People Business Partner
Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people.
If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way.
Title: People Business Partner
Location: Belleview, Washington (Hybrid role once training is complete)
Level: Mid-to-Senior Level
Reports To: Director, People Strategy & Experience
Compensation: $120,000 - $135,000 + 15% bonus
Job Purpose
This role acts as a strategic advisor to business leaders, aligning people strategies with organizational objectives to drive performance, engagement, and sustainable growth. The role leads the translation of enterprise HR strategy into business unit execution, providing expert guidance on workforce planning, organizational design, employee relations, and change management. By leveraging data-driven insights, building leadership capability, and partnering closely with Centers of Excellence, the People Business Partner ensures effective decision-making, strengthens organizational capability, and fosters a high-performing, compliant, and values-driven culture.
Responsibilities
Compensation and Benefits Program Design
Work with Operating Company (OpCo/OPCO) presidents to design and deliver employee compensation structures and benefit programs; deliver elements of the technical design; provide financial, market, and legal analysis and insights; draft internal management proposals and reports.
Employee Engagement
Guide employee engagement and experience such as addressing OPCO/business unit issues and concerns, partnering with OPCO presidents on the development of employee engagement plans that foster their satisfaction.
Leadership and Direction
Identify and communicate the actions needed to implement strategy and business plan within the business area or department; explain the relationship to the broader organization's mission, vision, and values; motivate people to deliver quality work and live our core values. Identify opportunities to develop the team and owns the development of the team's skills and knowledge.
Strategic Workforce Planning
Design and deliver complex analyses of external and internal information and analyses of complex resourcing scenarios to support the development of key strategic insights and the strategic workforce plan. Serves as the partner between OPCO/business unit and TA COE. Creates and updates job descriptions for new and existing roles in partnership with the respective People Team Center of Excellence (COE).
Policy Execution and Implementation
Oversee the execution of policies and procedures at the OPCO/business unit level. Partners with COE to advise the on application of policy, then monitor implementation of those procedures within the OPCO/business unit.
HR Data Analytics and Insights
Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance. Partners with COE to discuss hypothesis and business improvements.
Transformational Change Management
Design and oversee transformational change initiatives, ensuring strategic alignment at the OPCO/business unit level, leveraging change management to drive organizational adoption, and embedding desired cultural and behavioral shifts to achieve long-term business objectives.
Information and Business Advice
Provide expert guidance on policies and procedures, resolving high-stakes or complex issues, and shape decision-making frameworks that support leaders and strategic objectives. Provides guidance or in some cases delivers full end to end resolution of the application of policies and procedures. Collaborate with COE where needed for support.
Organizational Capability Building
Use the organization's formal development framework to identify the team's individual development needs. Identify OPCO/business unit level needs to training and development and shares that with COE. Provide informal training or coaching to others throughout the OPCO/business unit in own area of expertise to enable others to improve performance and fulfill personal potential.
Stakeholder Engagement
Develop stakeholder engagement by identifying stakeholders; by finding out their needs, issues, and concerns; and by reacting to these needs, issues, and concerns to support the communication of business information and decisions.
Operational Compliance
Develop and direct risk assessment and analysis, along with strategic oversight of high-risk or escalated matters. Ensure regulatory compliance, oversee internal controls, and approve policy exceptions or other high-impact decisions. Lead cross-functional resolution efforts, supporting audit readiness, and ensure strong governance and accountability across the organization. Collaborate with COE where needed support and ask questions on policies and procedures set at that level.
Employee Relations Case Management
Investigate, and propose solutions for, very complex and/or contentious employee relations cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines. Design crisis response process for high-risk cases. Owns end-to-end resolution of all employee relations cases.
Employee Preboarding and Offboarding
Provide strategic oversight for escalated preboarding and offboarding issues, providing high level decision-making support, managing risk compliance, and approving sensitive or high-impact decisions. Responsible for new hire experience and cultural assimilation. Ensures stakeholder alignment to deliver onboarding experience.
Payroll Administration
Partners with payroll specialists to handle time and payroll issues that escalate to a serious issue.
Education
Bachelor’s Degree or equivalent experience
Experience
6+ years of broad HR experience across multiple HR functional areas, including compensation and benefits, employee engagement, workforce planning, policy implementation, HR analytics, change management, organizational development, stakeholder engagement, compliance, employee relations, talent acquisition, onboarding/offboarding, and payroll administration.
Managerial Experience
3+ years of experience influencing, coaching, and advising business leaders while managing priorities and resources to achieve strategic and operational objectives.
Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.
Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.
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