HRBP - People Operations & Learning

About Indigenous Pact PBC, Inc:

Established in 2017 Indigenous Pact PBC, Inc., a certified B-Corporation, set out on a mission to create health equity for American Indians and Alaskan Natives. As part of a global movement of certified B-Corporations, we aim to balance purpose and profit by meeting the highest social, environmental, legal, and public standards to build a more sustainable and inclusive economy.

Indigenous Pact’s dedicated, experienced, and knowledgeable team brings decades of experience working in Indian Country. We help strengthen and improve the sustainability of Tribes and Tribal Organizations' health, wellness, and long-term care programs and services. Indigenous Pact specializes in developing customized and turn-key solutions to generate sustainable revenue, increase healthcare access, and improve health outcomes for all Native Americans.

Job Description

• Job Title: HRBP, People Operations and Learning
• Base Salary: $110,000 - $120,000 based on experience.
• Location: Puget Sound and Spokane, WA
• Work model: Hybrid, onsite at clinics and remote
• Reports to: VP, People & Culture

Job Summary:

Indigenous Pact is seeking an experienced HR Business Partner to provide broad HR generalist support and strategic partnership across our care clinics, covering policy administration, performance management, employee engagement, and day-to-day HR operations. This role also leads Learning & Development (L&D) platform administration enterprise-wide, owning the enrollment, tracking, and compliance oversight of all training programs and ensuring clinics stay current on HR and compliance requirements under state, federal, and local regulation. This role is designed to bring People & Culture closer to clinic operations. The HRBP will maintain a regular presence within assigned clinics, developing trusted relationships with leaders and employees and providing proactive, hands-on HR support. While initially focused on Hope & Healing Clinic and Camas Health Recovery Center, the role may provide support across Community Care clinics based on organizational needs.

Key Responsibilities

HR Leadership & Strategy

Collaborate with senior leadership on HR policy development, handbook updates, and organizational risk management

Identify gaps in existing HR and training processes and lead initiatives to close them

Serve as a trusted advisor to managers across clinics on people and training matters

Stay current with changes to applicable employment and training compliance law and proactively communicate implications to leadership

Learning & Development Platform Management

Serve as the primary administrator for the organization's L&D platform, managing system configuration, user access, and data integrity

Enroll new courses, learners, and training plans, and maintain the platform's course catalog and assignment logic

Ensure every clinic has active, complete HR and clinical compliance training plans that meet state, federal, and local regulatory requirements

Monitor completion rates and compliance status enterprise-wide, escalating gaps to leadership and clinic management

Partner with clinical and HR leadership to identify enterprise-wide training needs and build or source content to close gaps

Coordinate rollout of new or updated training tracks, including state-specific requirements, onboarding sequences, and role-based learning paths

Generate and maintain reporting on training compliance for audits, accreditation, and leadership review

Employee Relations & Leave Support

Support the HR Director and HRBP with documentation and coordination on employee relations matters as needed, without owning formal progressive discipline processes

Assist with leave administration coordination (FMLA, WA PFML, ADA accommodations) in partnership with the HR Director, referring complex cases upward

Support intake and documentation for workplace injury claims in coordination with WC insurance carriers

Maintain OSHA 300 logs and related recordkeeping

Partner with operations and facilities on safety audits and corrective action tracking

Provide first-line employee relations consultation and manager coaching for assigned clinics, including intake, fact gathering, documentation, attendance concerns, performance coaching, and early-stage conflict resolution; partner with the VP of People and Culture on formal investigations, significant corrective action, terminations, and other high-risk matters.

Policy Administration

Serve as a point of contact for employee questions on policy interpretation across enterprise

Support periodic handbook review and updates alongside legal counsel

Help ensure consistent policy application across corporate and clinic settings

Performance Management Support

Coordinate annual or periodic performance review cycles, including timelines, forms, and manager reminders

Support goal-setting and check-in processes at the clinic and corporate level

Employee Engagement & Culture

Support culture and engagement initiatives, including tribal cultural competency programming tie-ins

Assist with recognition programs and employee events at the clinic and corporate level

Partner with clinic leadership to assess employee experience and team health, identify engagement or culture concerns, and develop practical action plans to address emerging issues.

Support leadership teams through periods of change, growth, or transition, helping maintain communication, engagement, and organizational stability.

Clinic HR Partnership & Operations

Serve as the primary day-to-day People & Culture partner for assigned clinics, with an initial focus on Hope & Healing Clinic and Camas Health Recovery Center, while providing support to other clinic locations as business needs require.

Maintain a regular onsite presence at assigned clinics, building strong relationships with clinic leadership, supervisors, and team members and ensuring People & Culture is visible, accessible, and responsive.

Partner closely with clinic leaders to understand workforce needs, employee concerns, operational challenges, and emerging people risks, proactively identifying when HR support or intervention is needed.

Provide frontline coaching and guidance to managers on employee relations, attendance, performance concerns, policy application, communication, team dynamics, and day-to-day people leadership.

Serve as an accessible HR resource for employees, answering questions, helping resolve concerns, and connecting team members with the appropriate People & Culture resources when matters require escalation or specialized support.

Conduct regular clinic check-ins with leaders to identify trends, upcoming staffing or organizational needs, employee engagement concerns, and opportunities to strengthen the employee experience.

Support onboarding and integration of new team members and leaders at assigned clinics, helping ensure a consistent and welcoming employee experience beyond the initial administrative onboarding process.

Partner with People & Culture leadership on organizational changes, leadership transitions, employee communications, workforce planning, and other clinic-specific initiatives.

Identify patterns across employee relations, turnover, attendance, engagement, training, and performance and bring forward recommendations rather than addressing issues only transactionally.

Provide onsite HR support during periods of significant change, employee relations activity, leadership transitions, or other clinic needs requiring an increased People & Culture presence.

Required Qualifications

6-9 years of progressive HR generalist experience, including learning management systems or training program administration

Solid working knowledge of federal and Washington State employment law (FMLA, ADA, NLRA, FLSA, PFML, WISHA/OSHA, L&I)

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