Human Resources Business Partner

Denver, CO Operations – People Operations / Full-Time / On-site Xcimer Energy leverages decades of research on Inertial Fusion Energy (IFE) combined with groundbreaking new laser architecture. Our mission is to deploy fusion power plants to meet global decarbonization goals as fast as possible. Xcimer has assembled a team of leaders in tough tech, fusion science, and manufacturing with a track record of rapid execution. Supported by leading investors, Xcimer is uniquely positioned to deliver limitless, clean, fusion power to combat climate change. Join us in powering a better world with inertial fusion! 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. 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. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field. Experience: 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. Desired 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. $150,000 - $200,000 a year Candidates may be considered for other positions at Xcimer Energy, and our actual base salary will be determined on an individual basis and may vary based on job-related knowledge and skills, education, and experience. The range is published in accordance with Colorado Equal Pay for Equal Work Act and California Equal Pay Act. Equal Employment Opportunity Xcimer Energy is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified, diverse, and dedicated work force. Xcimer Energy hires and promotes people on the basis of their qualifications, performance, and abilities. We support the establishment and maintenance of a workplace that fosters trust, equality, and teamwork, in which all employees recognize and appreciate the diversity of individual team members. We provide all qualified applicants for employment and employees with equal opportunities for hire, promotion, and other terms and conditions of employment, regardless of their race, color, religion, gender, sexual orientation, gender identity, national origin/ethnicity, age, physical or mental disability, genetic factors, military/veteran status, or any other status or characteristic protected by federal, state, and/or local law. Xcimer Energy will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws. For more information on “EEO Is the Law,” please see here and here. **Benefits ** Xcimer offers a comprehensive benefits package designed to support employee health, well-being, and long-term success. Benefits include medical, dental, and vision coverage; basic and supplemental life insurance; short- and long-term disability; paid parental leave for employees at the time of birth or adoption; and a 401(k) with a company match of up to 6%. Eligible employees also receive equity, allowing them to share in the company’s long-term success. Xcimer operates under a flexible Paid Time Off (ATO) approach. Rather than a fixed number of vacation days, employees are trusted to take the time they need to rest and recharge while meeting the expectations of their role and team. In addition, employees receive paid sick time, 13 company-paid holidays, and an annual paid company shutdown. Benefits are available to regular employees, including part-time and fixed-term roles, as well as interns, with eligibility varying by benefit. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. #J-18808-Ljbffr