Who We Are: At Brooks, we believe movement is the key to feeling more alive. That’s why we’re driven to create gear and experiences that take people to the place that makes them feel more alive — whether it’s a headspace, a feeling, or a finish line.  Everyone who works at Brooks is propelled by a company culture that sparks excitement, fuels collaboration, inspires creativity, and ignites innovation. Our brand values help bond us together and drive our success:   * Runner First  * We act in the best interest of the runner * Word is Bond  * We do what we say we’ll do  * Champion Heart   * We give our all in everything we do   * There is no “I” in Run  * We stay generous with our humanity  * Keep Moving  * We find ways to move every day, because joy is kinetic! We welcome everyone from every walk of life looking to inspire others through the power of movement - because we’re all moving towards something. Let’s run there.    Note: This is a temporary assignment (6-8 months).   YOUR JOB   As a temporary HR Business Partner, you will act as a trusted HR advisor to assigned client groups, supporting leaders and managers through the delivery of core and medium complexity HR programs. You will partner closely with client leaders, HRPs, HR Centers of Excellence (CoEs), and people operations to translate business priorities into effective people solutions. You will balance hands-on execution with growing strategic impact, applying solid business acumen, strong judgment, and a consultative mindset to support organizational effectiveness, talent planning, and employee experience. You will contribute to people plans aligned with business objectives while continuing to build confidence, independence, and influence in increasingly complex work. YOUR RESPONSIBILITIES: Business Partnership & Advisory Support * Act as the primary HR advisor for assigned client groups, partnering with leaders and managers on people related needs aligned to business priorities. * Support leaders in talent, performance, and organizational effectiveness conversations, escalating complexity as appropriate while building independent decision-making. * Translate HR programs, processes, and policies into practical guidance for leaders and managers, ensuring clarity, consistency, and effective adoption. This includes a strong understanding of core principles, processes, and practices of HR CoE workstreams to advise leaders on decisions and options.  * Understand our People Path and ensure application of Access and Opportunity principles and practices. * Develop an understanding of the business, team dynamics, and operating environment to inform HR recommendations and partnership. Execution & Program Delivery * Support and execute workforce initiatives such as reorganizations and restructures in partnership with HR CoEs, partners, and appropriate leaders. Execute and support medium-complexity HR initiatives and projects, including annual HR programs (e.g., merit cycles, engagement surveys, and talent reviews). * Partner with leaders and HR partners to support workforce planning discussions, hiring needs, and organizational changes. * Gather feedback and insights from the business to inform improvements to HR programs, tools, and processes. * Partner with hiring managers to support recruiting needs for new roles and backfills, helping leaders understand organizational considerations and implications. * Support job description development and reviews in partnership with compensation and recruiting, ensuring alignment with role scope and leveling, including providing partners with context and headcount data to support compensation reviews and analysis. This work includes an assessment of org structure and design, representation of fair pay practices (i.e. utilizing a pay equity lens), and ensuring clear communication and partnership with HR CoE team members.   Data, Process, & Continuous Improvement * Use HR and business metrics to inform recommendations, support workforce planning, and identify trends or opportunities within client groups. * Surface insights and patterns to HR and client leadership; escalate systemic themes as appropriate. * Identify process gaps or inefficiencies and partner with HR colleagues to implement improvements. Ensure compliance with employment laws, company policies, and best practices, maintaining awareness of relevant trends and changes.   Employee Relations & Manager Support * Serve as a first line resource to managers and employees on employee relations issues, including performance concerns, policy interpretation, and workplace questions.‑ * Support investigations and complex employee relations matters in partnership with HR partners and legal, recognizing when to escalate appropriately. * Promote fair, consistent, and compliant people practices aligned with company values and policies. QUALIFICATIONS: * Bachelor’s degree or equivalent combination of education and/or experience.   * 5+ years of experience relevant and progressive HR experience.   * Keen attention to detail in planning, organization and execution of tasks, while still seeing the big picture and understanding how the pieces align and affect one another.  * Self-starter, responsible, and able to own projects.  * Excellent interpersonal skills that inspire and build trust resulting in effective working relationships across the company.  * Demonstration of innovation and initiative – always looking at improving our processes while also displaying a willingness to dive into the details and help out wherever necessary.   * Demonstrated ability to identify and balance priorities, to work both independently and as part of the team, and to manage time efficiently are all important to this position.  * Ability to anticipate how a decision made can affect our customers, our partners, our products or other departments’ operations and/or morale; “connecting the dots.  * Demonstration of innovation and initiative – always looking at improving our products and processes.  * Strong organizational and time management skills with the ability to plan, organize and execute tasks with short timelines are a must.  * High level of independent work ethic and ability with the instinct to know when to reach out for support.  * Demonstrated ability to manage multiple priorities and deliver results in a fast paced environment‑paced environment * Solid business acumen with developing financial and organizational understanding * Ability to build trust and influence managers through sound judgment and partnership * Attention to detail with the ability to step back and understand broader organizational impact * Proficiency with HR systems, data, and applicable technologies * Demonstrated commitment to company values and collaborative ways of working * Proficient in use of applicable and emerging technologies. * Embraces and lives the Brooks values! Compensation: Pay is $43-$60 per hour.    Other: Brooks is proud to offer a robust benefits package to our temporary employees and their families!   Benefits - Including medical, dental, vision, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance. Paid Time Off - Eleven paid holidays and paid sick. Perks - Including product discounts, employee recognition, and fitness discounts.   Location- You will spend 4 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person. At Brooks, we celebrate diversity & equity. We are committed to creating an inclusive environment, and encourage people of all backgrounds, perspectives, experiences, and skills to apply. Brooks is proud to be an equal employment opportunity employer. All employment decisions are made without regard to race, religion, creed, color, national origin, age, sex, gender, gender identity or expression, two-spirit identity, sexual orientation, genetic information, the presence of a physical, mental, or sensory disability, marital status, pregnancy (including childbirth and related conditions), caste, citizenship or immigration status, honorably discharged veteran or military status, actual or perceived victims of domestic violence, harassment, sexual assault or stalking, HIV or Hepatitis C infection, political ideology, use of a trained service animal by a person with a disability, or on any other basis protected by federal, state, or local law, or any other non-merit based factors.