and application of laws, rules, polices; and procedures, appeals, grievances or unemployment hearings, performance management, program or policy development, performance reviews, career counseling, organizational analysis or development, employee recognition or other functions relating to human resource management.
• Demonstrated cultural competence and ability to apply this knowledge in resolving cross cultural or racial conflict.
• Demonstrated ability to successfully prepare and present policy interpretations.
• Demonstrated ability to conduct workplace investigations, write investigative report including investigation findings and conclusions.
• Interpreting or applying labor laws, collective bargaining agreements and contracts.
• Professional certification from a recognized human resource/personnel association (e.g. SHRM, HRCI, etc.).
• Human Resource experience in a higher education setting.

Conditions of Employment  

Bellevue College intends to provide a drug-free, healthy, safe, and secure work and educational environment. Each employee is expected to report to work in an appropriate mental and physical condition to perform her/his/their assigned duties.

Bellevue College employs only U.S. citizens and lawfully authorized non-U.S. citizens. All new employees must show employment eligibility verification as required by the U.S. Citizenship and Immigration Services. 

Sexual Misconduct and Background Check:

Prior to start of employment, finalists(s) for this position will be subject to a pre-employment background check as a condition of employment. Information from the background check will not necessarily preclude employment, but will be considered in determining the applicant's suitability and competence to perform in the position.

Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington State Law.

Check frequently in your inbox, spam, junk, clutter email folders for any communication regarding the next steps from Bellevue College and our background check partners.

Reference Check:

Reference checks may include, but are not limited to, contacting references and verification of work experience, and/or past job duties. 

How To Apply  

Applications received by 09/08/2025 will be given full consideration. Applications received after that date may be considered until the position is filled. 

All individuals interested in this position are encouraged to apply. Your application must include a complete online application and all of the required documents below to be considered complete. Any application that does not provide all requested information will not be considered for the position (only submit required documents with the application, additional documents will not be reviewed.) Please review Application Tips before applying. Current Bellevue College employees should apply the position through Employee Self Service.

Required application materials:   

• Attach a Cover Letter (min 1 pg., max 2 pgs.)
• Attach a Resume
• Complete Job Questionnaires 

Contact: 

If you have questions with regards to the application or the hiring process, please contact Office of Human Resources at jobs@bellevuecollege.edu

EEO Statement  

Bellevue College does not discriminate on the basis of race, color, national origin, language, ethnicity, religion, veteran status, sex, sexual orientation, including gender identity or expression, disability, or age in its programs and activities. Please see policy 4150 at www.bellevuecollege.edu/policies/. The following people have been designated to handle inquiries regarding non-discrimination policies: Title IX Coordinator, 425-564-2641, Office C227, and EEOC/504 Compliance Officer, 425-564-2178, Office B126. 

Applicants with disabilities who require assistance with the recruitment process may contact hraccommodations@bellevuecollege.edu .

 Apply on company website