*This position can be done from any of our Business Centers in Bellingham, Bellevue or Port Angeles. There may be flexibility for experienced candidates to work from other locations. *

Who We Are

First Fed is a local community bank on an exciting growth trajectory with 16 locations in 5 counties across Washington. We are committed to investing in our amazing team and technologies which enable better service for our customers and communities. In 2021, First Fed was recognized as a Best Workplace by Puget Sound Business Journal and a Best Bank by Forbes, Peninsula Daily News, and Bellingham Alive. 

We welcome applicants from all backgrounds -- our diversity makes us stronger. In 2023, we are celebrating our first 100 years of service.

Our Values

Optimism:  We are positive and decisive. We believe the future will be better than the past. Our attitude demonstrates persistence which leads to success.

Initiative:  We are self-starters and find innovative solutions. We are courageous, entrepreneurial, and passionate. We take action for good.

Respect:  We include individuals from diverse backgrounds and with different perspectives. We are committed to honoring and serving others.

Growth:  We learn and adapt so we can continually improve. We believe in personal growth through grit and determination.

Ownership:  We are invested in our endeavors. We are accountable and take responsibility for our actions and decisions.

Position Purpose:

The HR Sr. HR Business Partner will lead the development and implementation of strategies to enhance employee engagement, experience, satisfaction, and retention Bank wide. This role will be responsible to provide Bank leadership with the data, insights, and tools to create a positive and inclusive work environment that promotes strong organizational culture and ensures that employees feel valued and connected to the Bank's mission, vision, values, and goals.

For posting: The ideal candidate will possess strong leadership skills, a deep understanding of employee engagement practices, and the ability to drive cultural change.

Essential Functions:

• Talent Management & Organizational Capability
  • Lead talent management activities to include talent calibration, career pathing, succession planning and individual development plans to support internal growth of our employees and development of organizational capability.
  • Identify skill gaps in current workforce and use them to inform recruiting practices.
  • Direct and implement performance management program including facilitation of regular employee reviews and feedback mechanisms to ensure create a culture of performance and excellence.
  • Participate in implementation of recognition and reward programs to incent high performance and align employee goals with organizational objectives.

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``` - Ensure that all departments and positions have clear roles and responsibilities to avoid overlaps and gaps. - Create an organizational culture and structure that allows for quick adaptation to changes internally or in the industry.

• Recruiting and Onboarding
  • Oversee all recruiting and onboarding functions including supervision of Recruiter. Ensure recruiting practices support the hiring of individuals that meet current and future business needs. Assess and improve onboarding processes and procedures to improve New Hire experience and shorten the time for an employee to be fully effective in their role.
  • Collaborate with HR team regarding Employee Relations issues to provide life-cycle employee continuity and accountability regarding hiring decisions and to inform skill gap and other talent management work.
• Culture and Engagement

Develop programs and activities that fo