Senior People Business Partner

Biofire•Broomfield, CO

8d•$145,000 - $150,000•Hybrid

About The Position

As a Senior People Business Partner at Biofire, you will play a pivotal role in owning the day-to-day operations of our People function while becoming a trusted advisor to managers across the company. Reporting to the Head of People, you'll take full ownership of HR operations — benefits, payroll coordination, HRIS, and onboarding — and grow into the person leaders across Engineering, Manufacturing, Consumer Operations, and Core Operations seek out before making people decisions. To succeed, you will need to be able to run flawless HR operations, resolve the majority of employee relations matters independently, and build enough trust with managers that they bring you in early — not because policy requires it, but because they get real value from the partnership. You will need to be a meticulous, curious, and highly autonomous operator, who is eager to build People practices and programs in an environment where the playbook is still being written. If you're excited about helping to solve mission-critical challenges, we encourage you to apply.

Requirements

5+ years of progressive HR/People experience spanning both HR operations (benefits, payroll coordination, HRIS administration) and employee relations;
Demonstrated ability to build People processes and practices in ambiguous, fast-moving, or startup-like environments without an existing playbook to follow;
Track record of earning trust and influence with managers and leaders through sound judgment and genuine curiosity, not positional authority or policy enforcement;
Meticulous, detail-oriented approach to operational work, with particular rigor around data that impacts pay and benefits;
Hands-on experience with an HRIS platform (Rippling or equivalent), and comfort learning and owning new systems quickly.

Responsibilities

Own the accurate, timely execution of Biofire's operational People functions — benefits administration, payroll coordination, HRIS workflows, garnishments, and onboarding — end to end;
Serve as the go-to resource for employees and managers on People matters, independently resolving the substantial majority of employee relations issues and escalating judiciously when a matter calls for it;
Build trusted advisory relationships with people managers across Engineering, Manufacturing, Consumer Operations, and Core Operations, so leaders proactively consult you before making significant people decisions;
Partner with the Head of People to take people programs and initiatives from vision to fully adopted reality — building project plans, driving org-wide adoption, and owning logistics and follow-through with minimal oversight;
Maintain rigorous accuracy in HRIS data, especially anything that touches payroll or benefits, and build processes that catch errors before they happen rather than after;
Collaborate effectively with Recruiting, IT, and Finance at the points where People work intersects with theirs.