HRBP

AIM Intelligent Machines, Inc.; Seattle (WA); On-site; USD 140,000 - 190,000; Full time

Job summary

AIM Intelligent Machines, Inc. is seeking an HR Business Partner to establish the people foundation, turning business goals into people objectives and owning the employee experience from onboarding through growth.

You will partner with executives and managers, measure progress with KPIs, and build scalable HR processes from scratch. You will lead talent development, compensation benchmarking, HR policy, and data governance, ensuring a fair, healthy culture and a seamless employee lifecycle

Qualifications

• 5+ years of experience in HR or People roles.
• Startup experience building HR processes from scratch, including working with executives to turn business goals into people objectives
• Experience bridging talent acquisition and talent development, and building a growth-oriented employee lifecycle across performance reviews, career growth, succession planning, retention, and manager training
• The ability to define and measure HR success with numbers and clear metrics
• A leadership role in People, Talent, or HR where you made well-evidenced arguments and adapted as circumstances changed
• A track record of using software tools and systems to automate repetitive or formulaic work
• Experience developing HR policy, with working knowledge of employment law and compliance, and experience handling complex risk such as performance problems and labor-law matters

Responsibilities

• Own talent development and growth frameworks including performance reviews, career growth, succession planning, and retention.
• Train managers on performance management and provide tools to develop their teams.
• Create and maintain role-leveling and compensation frameworks grounded in market benchmarks.
• Own HRIS data and ensure it is accurate and trusted for decision making.
• Automate repetitive HR tasks to improve employee experience and free up time.
• Handle complex/high-priority cases related to performance, retention, and team dynamics.
• Write and maintain growth-oriented HR policies compliant with employment law and risk management.
• Communicate new and existing policies clearly through all-company channels.
• Partner with executives to translate business goals into people objectives.
• Bridge talent acquisition and development to create a unified employee lifecycle.
• Define HR success metrics and report progress.

Skills

HR experience

People ops

Talent development

Performance management

Compensation benchmarking

HR policy

Change management

Data-driven HR

Executive partnering

Tools

HRIS

Job description

About us

AIM builds autonomy for the real world: robots that move mountains. Our systems bring together software, hardware, and robotics to turn heavy equipment into intelligent machines that reshape how earthmoving is done.

We're looking for a Human Resources Business Partner to build the people foundation that helps our team work together and conquer ambitious challenges. You will turn business goals into people objectives, create HR processes from the ground up, and own the employee experience from the first day through every stage of growth. You'll partner closely with executives and managers, and you'll measure progress with sensible KPIs and clear, trusted data.

About you

You bring out the best in people. You don’t have an antiquated view of HR as just a risk-mitigation function – you see human and organizational potential, and you build the programs, coaching, and paths that turn them into personal, professional, and company growth.

You have both a warm bedside manner and a strong backbone. You handle sensitive conversations with care, and you hold firm when the situation calls for it.

You push back respectfully. You make well-evidenced arguments to executives and managers, and you stay flexible as you learn more.

You are approachable and easy to understand. Employees and leaders trust you, come to you early, and leave conversations knowing what happens next. People trust your decisions because they are made calmly and objectively.

You think about the whole employee lifecycle, from offer and onboarding through development, retention, and departure, and you connect each stage into one coherent experience.

You are skilled at and comfortable with guiding people and organizations through change, whether exciting or simply necessary, to help them achieve their full potential.

You turn legal and compliance requirements into a fair, healthy culture, so that doing the right thing is also the natural way people work here.

What you will own

Talent development and growth

• Author, communicate, and drive adoption of talent development frameworks covering performance reviews, career and job growth, succession planning, and retention

• Train managers on performance management and give them the tools to develop their teams

• Build plans to retain top talent and a clear, consistent approach to attrition

HR foundations

• Build practical HR processes from scratch where none exist, and improve them as the company grows

• Create role-leveling and compensation frameworks grounded in market benchmarks

• Own our HRIS and the data in it so that employee information is accurate, trusted, and the source of truth for decisions,

• Use technology wisely to automate repetitive and formulaic tasks both to improve the employee experience and to maximize your leverage on your time

Employee relations and compliance

• Handle complex and high-priority cases, including both opportunities and risks related to performance, retention, and team dynamics

• Write and maintain growth-oriented HR policies that comply with employment law, and ensure that risk is well managed and communicated

• Communicate new and existing policies clearly, in writing and in person, through all-company channels

Partnership and measurement

• Work with executives to turn business goals into people objectives

• Bridge talent acquisition and talent development so that hiring, onboarding, and growth form one connected experience

• Define what HR success looks like in measurable terms, track it, and report progress

Your first 90 days

In your first three months, you will:

1. Create a role-leveling and compensation benchmarking framework and policy, and share it with the company

2. Select and deploy a new HRIS, including migrating all key information from our current system

3. Develop and roll out a talent development framework, with plans for retaining top talent, manager training on performance management, and our approach to attrition

4. Take ownership of high-priority HR cases involving growth, retention, and performance management

5. Communicate new HR policies, and reinforce existing ones, in writing and in person across the company

Qualifications

• 5+ years of experience in HR or People roles

• Startup experience building HR processes from scratch, including working with executives to turn business goals into people objectives

• Experience bridging talent acquisition and talent development, and building a growth-oriented employee lifecycle across performance reviews, career growth, succession planning, retention, and manager training

• The ability to define and measure HR success with numbers and clear metrics

• A leadership role in People, Talent, or HR where you made well-evidenced arguments and adapted as circumstances changed

• A track record of using software tools and systems to automate repetitive or formulaic work

• Experience developing HR policy, with working knowledge of employment law and compliance, and experience handling complex risk such as performance problems and labor-law matters

Preferred qualifications

• Experience selecting, implementing, or migrating an HRIS

• Experience building role-leveling frameworks and compensation benchmarking

• SHRM-CP/SCP or PHR certifications

Base Compensation Range - $140,000 - $190,000