HRBP

About us

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.

About you

You bring out the best in people. You don’t have an antiquated view of HR as just a risk-mitigation function – you see human and organizational potential, and you build the programs, coaching, and paths that turn them into personal, professional, and company growth.

You have both a warm bedside manner and a strong backbone. You handle sensitive conversations with care, and you hold firm when the situation calls for it.

You push back respectfully. You make well-evidenced arguments to executives and managers, and you stay flexible as you learn more.

You are approachable and easy to understand. Employees and leaders trust you, come to you early, and leave conversations knowing what happens next. People trust your decisions because they are made calmly and objectively.

You think about the whole employee lifecycle, from offer and onboarding through development, retention, and departure, and you connect each stage into one coherent experience.

You are skilled at and comfortable with guiding people and organizations through change, whether exciting or simply necessary, to help them achieve their full potential.

You turn legal and compliance requirements into a fair, healthy culture, so that doing the right thing is also the natural way people work here.

What you will own

Talent development and growth

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

HR foundations

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

Employee relations and compliance

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

Partnership and measurement

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

Your first 90 days

In your first three months, you will:

Create a role-leveling and compensation benchmarking framework and policy, and share it with the company

Select and deploy a new HRIS, including migrating all key information from our current system

Develop and roll out a talent development framework, with plans for retaining top talent, manager training on performance management, and our approach to attrition

Take ownership of high-priority HR cases involving growth, retention, and performance management

Communicate new HR policies, and reinforce existing ones, in writing and in person across the company

Qualifications

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

Preferred qualifications

Experience selecting, implementing, or migrating an HRIS

Experience building role-leveling frameworks and compensation benchmarking

SHRM-CP/SCP or PHR certifications

Base Compensation Range - $140,000 - $190,000