HR Business Partner

Jobgether; United States; Remote; USD 130,000 - 145,000; Full time

Benefits offered by this job

Salary range $130k–$145k

Discretionary bonuses

Equity opportunities

Healthcare coverage

Flexible PTO

Remote work across the United States

Professional development support

Innovative AI-driven environment

Collaborative culture

Meaningful impact

Job summary

Jobgether is seeking an experienced HR Business Partner to lead talent strategy, partner with managers, and implement scalable HR programs across the United States. The role focuses on full‑cycle recruiting, onboarding, performance management, and compensation guidance, with a strong emphasis on ensuring compliant, people‑centered outcomes.

You will drive HR technology adoption and collaborate with leaders to build an inclusive, high‑performing culture in a rapidly evolving, AI‑native

Qualifications

• At least five years of experience as an HR Business Partner or Senior HR Generalist.
• Demonstrated full-cycle recruiting experience and ability to advise leaders on sensitive organizational matters.
• Hands-on employee relations, performance management, and employment law knowledge.
• Experience coaching hiring managers and interviewers for effective decision-making.
• Comfort with AI-assisted recruiting and HR tools; familiarity with modern HRIS/ATS.

Responsibilities

• Partner with senior leaders to define role requirements and sourcing strategies.
• Support hiring managers and interviewers, provide feedback, and improve interview quality.
• Develop onboarding and training frameworks for new employees.
• Guide managers through performance reviews and employee relations matters.
• Advise on compensation, promotions, and job leveling with consistent procedures.
• Leverage AI-enabled recruiting tools while ensuring human oversight.
• Collaborate to strengthen culture, ownership, transparency, and continuous improvement.

Skills

HR strategy

Coaching managers

Full-cycle recruiting

Employee relations

Employment law

AI in HR

HRIS & ATS

Communication

Analytical thinking

Adaptability

Tools

Rippling

HRIS

Applicant Tracking Systems

Job description

Accountabilities

- Talent acquisition and hiring strategy: Partner with hiring managers to define role requirements, develop compelling job descriptions, establish structured interview plans, and implement effective sourcing strategies. Oversee candidate evaluation and selection, determine when AI-assisted screening adds value, and ensure hiring decisions remain consistent, fair, and grounded in human judgment.

- Hiring manager and interviewer support: Coach managers and interviewers throughout the recruitment process, providing timely feedback and practical guidance to improve interview quality, strengthen decision-making, and deliver a positive candidate experience from initial contact through the offer stage.

- Onboarding and employee integration: Develop onboarding and training frameworks that support employee success throughout the first year. Guide managers through 30-, 60-, and 90-day reviews, identify early performance or retention concerns, and support the integration of employees joining through acquisitions.

- Employee relations and performance management: Act as a trusted advisor for sensitive employee matters, handling concerns confidentially and with sound judgment. Coach managers through performance discussions, improvement plans, disciplinary situations, and employment separations, ensuring appropriate documentation and consistent processes.

- Compensation and organizational development: Advise leadership on compensation, promotions, and job leveling while applying compensation frameworks consistently and identifying potential inequities. Recognize situations requiring legal consultation and ensure employment decisions follow appropriate procedures.

- HR technology and process improvement: Use AI-enabled recruiting and HR tools, modern HR systems, and automation to streamline repetitive tasks and improve operational efficiency. Apply human oversight where discretion, context, and careful evaluation are essential.

- Strategic partnership and culture building: Collaborate with senior leaders to anticipate workforce needs, strengthen organizational effectiveness, and reinforce a culture of ownership, transparency, inclusion, continuous improvement, and high performance.

Requirements

- Professional experience: At least five years of experience as an HR Business Partner or Senior HR Generalist, with a proven ability to independently manage complex people decisions and advise leaders on sensitive organizational matters.

- Recruitment expertise: Demonstrated full-cycle recruiting experience, including job description development, sourcing strategy, structured interview design, candidate evaluation, and hiring decision support.

- Employee relations and employment law: Hands-on experience managing employee relations, performance management, disciplinary processes, and employment separations, supported by strong documentation practices and working knowledge of U.S. employment law.

- Managerial coaching: Experience providing real-time guidance to hiring managers and interviewers, helping them navigate difficult conversations, evaluate candidates effectively, and make consistent, well-informed decisions.

- AI and HR technology: Comfort using AI-assisted recruiting and HR tools, with the judgment to assess their outputs, recognize limitations, and determine when human intervention is necessary. Familiarity with modern HRIS and applicant tracking systems, such as Rippling, is an advantage.

- Communication and relationship management: Excellent written and verbal communication skills, with the ability to build credibility, maintain confidentiality, influence stakeholders, and establish trusted relationships across all organizational levels.

- Analytical thinking and decision-making: Strong judgment, discretion, and problem-solving abilities, including the confidence to make and explain decisions when information is incomplete or situations are ambiguous.

- Adaptability and collaboration: A collaborative, low-ego approach and the ability to balance strategic priorities with hands-on execution in a dynamic, rapidly evolving environment.

- Preferred experience: Experience in a high-growth or venture-backed startup, supporting a fully remote workforce, or managing employee integration following mergers or acquisitions.

- Work authorization: Must be authorized to work in the United States. Employment visa sponsorship is not available for this position.

Benefits

- Annual base salary: $130,000–$145,000, depending on qualifications, experience, education, and skills.

- Performance incentives: Eligibility for discretionary bonuses and additional incentives based on individual and company performance.

- Equity opportunities: Potential to share in the company's growth through equity compensation.

- Healthcare coverage: Comprehensive benefits, including employer-paid health insurance.

- Flexible paid time off: Flexible PTO to support personal well-being and work‑life balance.

- Remote work: Fully remote position with technology-enabled collaboration and flexibility across the United States.

- Professional development: Opportunities for continued learning, career growth, and professional development support.

- Innovative environment: The opportunity to help shape people strategy and organizational culture within an AI-native technology company transforming the commercial construction industry.

- Collaborative culture: Work alongside an ambitious, high‑performing team that values transparency, respect, ownership, innovation, and continuous improvement.

- Meaningful impact: Help build a scalable, inclusive, and high‑performing organization while contributing to the modernization of a major industry.