Principal HR Business Partner - Total Rewards

Xcimer Energy•Quinte West, ON

1d•$150,000 - $200,000•Onsite

About The Position

This is a full-time, onsite role based at our headquarters in Denver, CO. As a Principal HR Business Partner, Total Rewards, you will lead the strategy, design, and execution of Xcimer's compensation, benefits, and equity programs while serving as a trusted HR partner to leaders across the organization. This role blends strategic Total Rewards expertise with hands-on HR business partnership to ensure our people programs attract, retain, and motivate exceptional talent as we rapidly scale. You will own the development of scalable compensation frameworks, job architecture, market benchmarking, salary structures, equity administration, and benefits strategy while partnering closely with Finance, Legal, Talent Acquisition, and executive leadership. The ideal candidate is equally comfortable analyzing compensation data, advising executives on complex talent decisions, and building the infrastructure necessary to support a high-growth, venture-backed technology company. We are looking for an HR leader who combines analytical rigor, business acumen, and exceptional relationship-building skills to help create a world-class employee experience while supporting Xcimer's mission to transform the future of energy.

Requirements

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field.
10+ years of progressive Human Resources experience, including significant expertise in compensation, total rewards, and HR business partnership.
Demonstrated experience designing and implementing compensation programs, salary structures, market benchmarking, and job architecture.
Deep knowledge of compensation survey methodologies and experience utilizing market pricing tools such as Radford, Mercer, Culpepper, or similar compensation databases.
Experience administering equity compensation programs within venture-backed or private technology companies.
Strong understanding of employee benefits strategy, plan administration, vendor management, and compliance requirements.
Experience supporting annual compensation review cycles, merit planning, promotions, and executive compensation recommendations.
Strong analytical skills with advanced proficiency in Excel and the ability to translate complex data into actionable business recommendations.
Experience partnering directly with senior leaders to influence organizational and talent decisions.
Excellent communication and presentation skills with the ability to explain complex compensation and benefits concepts to diverse audiences.
Experience utilizing HRIS systems (Workday), compensation planning software, and people analytics tools.
Ability to manage multiple high-priority initiatives in a fast-paced, high-growth environment.
Demonstrated judgment, discretion, and the ability to maintain strict confidentiality.
Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.

Nice To Haves

Certified Compensation Professional (CCP), SHRM-SCP, SPHR, or similar professional certification.
Masters or MBA.
Experience supporting engineering, aerospace, manufacturing, energy, defense, or other highly technical organizations.
Prior experience scaling compensation programs within a startup or high-growth technology company.
Experience building compensation philosophies and leveling frameworks from the ground up.
Familiarity with executive compensation, Board compensation committees, and equity planning.
Experience with Workday, Carta, Pave, Radford, Mercer, Option Impact, or similar compensation and equity management platforms.
Experience supporting geographically distributed workforces across multiple states.
Passion for building scalable people programs that enable rapid innovation and organizational growth.

Responsibilities

Partner with business leaders to provide strategic HR guidance on organizational design, workforce planning, employee development, and talent strategy.
Design, implement, and continuously improve Xcimer's compensation philosophy, salary structures, career frameworks, and leveling architecture.
Lead market benchmarking using compensation surveys and external market data to ensure competitive and equitable pay practices.
Develop and maintain compensation tools, salary ranges, pay analytics, and compensation planning models that support rapid organizational growth.
Partner with executives and managers on compensation recommendations for new hires, promotions, internal transfers, equity refreshes, and annual compensation planning.
Serve as the primary HR subject matter expert on total rewards, including base salary, incentive compensation, equity, recognition programs, and employee benefits.
Partner with Finance and Legal to manage and administer employee equity programs, including new hire grants, refresh grants, and vesting education.
Evaluate, recommend, and manage employee benefit programs, ensuring offerings remain competitive while balancing cost, compliance, and employee experience.
Lead annual benefits renewal processes, vendor management, open enrollment, employee communications, and ongoing education regarding benefit programs.
Monitor emerging compensation and benefits trends to recommend innovative programs that strengthen Xcimer's ability to attract and retain exceptional talent.
Partner with Talent Acquisition to develop competitive offer strategies for highly specialized technical and executive hires.
Support annual performance review, merit increase, bonus planning, and promotion cycles through analytics, planning tools, and executive recommendations.
Utilize HR analytics and workforce data to identify trends, provide actionable insights, and support executive decision-making.
Advise managers on employee relations matters, performance management, coaching, policy interpretation, and organizational effectiveness.
Ensure compliance with all applicable federal, state, and local compensation and employment regulations.
Support the continuous improvement of HR processes, systems, and programs as Xcimer scales.