Talent Development Business Partner

About the Job:

Reporting to the Chief People and Technology Officer the Talent Development Business Partner serves as a trusted advisor to leaders and staff helping teams strengthen performance resolve employee concerns and build inclusive high-performing work environments. This role partners closely with all leaders and their teams to understand their goals day-to-day operations workforce needs and team dynamics while providing practical guidance on employee relations leadership effectiveness performance management talent development and organizational effectiveness. The role also owns leadership development programming for current and emerging leaders ensuring managers have the tools confidence and support to lead people effectively.

The ideal candidate brings strong judgment emotional intelligence business acumen and a commitment to fairness accountability and continuous improvement. They are equally comfortable coaching a manager through a difficult conversation conducting an objective workplace investigation identifying development opportunities for emerging talent and using workforce data to help leaders make informed decisions.

Essential Duties and Responsibilities:
Craft3 reserves the right to change add or delete responsibilities and duties. Essential duties and responsibilities include some or all of the preceding; these are not however intended to be all-inclusive.

The essential duties and responsibilities for this position are:

Business Partnership and Team Support

• Serve as a go-to people partner for leaders and teams offering guidance on employee relations performance coaching change management team effectiveness and morale.
• Develop a strong understanding of Craft3 teams including their goals operating rhythms staffing needs challenges and opportunities.
• Build trusted relationships with leaders and staff by providing responsive practical and value- driven support.
• Partner with managers to strengthen team communication engagement recognition and accountability.
• Support leaders through organizational changes in collaboration with the Organizational Development Manager and leadership by anticipating employee impacts and sustain trust engagement and morale.
  
  

Employee Relations and Performance Coaching

• Guide managers through the full spectrum of employee relations matters including performance improvement coaching disciplinary actions investigations and separations.
• Manage and resolve employee complaints and workplace concerns with objectivity and empathy thorough documentation and sound judgment.
• Coach front-line and mid-level managers on leadership effectiveness difficult conversations feedback documentation and employee engagement to guarantee consistency.
• Support performance management processes by helping leaders set meaningful goals deliver constructive feedback address performance gaps and differentiate performance.
• Help build inclusive positive work environments where employees feel respected recognized supported and accountable for results.

Talent Management and Development

• Own the design coordination delivery and continuous improvement of leadership development programs for emerging new and current leaders and managers.
• Build practical learning pathways that help managers strengthen core people leadership capabilities including coaching feedback goal setting performance management delegation accountability inclusion change leadership and employee engagement.
• Partner with senior leaders and HR colleagues to assess leadership development needs identify capability gaps and create and align development programs with organizational priorities and culture.
• Facilitate talent review discussions to identify high-potential employees succession risks readiness levels and development priorities.
• Support succession planning and workforce planning efforts by helping leaders assess current talent future needs readiness and development gaps.
• Develop and deliver targeted training for managers on topics such as new-manager orientation documentation best practices interviewing skills goal setting feedback effective coaching and leading through change.
• Create and maintain leadership development tools resources discussion guides learning plans and manager enablement materials that support consistent leadership practices across the organization.
• Measure the effectiveness of leadership development programs through participant feedback manager adoption engagement trends retention indicators and other relevant people metrics.
• Assist managers in developing ramp plans job descriptions onboarding tools and other workforce resources that support employee success.
• Promote a culture of continuous learning by connecting individual development needs with team and organizational priorities.

HR Data Insights and Continuous Improvement

• Leverage HR data and analytics to identify trends diagnose root causes and present actionable insights on turnover engagement headcount workforce demographics and related people metrics.
• Prepare recommendations and business cases for senior leadership to support informed decision-making on policy compensation organizational changes and people strategies.
• Proactively identify opportunities to improve HR processes tools service delivery and manager resources.
• Champion a mindset of continuous improvement across the HR function by simplifying processes strengthening consistency and improving the employee and manager experience.
• Contribute to Employee Handbook updates organizational policies and enterprise HR initiatives by providing field insight practical recommendations and implementation support.

Direct / Indirect Reports: This position is not responsible for supervising direct reports.

Knowledge and Experience:

• Experience conducting or supporting workplace investigations and preparing clear objective documentation.
• Experience designing facilitating or managing leadership development programs for new emerging and current managers.
• Knowledge of employment laws HR policies and compliance practices; ability to apply guidance with fairness consistency and discretion.
• Bachelors degree in human resources business organizational development or a related field preferred; equivalent experience may be considered.
• Strong proficiency with Microsoft Office Suite Adobe SharePoint
• Bilingual (English/Spanish) a plus.
  
  

Preferred Skills and Abilities:
We encourage all candidates with diverse perspectives and backgrounds to apply regardless of whether you meet all the requirements of the job description. Some specific things we are looking for in this role are candidates who demonstrate:

• Progressive experience in human resources talent development employee relations organizational development or a related people-focused role.
• Demonstrated ability to coach managers through complex employee relations performance and engagement matters.
• Strong understanding of performance management talent development succession planning manager enablement and organizational effectiveness practices.
• Ability to analyze workforce data identify trends and translate insights into practical recommendations for leaders.
• Excellent communication facilitation relationship-building and problem-solving skills.
• Comfort working with HR systems reporting tools Microsoft Office applications and related technology platforms.

Certificates Licenses Registrations -

• HR certification such as SHRM-CP SHRM-SCP PHR or SPHR preferred but not required.
• Change Management certification a plus.

Travel:

A level of travel is to be expected with job responsibilities covering a geographic area that includes the States of Oregon and Washington branch office visits and company events.

Physical Demands
Frequently requires use of manual dexterity and repetitive motions primarily with the wrists hands and/or fingers. Must be able to occasionally list and/or move up to 10 pounds.

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Craft3 is an Equal Opportunity Employer

Craft3 is an Equal Opportunity Employer. We comply with all applicable laws prohibiting discrimination and make all hiring and employment decisions based on individual qualifications and merit. Veterans and individuals with disabilities are encouraged to apply. If accommodation is needed to participate in the job application or interview process or to perform essential job functions please contact our Talent Acquisition Team at .

Employment offers may require final candidates to successfully complete and pass abackground check prior to employment consistent with business necessity and applicable federal state and local law. Were actively working to create a workplace where everyone can thrive. We believe different perspectives make us stronger and help us better serve the Pacific Northwest.