Date Posted: 03/27/2026
Hiring Organization: Rose International
Position Number: 499016
Industry: Social Media
Job Title: HR Business Partner
Job Location: Bellevue, WA, USA, 98007
Work Model: Onsite
Shift: 9-5 regular hours
Employment Type: Temporary
FT/PT: Full-Time
Estimated Duration (In months): 6
Min Hourly Rate($): 75.00
Max Hourly Rate($): 85.00
Must Have Skills/Attributes: Human Resources, Strategic Planning, Talent Management
Experience Desired: Strong org design skills (10+ yrs); Coaching able to coach leaders through hard moments and decisions, both proactively and reactively (10+ yrs); Talent planning skills - must also bring top talent and retention strategies (10+ yrs); Data driven, able to use data effectively (10+ yrs); Proven success building strong relationships with the business that is being supported (10+ yrs); Systems thinking (10+ yrs)
Required Minimum Education: High School Diploma or equivalent
Preferred Education: Bachelor’s Degree
**C2C is not available**
Job Description
Degrees/certifications required?
•N/A, Bachelor's could be helpful but not a strong priority.
Must-Have Skills:
•Strong org design skills - able to help leaders through org changes, thinking structurally on how to break down an org and rebuild it.
•Coaching — able to coach leaders through hard moments and decisions, both proactively and reactively.
•Talent planning skills - must also bring top talent and retention strategies.
Nice-to-have Skills:
•Data driven
•Proven success building strong relationships with the business that is being supported
•Systems thinking — having the knowledge and ability to see how interconnected processes and teams impact one another
Years of overall experience required?
•8–10 years
Overview:
Client is seeking a senior HR Business Partner to serve as a strategic advisor to senior leadership across one or more of client's product or functional organizations. This is a highly impactful individual contributor role that operates at the intersection of business strategy and people strategy, driving organizational health, talent effectiveness, and culture at scale. As an HRBP, you will be a trusted thought partner to Directors and VPs, shaping people strategies that enable client to build the future of human connection. You will bring deep expertise in organizational design, talent management, and change leadership — operating with significant autonomy, navigating ambiguity, and influencing outcomes across functions and levels.
Responsibilities:
•Strategic Business Partnership
•Serve as a strategic advisor and thought partner to senior leaders (Director+ level), influencing business decisions through a people and organizational lens
•Develop and execute integrated people strategies aligned to business priorities, including workforce planning, organizational design, and talent strategy
•Translate complex business challenges into actionable people plans that drive measurable outcomes
•Proactively identify organizational risks and opportunities, and design interventions at scale
•Organizational Effectiveness & Design
•Lead organizational design efforts to ensure teams are structured for speed, efficiency, and impact
•Diagnose organizational health issues using quantitative and qualitative data, and recommend solutions
•Drive change management initiatives for large-scale organizational transformations, restructures, or strategic pivots
•Coach leaders on building high-performing teams and fostering inclusive, healthy team cultures
•Talent Management & Development
•Partner with leadership on talent strategy, including succession planning, leadership development, and high-potential identification
•Drive calibration and performance management processes, ensuring consistency, fairness, and differentiation
•Advise on career development frameworks and internal mobility strategies to retain top talent
•Influence compensation and rewards strategies in partnership with Total Rewards to attract and retain critical talent
•Culture, Engagement & Inclusion
•Champion Client's cultural values and drive initiatives that strengthen employee engagement and belonging
•Analyze engagement survey data and partner with leaders to develop targeted action plans
•Advocate for diversity, equity, and inclusion, embedding inclusive practices into all people processes
•Serve as a culture steward during periods of change, ensuring alignment between stated values and organizational behaviors
•Cross-Functional Leadership & Influence
•Operate as a senior IC leader within the People organization — setting standards, mentoring other HRBPs, and contributing to enterprise-wide HR strategy
•Lead or contribute to cross-functional People team initiatives (e.g., performance cycle redesign, manager effectiveness programs, policy evolution)
•Build strong partnerships with Centers of Excellence (Total Rewards, Talent Acquisition, L&D, People Analytics, Employee Relations) to deliver integrated solutions
•Represent the voice of the business to the broader People organization and vice versa Minimum Qualifications
•12+ years of progressive HR experience, with 8+ years in an HR Business Partner or strategic HR role
•Experience partnering directly with senior executives (VP/SVP level) in a fast-paced technology or similarly complex environment
•Deep expertise in at least three of the following: organizational design, talent management, change management, workforce planning, employee relations, or executive coaching
•Demonstrated ability to use people analytics and data to diagnose organizational issues and measure the impact of HR interventions
•Track record of operating independently with high autonomy in ambiguous, rapidly changing environments
•Strong business acumen — ability to connect people strategies to business and financial outcomes
•Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field
Preferred Qualifications:
•Experience supporting engineering, product, or research organizations within a large-scale technology company
•Experience working in a global, matrixed organization with distributed teams
•Familiarity with client's people systems, tools, and performance philosophy
•Proven track record of leading large-scale organizational transformations or M&A integrations from a people perspective
•Experience coaching and developing other HR professionals
Typical Day-to-Day in the role:
•Regular 1:1s and strategy sessions with aligned VP clients (1–2x every two weeks or monthly), focused on org health, talent priorities, and upcoming changes
•Leading or advising on org change initiatives — scoping timelines, coordinating stakeholders, and managing communication plans end to end
•Partnering with XFN teams (Total Rewards, People Development, Recruiting, People Analytics) to ensure aligned execution on people programs
•Keeping XFN partners informed and looped in on org-level decisions that affect downstream systems and processes
•Staying ahead of the pulse across supported orgs — monitoring for emerging talent risks, engagement shifts, or structural gaps
•Balancing strategic advisory work with transactional execution — submitting and tracking people actions while maintaining a focus on longer-term people strategy
How will performance be measured?
•Strength of trusted partnership with supported VP clients and their leadership teams — measured through stakeholder feedback and relationship effectiveness
•Responsiveness and follow-through on client needs, especially during time-sensitive org changes or escalations
•Quality and clarity of communication — keeping leaders, XFN partners, and the broader People team informed and aligned
•Sound judgment in escalating issues appropriately and at the right time
•Consistent delivery against deadlines for talent planning cycles, org design milestones, and people program rollouts
- **Only those lawfully authorized to work in the designated country associated with the position will be considered.**
- **Please note that all Position start dates and duration are estimates and may be reduced or lengthened based upon a client’s business needs and requirements.**
Benefits:
For information and details on employment benefits offered with this position, please visit here. Should you have any questions/concerns, please contact our HR Department via our secure website.
California Pay Equity:
For information and details on pay equity laws in California, please visit the State of California Department of Industrial Relations' website here.
Rose International is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender (expression or identity), national origin, arrest and conviction records, disability, veteran status or any other characteristic protected by law. Positions located in San Francisco and Los Angeles, California will be administered in accordance with their respective Fair Chance Ordinances.
If you need assistance in completing this application, or during any phase of the application, interview, hiring, or employment process, whether due to a disability or otherwise, please contact our HR Department.
Rose International has an official agreement (ID #132522), effective June 30, 2008, with the U.S. Department of Homeland Security, U.S. Citizenship and Immigration Services, Employment Verification Program (E-Verify). (Posting required by OCGA 13/10-91.).
Each time I contacted Rose, I was completely satisfied with the great attention and customer service I received. Each person was extremely knowledgeable and patient with my concerns or questions.
Diana, Consultant
Working for Rose International was the most pleasant assignment I have ever had. They were always on top of situations when necessary, and very helpful. I was very proud to be an employee of Rose International, and would recommend anyone to try to work with them.
Melvon, Consultant
It is a great pleasure being a part of the Rose International Team.
Toni, Consultant
Rose International was not only attentive and responsive, but they were very professional and helpful whenever I called or needed any assistance.
Diane, Consultant
You are customer service oriented. No matter whether it was the Recruiter or someone in Human Resources/Payroll, you were responsive. That to me is key!
Tonya, Consultant
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