Human Resources Business Partner

AIM; Seattle (WA); On-site; USD 110,000 - 170,000; Full time

Job summary

AIM, a leader in integrating software and robotics for earthmoving, seeks an HR Business Partner to build the people foundation for rapid growth. You will translate business goals into people objectives, design HR processes, and own the end-to-end employee experience from onboarding through development and retention.

You will partner with executives, implement data-driven HR programs, and drive change across the organization while maintaining compliant, fair policies and a healthy culture.

Qualifications

• 5+ years of experience in HR or People roles.
• Startup experience building HR processes from scratch, including working with executives.

Responsibilities

• Build HR programs from scratch and scale with company growth.
• Partner with executives to translate business goals into people objectives.
• Own HRIS data quality and reporting to support decision making.
• Develop and implement talent development and retention strategies.
• Manage employee relations and ensure compliant policies.

Skills

Talent Development

Executive Partnership

Change Management

Employee Relations

Data Analytics

HR Strategy

Policy Writing

Education

Bachelor's degree in HR or related field

Tools

HRIS

MS Excel

Applicant Tracking System (ATS)

Job description

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:

• Create a role-leveling and compensation benchmarking framework and policy, and share it with the company
• Select and deploy a new HRIS, including migrating all key information from our current system
• Develop and roll out a talent development framework, with plans for retaining top talent, manager training on performance management, and our approach to attrition
• Take ownership of high-priority HR cases involving growth, retention, and performance management
• 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