Katalyst Human Resources Lead at Katalyst managing day-to-day HR functions across the employee lifecycle. Acts as a trusted advisor on employee relations and builds scalable HR programs.
Responsibilities
Own the day-to-day HR function across the employee lifecycle, including onboarding, employee changes, leave and accommodations coordination, performance processes, offboarding, documentation, and employee support.
Serve as a trusted advisor to managers on employee relations, performance, feedback, team dynamics, policy interpretation, and difficult people decisions; help leaders act quickly while maintaining fairness and good judgment.
Build and improve practical HR programs, policies, and operating rhythms that can scale with Katalyst, balancing consistency and compliance with the speed and flexibility of a high-growth environment.
Lead employee relations matters from initial concern through investigation, documentation, recommendation, and resolution; recognize when issues require escalation or outside legal guidance.
Own or oversee HRIS and people-data integrity, ensuring employee records, job changes, compensation updates, leave information, reporting, and required documentation are accurate and timely.
Partner closely with Talent Acquisition, Finance, IT, Security, Payroll, Benefits, and functional leaders so hiring, onboarding, employee changes, workforce planning, and departures are coordinated cleanly.
Develop manager resources and lightweight training around feedback, performance expectations, documentation, interviewing, onboarding, leave, employee relations, and other core people-management responsibilities.
Support compensation, promotion, performance-review, engagement, workforce-planning, and organizational-design processes with clear data, thoughtful recommendations, and disciplined follow-through.
Identify people risks and recurring friction points, then build repeatable solutions that improve employee experience, manager effectiveness, compliance, and operational efficiency.
Qualification
Strong working knowledge of UExperience buildingStrong written and verbal communicationYour Ideal BackgroundHands-on experience with RipplingAdditional Requirements
Required
Bachelor’s degree or equivalent practical experience. HR, business, organizational psychology, employment relations, operations, or related backgrounds are relevant; demonstrated HR judgment and execution matter more than a specific degree.
Increasing responsibility and leadership in HR, People Operations, HR business partnering, employee relations, or generalist roles, ideally in a high-growth technical, aerospace, defense, manufacturing, or startup environment.
Strong working knowledge of U.S. employment practices and core HR compliance, with the judgment to recognize when state-specific requirements, counsel, or specialist expertise is needed.
Experience building, improving, or owning employee-lifecycle processes such as onboarding, leave, performance management, promotions, compensation changes, offboarding, and HR documentation.
Ability to influence managers and executives through clear recommendations, practical options, and sound judgment rather than relying only on policy or process.
Strong written and verbal communication, discretion, attention to detail, and the ability to handle confidential information appropriately.
Comfort operating hands-on in a fast-paced environment, moving between strategic people questions and detailed administrative execution without losing accuracy or follow-through.
Ability to comply with applicable confidentiality, export-control, employment-law, employee-data, and customer requirements.
Your Ideal Background
Preferred
Prior HR leadership or senior generalist / HRBP experience at a high-growth startup, aerospace, defense-tech, hardware, manufacturing, robotics, or other technical organization.
Hands-on experience with Rippling, benefits administration, payroll coordination, performance systems, employee-data reporting, and HR process documentation.
Experience building HR infrastructure during rapid company growth, including manager enablement, policy creation, performance processes, leveling / compensation support, workforce planning, or employee-relations frameworks.
Experience supporting multi-state employees and partnering with employment counsel on complex employee relations, leave, termination, accommodation, or compliance matters.
Demonstrated ability to operate as a high-trust partner to both employees and leaders while maintaining objectivity, confidentiality, and company standards.
Additional Requirements: This role is expected to work primarily onsite in Broomfield, Colorado and may occasionally require extended hours when urgent employee, leadership, or business needs arise.
