Hrbp

AIM•Seattle, WA

About The Position

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.

Requirements

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

Nice To Haves

Experience selecting, implementing, or migrating an HRIS
Experience building role-leveling frameworks and compensation benchmarking
SHRM-CP/SCP or PHR certifications

Responsibilities

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
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
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
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