Manager - Talent Partnership

Zenoti•Seattle, WA

10d•$135,000 - $150,000•Onsite

About The Position

This role sits at the crossroads of talent acquisition and HR business partnering. About half your time will be spent owning full-cycle recruiting for GTM & Customer-focus functions, and the other half acting as a trusted people partner to the business leaders in those same functions. It's a rare setup that gives you real end-to-end ownership of the talent story: from sourcing a candidate all the way through their growth at Zenoti. This is an individual contributor role based in Bellevue, WA, with an in-office work arrangement. You'll work closely with senior leaders, hiring managers, and the broader Talent team.

Requirements

8-10 years of progressive HR experience, with meaningful time spent in both recruiting and HRBP roles
Genuinely comfortable toggling between 'let's find the right hire' and 'let's work through a performance issue' in the same week
Strong at building trust with leaders - you can hold your own in the room, push back when needed, and still be seen as a partner
Experience in a fast-paced, high-growth tech or SaaS environment is a real plus
Working knowledge of Washington state employment law and HR compliance requirements
Hands-on experience with an ATS (Greenhouse, Lever, or similar) and an HRIS (Workday, Hibob, or similar)
Bachelor's degree in HR, Business, Psychology, or a related field

Nice To Haves

SHRM-CP or PHR is a nice-to-have, not a requirement

Responsibilities

Own end-to-end recruiting for your assigned business units - intake, sourcing, screening, coordinating, and closing
Build proactive sourcing strategies and keep talent pipelines warm for roles that come up repeatedly
Partner closely with hiring managers to define what 'great' looks like for a role, calibrate interview loops, and make decisions with data
Drive a candidate experience that actually reflects who Zenoti is - not just a checkbox exercise
Track recruiting metrics (time to fill, pipeline conversion, offer acceptance) and use them to improve, not just report
Stay current on market conditions and sourcing trends for tech and SaaS talent
Serve as the go-to people partner for the same functions you recruit for - no handoff, you know the business
Support workforce planning, org design conversations, and headcount discussions with leadership
Guide managers through performance management cycles: goal setting, feedback, calibrations, and when necessary, PIPs
Handle employee relations situations with sound judgment, discretion, and a genuine interest in fair outcomes
Run or contribute to engagement initiatives - pulse surveys, stay interviews, team health checks - and actually follow through on what you hear
Coach managers on people practices: how to give feedback, how to run a fair promotion process, how to navigate team dynamics
Collaborate with the broader People team on programs like compensation cycles, onboarding, and L&D