Remote Human Rights Jobs in Puyallup, WA (NOW HIRING)

Honor Technology's mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor's growing portfolio includes its consumer care brand, Home Instead, Inc., the world's leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 60 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals.

As Senior Director, People Partners, you will lead the evolution of our HRBP function to operate as a true organizational architect: identifying systemic problems before they become crises, designing mechanisms that produce the right talent outcomes, and becoming a sought-after partner to senior leaders. You will lead a small team of HRBPs, set the standard for how this function operates, and serve as a credible, trusted voice in senior leadership conversations — someone who earns influence by being right, honest, bringing insights and patterns that leaders may not see but need to understand, and proactively helping leaders reach their goals through people, structure, and culture.

This role is fully remote.

The People team at Honor builds the infrastructure, practices, and leadership capability to help the company achieve its goals through its people, structure, and culture. We aim to act as a force multiplier — aligning people and purpose to drive growth, adaptability, and long-term value. Our work is both strategic and operational: finding and hiring talented people, ensuring the people and culture "scaffolding" are in place for the company to evolve and scale, continuously examining and improving how work gets done and information flows, supporting and strengthening leaders, and ensuring the fundamentals of risk mitigation, pay, and policy are executed reliably.

Raise manager and leadership quality — Help leaders understand that manager-employee relationships are the primary driver of team performance, retention, and culture. Build manager capability, feedback loops, and coaching infrastructure that make strong manager-employee relationships the norm, not the exception. Support succession planning and leadership bench development. (Leadership Principle: Drive Impact)

Drive organizational effectiveness — Build trust-based relationships with business leaders to partner on organizational design: assess structure, clarity of roles and decision rights, and alignment with business strategy. Strengthen the organization's change management capabilities and agility. Act as a connector across functions — bringing objectivity, empathy, expertise, and sound judgment to complex, cross-cutting people issues.

Build scalable people solutions that drive business impact. Look beyond individual issues to identify root causes, patterns, and systemic challenges, then develop sustainable, repeatable solutions that improve how the organization operates. Test new approaches through practical, data-informed experimentation, learn quickly, and scale what works. Leverage HR data, workforce analytics, and emerging technologies to identify trends, mitigate risk, and improve engagement, retention, performance, and organizational effectiveness. Measure success through meaningful business and people outcomes—not simply completed activities. (Leadership Principle: Think Systemically)

Own employee relations and risk — Lead employee relations for our fully-remote HQ team. Identify and resolve ER issues with speed and sound judgment. Bring strong multi-state wage and hour knowledge and solid understanding of employment law and HR best practices. Maintain working knowledge of employee relations dynamics and know when to engage additional expertise. Support performance management with rigor — teach and enable managers to set clear expectations, provide clear feedback, and address performance issues promptly. (Leadership Principle: Identify Problems)

Lead and develop the HRBP team — Manage, coach, and develop a small team of HRBPs, raising the bar on quality, speed, and judgment. Build observability and repeatability into the team's work through tools, playbooks, and decision frameworks. Lead and evolve the HRBP practice as a strategic center of excellence, defining clear operating principles, standards, and expectations for consistent, high-quality HR partnership across the organization.

Partner on hiring quality — Collaborate with Talent Acquisition to sharpen hiring criteria, improve structured interview practices, and strengthen calibration. Help leaders understand what they are actually hiring for given the needs of the organization now and in the future, not just what they think they want.

Required:

• 10–12+ years of progressive HR experience, with significant time in a senior HRBP or HR leadership role
• Bachelor's degree required; Master's degree preferred. Professional HR certification (SPHR, SHRM-SCP) is a plus
• Experience supporting a mixed workforce — knowledge workers alongside operations, call center, or field staff — in a regulated or compliance-sensitive environment
• Multi-state US employment law fluency; demonstrated experience navigating wage and hour complexity for non-exempt populations
• Experience in a growth-stage or rapidly scaling company; you've built or rebuilt HR infrastructure before, not just maintained it
• Demonstrated experience translating business strategy into org design; you've structured teams, clarified decision rights, and helped leaders navigate restructuring decisions
• Track record of building manager capability — not just delivering training
• Strong analytical capability, with experience finding and using HR data and workforce insights to identify trends, inform strategy, and drive measurable outcomes
• Comfort leveraging technology and data to build workflows, analyze data, and scale the function's capacity
• Ability to communicate in clear, structured, written narratives that distill complexity, sharpen thinking, and scaffold decisions

What distinguishes the right candidate:

• Pattern recognition — You spot issues early — in data, in conversations, in org dynamics — before they become problems. You go to the source: you connect data to anecdotes, audit what is actually happening, and don't manage from assumptions. You are not waiting to be asked.
• Systems thinking — When something goes wrong once, you fix it. When it goes wrong again, you build a mechanism. You think in first principles, root causes, and leverage points, not symptoms and one-offs. You deconstruct problems into their inputs and constraints before proposing solutions.
• Business credibility — You understand metrics, incentives, and operational constraints. You speak the language of business leaders, not just HR practitioners. Senior leaders seek you out early because you're valuable. You have a demonstrated ability to drive change through an organization.
• Honest and direct — You tell leaders what they need to hear, not what they want to hear. You don't avoid hard truths. You know the difference between being diplomatic and being evasive. You admit when you are wrong or don't have an immediate answer.
• Builder mindset — You have a track record of making functions better. You know the difference between improving a process and building a capability.
• Entrepreneurial drive — You can create order from ambiguity, prioritize appropriately, are willing to roll up your sleeves, and understand that at our stage, building and doing are not separate activities.

In the first 6 months:

• Senior leaders are actively seeking out this person
• The HRBP team has clear expectations, better tools and is operating with consistency and repeatability
• The most significant ER and compliance risks are identified, documented, and being managed proactively. Patterns have been identified and root cause solutions to minimize future occurrence are underway, with measures of success pre-identified.
• This leader has an honest assessment of where the function is and a credible plan for where it needs to go

In the first year:

• Measurable improvement in manager capability and manager-employee relationship quality
• At least one previously recurring ER or operational problem has been turned into a repeatable mechanism
• Org design work is happening proactively alongside hiring and business planning, not reactively after decisions are made
• The People team's metrics reviews are sharper, more consistent, and informing real decisions — this leader has materially elevated the function's use of data

The annual base salary range for this role is $230,000 to $255,000, plus stock options. Individual compensation will be commensurate with the candidate's experience and qualifications.

Base pay is just one part of our total rewards program. Honor offers a 401K with up to a 4% match and medical, dental, and vision coverage including a zero cost plan for employees. We provide medical, dental and vision coverage including a zero cost plan for employees. Short Term Disability, Long Term Disability and Life Insurance are fully employer paid with a voluntary additional Life Insurance option. We offer a generous time off program and Employee Assistance Program.

Honor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, political affiliation or belief.