Salary: $112,576.00 - $141,178.00 Annually
Location : 501 Delta Ave, Marysville, WA
Job Type: Full-time regular
Job Number: 00946
Department: Human Resources
Opening Date: 10/02/2026
Closing Date: 10/18/2026 11:59 PM Pacific

Position Summary
The Senior HR Business Partner is responsible for performing a broad range of complex duties in support of employee relations, labor relations, performance management, and HR policy review and development. This position may also support other HR program related areas as necessary and assigned to ensure continuity in service delivery to department leaders and employees, which could include: recruiting, onboarding, classification, compensation, training, workers' compensation, employee leaves of absence, and benefits.
The position assesses and anticipates HR-related needs, communicates those needs proactively with the HR department, and develops and integrates solutions in cooperation with department leadership. The HR Business Partner builds relationships city-wide in order to provide value-added service to management and employees that reflects the goals of the City Council, Executive leadership and the values of the organization. Assists in the development and administration of personnel programs, policies and procedures to ensure compliance with applicable federal, state and local laws and regulations. The work performed by this class is professional-level that involves exercising independent judgment by applying human resources policies and procedures and relevant employment laws and regulations and preserving confidential and sensitive material and information.

Examples of Job Duties
Other duties may be assigned as needed.

1. Supports departments with employee relations and engagement, strategic workforce planning, policy review, training and development, and mentoring / coaching.
2. Conducts regular meetings and maintains open and effective communication with assigned departments; provides HR policy guidance and interpretation. Consults with supervisors, managers and directors providing HR guidance when appropriate and day-to-day performance management guidance (e.g. coaching, counseling, career development, disciplinary actions).
3. Facilitates the resolution of employee relation matters serving as an internal consultant for employees and leaders while demonstrating sensitivity, fairness, confidentiality and maintaining legal sound practices.
4. Investigates complaints and/or allegations of employee misconduct by performing investigations; ensures investigations are thorough and objective, and findings are concluded in a valid manner and may make recommendations to management regarding appropriate action.
5. Serves as a resource in interpreting and applying the collective bargaining agreements. Maintains documentation of clarifications provided for future reference to support updates to the agreements or to analyze in resolution of labor management issues.
6. Participates in labor negotiations and labor management meetings as necessary. Researches, analyzes and prepares data and makes recommendations for labor meetings.
7. Facilitate various labor-management forums using problem solving techniques.
8. Assists in the coordination of the grievance process including investigation, research and grievance resolution for less complex matters.
9. Develops and maintains professional relationships with employees and City leadership that promotes positive employee morale and engagement, treating everyone with dignity and respect, and valuing the input and feedback of others. Demonstrates the HR department and City values in all interactions.
10. Maintains knowledge of legal and compliance requirements related to day-today management of employees, reducing legal risks and ensuring regulatory compliance.
11. Supports leaders through the full performance evaluation cycle, providing guidance that includes goal setting, performance reviews, feedback delivery, and development planning, ensuring consistency and fairness.
12. Conducts the exit interview process, analyzing and reporting feedback with recommendations to resolve issues.
13. Maintains knowledge on current trends and issues, proposed legislation, and state and federal laws. Advises employees and managers on regulations, reviews recommended changes in existing programs or establishment of new programs as appropriate with Director.
14. Demonstrates and communicates expert level knowledge and application of City policies and procedures, State and Federal employment related laws and guidelines, and applicable collective bargaining agreements.
15. Facilitates the research, development, implementation and communication of related Human Resources procedures and policies. Makes recommendations for changes to Director as necessary.
16. Assists the Director in the assessment of City organizational development needs.
17. Identifies current and future employee skills needs based on information gathered from employee interviews, surveys, workforce trends, and other research to inform training recommendations that are needed or require enhancement.
18. Develops and facilitates training for leadership and employees as necessary. Works with relevant City content experts and vendors to design, develop and deliver training programs, course plans and materials.
19. Works collaboratively with HR team members in evaluating and improving current programs, policies and processes as well as recommending and developing new HR department programs and initiatives.
20. Participates in the planning and delivery of employee-focused programs that enhance the City's work culture and employee engagement which may include employee recognition, the wellness program and safety program; presents new ideas and innovations for employee program development and enhancement.
21. Serves as the HR department representative to assigned boards or committees with duties that may include researching topics, developing meeting agendas, preparing reports and recommendations, monitoring compliance and working with external vendors and/or other agencies.
22. Maintains confidentiality of all work-related issues, employee records and City information.
23. May administer other HR department programs as needed. Provides work direction, guidance and technical assistance to other human resources staff as required. Provides backup to other human resources staff as needed.

Qualifications
A combination of the experience, education, and training listed below which provides an equivalent background to perform the work of this position.

Experience:

• Five (5) years of progressively responsible and related human resources experience, with previous experience in a unionized environment required.

Education and Training:

• Bachelor's degree in human resources management, business or public administration, or a related field.

Licenses or Certificates:

• Professional in Human Resources (PHR or SHRM-CP) certification preferred.
• Must possess, or have the ability to possess within one month of hire date, a Washington State Driver's License.

Work 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 frequently lift up to 10 pounds; occasionally lift and/or move 10 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.
This position works in an office, and the noise level in the work environment is usually low to moderate.
Work is performed mainly during city office hours; however, some travel may be required and incumbent is occasionally required to attend night meetings of the City Council or City boards and commissions.
This position description generally describes the principal functions of the position and the level of knowledge and skills typically required. It does not constitute an employment agreement between the employer and employee, and it is subject to change as the needs of the employer and the requirements of the job change.
The City of Marysville offers a comprehensive benefit package for regular full-time employees.

Regular part-time employees may be eligible for medical and dental coverage; however, they are not eligible for vision coverage. Their spouses and dependents are not eligible for health insurance coverage.

(Note: Represented employees may receive some or all of the benefits listed below based on their union contracts. Those employees should consult their union agreements for specific information about their benefits)

Insurance Benefits:

• Medical - choice of Premera Blue Cross or Kaiser Permanante.
• Employer pays 100% of employee's monthly premiums and 90% of dependent/qualified domestic partner's premiums.
• Vision
• Dental
• Employee Assistance Program
• Dual Insurance Incentive Program
• Vacation and Holiday Pay
• Sick Leave
• Jury Duty/Military Leave

Investment and Retirement Programs:

• State of Washington State Department of Retirement Systems (DRS)
• 457 Deferred Compensation (voluntary)
• HRA/VEBA plan

Voluntary Benefits:

• Optional plans for life insurance, disability, and accident coverage
• Flexible Spending Account Plan
• Direct Deposit
• Credit Union Membership

01

Following is a series of supplemental questions designed to assess your work-related experience and qualifications. Please note that as part of the screening process your responses will be reviewed in conjunction with your general online application. The employment history and education detailed in your general application must validate/support your responses to the supplemental questions. A resume will not substitute for the general online application or supplemental questions; responses such as "see resume" or "see application" will not be considered.Do you agree to answer each question truthfully and that your responses can be supported by your general application/work history and by your references?

• Yes
• No

02

How many years of human resource experience do you have with advising and consulting on HR issues to include employee relations, labor relations, and performance management?

• Less than 1 year
• 1 year to less than 2 years
• 2 years to less than 3 years
• 3 years to less than 4 years
• 4 years to less than 5 years
• 5 years or more

03

Please indicate where your professional Human Resources experience in the areas of Employee or Labor Relations was obtained:

• Public sector employer (i.e. federal, state or local government agency)
• Private sector employer with a large, union-represented workforce (500+ regular employees)
• Private sector employer with a small to medium, union-represented workforce (less than 500 regular employees)
• Private sector employer with a non-unionized workforce
• I do not have professional Human Resources experience in the areas of Employee or Labor Relations, but have experience in other areas of HR
• I do not have experience as indicated above

04

Employee Relations: Briefly describe your experience in employee relations to include conducting investigations, researching and analyzing cases, advising management of appropriate actions, and executing disciplinary actions. If you do not possess the requested experience, indicate N/A.
05

Labor Relations:Briefly describe your experience in labor relations related to the following areas:• Research, interpretation, and analysis of cases, administrative regulations and legislation relating to labor relations issues• Grievance resolution• Mediation and fact-finding• Labor negotiationsIf you do not possess the requested experience, indicate N/A.
06

HR Consultations:Briefly describe your professional human resources experience advising management regarding policies, laws and regulations. Include levels of management (e.g., executive, administrative, middle, first-line/supervisory) which you advised and with which you regularly interacted. If you do not possess the requested experience, indicate N/A.
Required Question