People Business Partner

Jetson Home•Centennial, CO

3d•$95,000 - $105,000•Onsite

About The Position

Jetson is on a mission to accelerate the transition of 100 million homes across North America away from fossil fuels toward sustainable energy use. We believe in a future that is 100% electric and 100% better. Homes are one of the largest sources of carbon emissions, yet adoption of solutions like heat pumps remains slow due to cost and complexity. Jetson is solving this by building the first fully vertically integrated home electrification company — making clean energy simple, transparent, and affordable. We rely heavily on technology, automation, and data to scale this impact. At Jetson, we value people who are excellent at their craft, curious about new tools (including AI), and motivated to continuously improve how work gets done. The Opportunity: Jetson is growing fast — and our Denver operation is where the action starts. More than a regional office, our Denver hub is our training centre and proving ground, where new programs and products get pressure-tested before they reach the broader market. What works here shapes what Jetson looks like everywhere else. That makes this role genuinely exciting — and genuinely demanding. You'll be operating in an environment that moves quickly, where priorities shift, and where the ability to build something thoughtful under real-world conditions is the job. This is a role for a builder and a problem-solver. Not someone inheriting a finished system, but someone who sees gaps as opportunities and knows how to turn a good idea into a program that actually runs. The challenges that come with supporting a fast-growing hourly workforce are layered — operational, human, and regulatory all at once — and this role requires someone who can hold all of those threads at the same time and move forward with confidence. If you're at your best when there's meaningful work to do, room to build, and a team counting on you to figure things out — this is the opportunity.

Requirements

5+ years in an HR business partner, people operations, or employee relations role, with meaningful experience supporting hourly and/or non-exempt workforces.
Deep fluency in Colorado's employment law landscape — not just the basics, but the details. Colorado HELP Rules, FAMLI, HFWA, and local ordinances aren't new concepts to you. You stay current, and you know how to put compliance into practice without turning it into a barrier.
A track record of earning trust with hourly employees and an understanding of the difference between people programs that work in theory and ones that actually work on the ground.
Sound judgment in sensitive situations — you know when to be flexible and when to hold the line, and you can explain your reasoning clearly.
Communication that shifts to meet people where they are, whether you're coaching a field supervisor or walking an installer through a policy update. Clear, plain-language communication is your default.
A builder's mindset. Jetson is growing fast, and you're energized by the opportunity to help create systems that actually fit the people doing this work.
Experience with modern tools, including AI, to automate and make your day more efficient.

Nice To Haves

Experience with trades, construction, field services, or a similar industry is a strong plus — and will be prioritized.

Responsibilities

Partner with field operations leaders to understand what's working, what's not, and what our hourly workforce needs to thrive. Be present, be accessible, and be the person our installers and technicians know they can come to.
Maintain a deep, current working knowledge of Colorado labor and employment law — including wage and hour requirements, predictive scheduling, leave laws, and relevant CDLE regulations. Keep Jetson on the right side of the law while building practices that are fair and clear for our employees.
Design and deliver programs that reinforce Jetson's values across our hourly and field teams. Translate company-wide initiatives into formats that actually land for the people doing the work — not just the people behind desks.
Partner with recruiting to attract great tradespeople, support onboarding that sets people up for success on day one, and work with managers on performance conversations, retention strategies, and career development pathways for hourly employees.
Be a trusted partner to frontline supervisors and operations managers — helping them handle employee relations issues, navigate difficult conversations, and build their own people leadership skills.
Track key people metrics — turnover, engagement, compliance incidents — and bring forward clear-eyed recommendations. Don't just report the data; use it to make things better.
Lead investigations, mediate workplace issues, and manage employee relations matters with care, consistency, and sound judgment. Know when something needs escalation and how to handle it.