HR Business Partner

Spectra Logic•Boulder, CO

10d•$100,000 - $130,000•Hybrid

About The Position

Spectra Logic is seeking an experienced HR Business Partner who will serve as a trusted adviser to managers and turn people practices into clear, practical action. This is a hands-on role for someone who can coach leaders, exercise sound judgment, and independently move sensitive or complex matters from intake through resolution. The HR Business Partner will work across organizational design, compensation, performance, employee relations, talent planning, manager development, and international HR implementation. We are a small HR team of generalists. The ideal candidate is nimble, accountable, and willing to work outside the usual boundaries of the role when workload or team priorities require it. Success requires an authentic style, a high level of emotional intelligence, strong follow-through, and the ability to work positively and collaboratively across the organization with employees at all levels. This person communicates expectations clearly, takes ownership of outcomes, acts with appropriate urgency, and has the confidence to give managers direct, useful guidance.

Requirements

At least five years of progressive human resources experience, including at least two years performing HR Business Partner-level responsibilities independently—regardless of formal job title—with direct responsibility for manager coaching, performance management, employee relations, and workplace investigations.
Demonstrated ability to coach managers at different levels, challenge thinking respectfully, and hold leaders accountable for timely action.
Strong working knowledge of employment practices and the judgment to recognize when a matter requires escalation, legal guidance, or executive approval.
Experience supporting compensation decisions, talent reviews, succession planning, organizational design, or job leveling.
Excellent written and verbal communication skills, including the ability to set clear expectations and make complex or sensitive issues understandable and actionable.
High emotional intelligence, authenticity, discretion, and the ability to build trust without avoiding candid conversations.
Strong ownership, organization, urgency, and follow-through; able to manage multiple priorities, make sound decisions, and independently move work forward while holding themselves and others accountable for commitments.
Comfort working in a small, hands-on HR team where priorities can change and every team member contributes beyond a narrow specialty.
Bachelor’s degree or commensurate professional experience.

Nice To Haves

Experience in a global organization or supporting employees through an employer-of-record arrangement.
Experience with UKG Pro, ADP, Payfactors, SharePoint, or comparable HR systems and collaboration tools.
Experience designing or delivering manager training.
Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Partner with managers on organizational and role design, job leveling, salary recommendations, offer decisions, promotions, transfers, reorganizations, and other employment changes.
Coach managers on leadership, expectations, performance, progressive discipline, employee relations, accommodations, mediation, and return-to-work matters.
Conduct prompt, thorough, and objective workplace investigations; respond to employee-relations concerns; document findings; recommend action; and carry matters through resolution.
Lead manager-facing involuntary offboarding processes, including case preparation, decision support, communication planning, and coordination with HR teammates and other stakeholders.
Facilitate manager expectations training, leadership development, succession planning, annual talent reviews, and manager implementation of approved talent decisions.
Lead manager training, calibration, follow-up, and bonus-process communication during annual compensation cycles.
Translate approved policy and compliance requirements into clear manager actions, tools, and communications, while escalating policy interpretation, material risk, and exceptions to the VP of Human Resources.
Support international manager issues, employer-of-record employment changes, and implementation of international HR requirements in partnership with internal and external resources.
Maintain the HR SharePoint site and respond to the HR inbox according to areas of ownership.
Coordinate across roles both within the HR department and cross-functionally when a process includes employee communication, manager judgment, system administration, compliance interpretation, or Executive Leadership Team approval.
Step into work outside the normal scope of the position when needed to support the team, meet deadlines, or address shifting workload.