About Ballmer Group

Ballmer Group is a mission-strong, impact-focused organization co-founded by philanthropist Connie Ballmer and her husband Steve Ballmer, former CEO of Microsoft, and Chairman of the Los Angeles Clippers.

The Opportunity

The People Business Partner is a Central Offices role within the People Team, a group of trusted

partners who ignite continuous learning, support high performance, and champion diversity,

equity, and inclusion. We use our unique position in the organization to enable the talent, culture,

and people systems across Ballmer Group, supporting Central Offices, Philanthropy, and

USAFacts to achieve their missions.

Reporting to the Chief People Officer, the People Business Partner (PBP) will collaborate with

business leaders to translate business strategies and priorities into people and organizational ones

– developing and executing HR strategies across organization effectiveness and design, talent

management, manager effectiveness, DEI, and culture and engagement.

The PBP serves as a strategic partner and consultant to leaders on human resource-related issues

and serves as an employee champion throughout the employee lifecycle. To be successful in this

role, they must understand business priorities deeply and translate them into the highest impact

work. They will help business leaders look around corners with data-driven recommendations that

improve performance, retention, and the overall employee experience.

The PBP will be a collaborative leader who navigates change and growth effectively and works to

reinforce Ballmer Group values and priorities throughout the organization. Success in this role will

require influential partnerships with middle and senior management within the organization to

execute initiatives that foster organizational and people effectiveness. The PBP will need a flexible

skill set, including the ability to think strategically, execute tactically, and collaborate across many

teams, levels, and situations, all in service of business needs and mission impact.

This role is a collaborative, individual contributor role and does not include direct people

management.

Key Priorities and Responsibilities

• Strategic Alignment and Execution. Align and execute organization-wide People priorities annually, integrating them with broader organizational goals. Implement strategic plans and projects, tailoring support to meet unique client needs across divisions, departments, and regions.

• Client Support and Relationship Management. Proactively address client needs and support leaders in building organizational capability and fostering a culture of impact. Serve as a primary relationship manager for key leaders and managers, acting as a strategic business partner, change agent, and driver of effective results.

• Manager Development and Consultation. Facilitate manager development and effectiveness across various levels of experience. Influence and support managers on various issues, company policies, and employment laws.

• Employee Relations. Manage employee relations, address, and resolve workplace conflicts, ensure compliance with labor laws and company policies. Foster a positive and respectful work environment to enhance employee satisfaction and productivity.

• HR Expertise and Talent Management. Act as a subject matter expert on functional HR areas such as performance and talent management and development, aligning the organization with people philosophies and strategies. Facilitate talent discussions and reviews to calibrate performance, promotions, and support the development and retention of a diverse workforce.

• Org Planning and Recruitment. Partner with leaders in headcount planning and assessing organizational implications. Prepare for recruiting by scoping roles, drafting role descriptions, and guiding benchmarking analysis aligned with compensation strategy. Collaborate with external search partners, and internal hiring teams on full-cycle recruitments to ensure efficient, effective, and equitable hiring processes, and practices.

• Employee Engagement. Monitor the "pulse" of the employees to understand drivers and detractors of employee engagement. Partner with leaders and teams to maintain a high level of employee satisfaction through hands-on approaches.

• Diversity, Equity, and Inclusion. Integrate DEI principles into learning, development, leadership, and talent initiatives. Coach leaders to foster psychological safety and to support equity and an inclusive culture in their teams.

• Performance and Compensation Management. In close partnership with the Chief People Officer, lead the annual performance and compensation review process. Provide compensation support including salary planning, analysis, and recommendations for salary actions to ensure alignment with compensation strategies, and market equity.

• Data Analysis and Reporting. Review and analyze business data to identify trends and recommend solutions to improve performance, retention, and employee experience. Prepare related reports and presentations.

Qualifications

Required Experience, Skills, and Education:

• Bachelor's Degree required in Human Resources Management or related field (or equivalent).
• 10-12 years of experience in progressive HR leadership roles with broad knowledge and experience in human resource management, including talent acquisition, talent development, performance management, compensation, and employee relations
• Mission Alignment. Mission-driven with high standards, a commitment to delivering results, and a proactive approach.
• Sound judgment and decision-making with the ability to anticipate unintended consequences and ripple effects. Comfortable dealing with ambiguity and making decisions in complex environments.
• Ability to influence and partner with various levels of the organization to achieve results. Proven ability to collaborate as a team member and build a positive work environment. Experience guiding broader People team members without direct authority.
• Strong business and HR acumen with a solutions-focused approach. Ability to identify problems and drive appropriate solutions using critical thinking. High energy level and the ability to manage multifaceted projects alongside operational activities.
• Knowledge and Experience in DEI. Experience coaching leaders and teams to enhance their effectiveness, enabling diverse teams to thrive in an inclusive culture.
• Facilitation and Change Management. Experience facilitating in complex, multi-stakeholder environments. Expertise in leadership and management development and change management within rapidly changing work environments.
• Legal and Compliance. Excellent knowledge of employment laws. Experience partnering with legal to reduce legal risks and ensure regulatory compliance.
• Leadership and Mentorship. Ability to interface, coach, and mentor at senior levels while maintaining organizational health at all levels.
• Innovative and Strategic Thinking, with a willingness to "roll up sleeves" in a dynamic and growing organization.
• Technology Proficiency. Adept with Outlook, Teams, Excel, PowerPoint, SharePoint, OneNote, and HRIS. Curiosity and proactive experimentation with AI tools for process improvement and efficiency
• Effective Communication. Clear thinking reflected in excellent interpersonal, verbal, and written communication skills. High-quality document and report preparation.

Preferred Experience, Skills, and Education:

• Master’s degree in Human Resources Management or related field.
• Diverse Organizational and Industry Experience. Proven track record in various organizational settings, such as tech start-ups in growth mode, philanthropy, or other mission-driven organizations, and companies known for strong operational excellence and high engagement/performance cultures.
• Additional Depth in Relevant HR Centers of Excellence. In addition to broad generalist skillsets, extensive interest, and experience in two or more specific HR functions.

Compensation & Benefits

Compensation

The starting cash compensation range for the People Business Partner role in Bellevue, WA

includes an annual base salary hiring range of $144,000 to $180,000, plus a 10% annual

performance bonus target opportunity.

The annual base salary maximum for the role is $216,000. We aim to hire new employees within the

hiring range to allow future compensation growth. Individual pay increases are assessed annually

based on multiple factors such as demonstrated skill in the role and context, progress and

performance against goals, and increased experience.

Featured Benefits & Perks

• Medical, dental, and vision insurance with employee and dependent premiums entirely paid for by Ballmer Group
• 3 weeks of paid vacation annually
• 11 paid holidays, plus paid days off for the weekdays between Christmas and New Year
• 80 hours of paid sick leave annually
• 401(k) with 6% employer contribution
• 2:1 Ballmer Family Giving Match for charitable contributions, and $50 donation per volunteer hour
• Professional development reimbursement up to $2,000 per year
• Employer-paid life insurance of 3x salary up to $1,000,000
• Reimbursement up to $40,000 (lifetime limit) for Fertility & Family Building (including Back-up Childcare reimbursement up to $5,000 annually)
• Healthcare and Dependent Care Flexible Spending Account (FSA) options
• Parking or transportation (Orca card) up to $250 monthly
• Cash stipend of $300/month (for cell phone, wellness expenses, etc.)
• Identity theft protection

Ballmer Group is an equal-opportunity employer and is dedicated to building an inclusive workforce where diversity is valued. Individuals seeking employment at Ballmer Group are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation.