Director HR Partnership and Talent Acquisition

Zenoti•Seattle, WA

7d•$120,000 - $140,000•Onsite

About The Position

This individual-contributor role combines talent acquisition and HR business partnering, with approximately half of the time dedicated to each area. The role owns full-cycle recruiting and serves as a trusted people partner to leaders in the same business functions, providing continuity from candidate sourcing through employee growth at Zenoti. The position is based in Bellevue, Washington, and has an in-office work arrangement. It works closely with senior leaders, hiring managers, and the broader Talent and People teams.

Requirements

More than 12 years of progressive HR experience, with meaningful experience in both recruiting and HR business partner roles.
Comfort shifting between recruiting and addressing performance issues.
Ability to build trust with leaders, hold one's own in discussions, push back when needed, and act as a partner.
Working knowledge of Washington State employment law and HR compliance requirements.
Hands-on experience with an applicant tracking system such as Greenhouse or Lever, or a similar system.
Hands-on experience with an HR information system such as Workday or Hibob, or a similar system.
Bachelor's degree in HR, Business, Psychology, or a related field.

Nice To Haves

Experience in a fast-paced, high-growth technology or SaaS environment.
SHRM-CP or PHR certification.

Responsibilities

Own end-to-end recruiting for assigned business units, including intake, sourcing, screening, coordination, and closing.
Build proactive sourcing strategies and maintain talent pipelines for recurring roles.
Partner with hiring managers to define role requirements, calibrate interview loops, and make data-informed hiring decisions.
Provide a candidate experience that reflects Zenoti.
Track recruiting metrics, including time to fill, pipeline conversion, and offer acceptance, and use them to improve recruiting.
Stay current on market conditions and sourcing trends for technology and SaaS talent.
Serve as the people partner for the same functions supported through recruiting.
Support workforce planning, organizational design discussions, and headcount discussions with leadership.
Guide managers through performance management cycles, including goal setting, feedback, calibrations, and performance improvement plans when necessary.
Handle employee relations situations with sound judgment, discretion, and a focus on fair outcomes.
Run or contribute to engagement initiatives, such as pulse surveys, stay interviews, and team health checks, and follow through on feedback.
Coach managers on people practices, including giving feedback, conducting fair promotion processes, and navigating team dynamics.
Collaborate with the broader People team on compensation cycles, onboarding, and learning and development.