Brooks Running · 6 hours ago
Senior Human Resources Business Partner (HRBP)
Seattle, WA
Full-time
Hybrid
Senior Level
$117K/yr - $176K/yr
7+ years expBrooks Running is a company dedicated to creating gear and experiences that enhance movement. The Senior HRBP will independently drive major HR initiatives, providing strategic guidance and support across various functional areas while fostering strong partnerships within the organization.
ApparelFashionManufacturingShoesSporting Goods
Responsibilities
Independently drive major bodies of work including succession planning, design and implementation of enterprise HR initiatives and cross-functional projects with minimal guidance, aligning people plans and solutions to business strategy
Provide thought leadership and a clear POV regarding organizational and people-related execution, advising leaders on creating organizations positioned to scale with Brooks’ growth
Support our People Paths and People Programs by incorporating principles from both in all workstreams, from 1:1 conversations to HR Rhythm of the Business (RoB) and strategic workstreams
Develop and maintain a strong point of view that informs team and business planning
Lead complex, ambiguous, high-risk projects and programs, anticipating problems and proactively facilitating solutions
Gather feedback and draw insights from the business to contribute to the design and priorities of the HR strategic roadmap
Facilitate the annual Brooks Cultural Strengths Survey, analyze results, and partner with leadership to develop action plans
Lead workforce planning efforts for assigned functional groups, supporting hiring managers and partnering with compensation teams
Lead and drive difficult decisions and discussions with confidence and thorough preparation for unforeseen circumstances
Diagnose and mediate cross-team issues, proactively facilitating collaborative solutions
Challenge leaders and offer perspectives on the advantages and disadvantages of proposed strategies, suggesting alternative solutions and explaining the rationale for different approaches
Directly support hiring managers to understand and plan recruiting needs:
Partner with hiring manager to understand organizational implications of newly created positions, backfills, etc. Understand the business need and recommend solutions aligned with business needs and minimize disruption strategy shifts require org changes. Advise on org and structure and aid in job descriptions review and feedback
Partner closely with the compensation team providing information on the team, the headcount and any context relevant for compensation analysis and job description review of a role
Maintain knowledge of employment laws and trends, ensuring regulatory compliance and reducing legal risks
Proactively connect partners and drive cross-group integration and work, adding strategic and execution value
Work closely with HR CoEs supporting an integrated HR methodology. Act as the liaison between HR functional teams and business leaders, helping translate HR processes and policies so leaders can better understand the rationale behind them
Partner regularly with Asia HR team and liaise with DC and EMEA HR teams as appropriate to ensure alignment with HQ programs, processes and workstreams while taking into account regional or facility specific differences
Promote a culture of feedback, listening, transparency, and accountability, reinforcing Brooks values and Connect Leadership principles
Drive operational excellence at a strategic level, using data to inform recommendations and decisions and contribute to broader data-driven strategy to inform strategic decisions
Monitor employee engagement and connection with culture and brand, identifying areas of opportunity and helping leaders develop actionable plans to address them
Serve as a first-line resource to managers and employees on employee relations issues, providing advice and support in resolving performance issues and disputes. Recognize situations that require further guidance or partnership with Legal
Act as a mentor, sharing experiences and knowledge with other HRBPs and the broader HR team
Demonstrate and model a strong growth mindset, continuously learning and developing others
Provide a level of executive coaching to senior leaders and coaching/guidance to managers, as appropriate
Qualification
Required
7+ years of experience progressive HR experience
Demonstrated experience working in a cross-functional environment
Demonstrated experience working with Sr. leadership and leadership teams
Experience managing cross-functional projects and working with leadership teams to ensure project goals are met
Being self-driven, open to learn and goal-oriented with strong time-management skills
Ability to adapt to ever-changing demands and to refocus and develop options for quick changes in projects
Ability to influence leaders across the business and gain trust and buy-in
Act with a mindset of genuine curiosity and creative problem solving, with the ability to work in a fast paced, changing environment, anticipating and resolving problems in a timely manner
Excellent interpersonal skills that inspire and build trust resulting in effective working relationships across the company
Ability to anticipate how a decision made can affect our customers, our partners, our products or other departments' operations and/or morale; 'connecting the dots.'
Ability to challenge the status quo – always looking at improving our products and processes while also displaying a willingness to dive into the details
Proven ability to communicate and influence in a collaborative, team oriented and complex global environment
Strong verbal and written communication skills, with an advanced ability to communicate a point of view concisely and functional expertise within project teams and to external stakeholders
Proficient in use of applicable and emerging technologies
Embraces and lives the Brooks values!
Preferred
Experience as an HRBP in product or technology companies preferred
Benefits
Medical, dental, vision, life, and AD&D insurance
Disability insurance
HSA and employer contribution
FSA
Family & fertility assistance
401K Savings Plan and match
Employee assistance program
Transportation assistance
Five weeks of paid time off
Eleven paid holidays
Paid sick and parental leave
Annual bonus based on company performance
Product discounts
Employee recognition
Fitness discounts
Volunteer and donation benefits
Company
Brooks Running
Brooks Running designs and manufactures high-performance running shoes, apparel, and accessories for both male and female runners. It is a sub-organization of Berkshire Hathaway.
1001-5000 employees
Funding
Current Stage
Late StageLeadership Team
Dan Sheridan
Chief Executive Officer
Carson Caprara
SVP, Footwear and Apparel
Recent News
2025-11-11
Company data provided by crunchbase