- Run the offboarding process, from resignation through exit
interviews, and identify themes in exit survey data for the HRBP
team.
- Support employee relations casework alongside HR Business
Partners: intakes, development plans, memos, and Performance
Improvement Plans.
- Identify opportunities to improve HR processes and workflows,
then help design and implement better ways of working.
- Actively use AI and other technology to improve how HR work
gets done, from reducing manual steps and improving documentation
to creating better tools and experiences for employees and
managers.
- Participate in P&C projects that cut across HR and other
functions, contributing both subject-matter knowledge and hands-on
implementation support.
- Handle the details around restructurings, position eliminations
and lab closures when they happen: talking points for supervisors,
severance paperwork and clear, accurate communications.
- Be the point person for new job profiles, working with
Compensation and P&C leadership from first conversation through
approval.
- Coordinate benefits and leave questions with the Benefits team
and HHMI's leave administrator, as well as retirement
enrollment.
- Support recruitment activities in Workday and the performance
review cycle, and build the checklists and SOPs that keep the rest
of HR consistent.
What we are looking for
- Broad generalist experience. You've worked across
onboarding, offboarding, benefits, compensation, leave and employee
relations rather than within a single HR specialty.
- Judgment with confidential matters. You know when to
escalate, how to maintain confidentiality and how to document
sensitive matters clearly
- Able to manage competing priorities. You can manage
multiple priorities without losing track of detail or
follow-through.
- A process improvement mindset with strong technology
fluency. You notice when a process is more manual or
complicated than it needs to be and are comfortable using AI and
other tools to improve it, with sound judgment around accuracy,
confidentiality and risk.
- Comfort balancing projects with ongoing HR work. You can
contribute to broader P&C initiatives, help move work from idea
through implementation and still stay on top of the operational
details that keep HR running.
Nice to have
- Experience with Workday specifically, not just an HRIS in
general.
- Exposure to compensation, job architecture, benefits and leave
administration work.
What this role is not
- This is not a purely administrative or forms-processing job.
The role includes transactional work, but it also requires
judgment.
- This is not a strategic HRBP role. You'll contribute through
the issues, patterns and risks you identify and escalate, but the
day-to-day work is operational.
- This is not a specialist role. You'll work across onboarding,
employee relations and total rewards, often within the same
week.
Practical details
This role is based in San Diego and follows a hybrid schedule.
You'll report to an HR Business Partner. We're looking for three to
five years of progressive HR experience, including at least two
years in a generalist-type role, plus a bachelor's degree or
equivalent experience.
Physical Requirements:
Remaining in a normal seated or standing position for extended
periods of time; reaching and grasping by extending hand(s) or
arm(s); dexterity to manipulate objects with fingers, for example
using a keyboard; communication skills using the spoken word;
ability to see and hear within normal parameters; ability to move
about workspace. The position requires mobility, including the
ability to move materials weighing up to several pounds (such as a
laptop computer or tablet).
Persons with disabilities may be able to perform the essential
duties of this position with reasonable accommodation. Requests for
reasonable accommodation will be evaluated on an individual
basis.
Please Note: This job description sets forth the job’s
principal duties, responsibilities, and requirements; it should not
be construed as an exhaustive statement, however. Unless they begin
with the word “may,” the Essential Duties and Responsibilities
described above are “essential functions” of the job, as defined by
the Americans with Disabilities Act.
Compensation and Benefits
Our employees are compensated from a total rewards perspective in
many ways for their contributions to our mission, including
competitive pay, exceptional health benefits, retirement plans,
time off, and a range of recognition and wellness programs. Visit
our
Benefits at HHMI site to learn more.
Hiring Pay Range
$72,577.39 - $90,721.74
Pay Type:
Annual
The posted range reflects HHMI’s good faith estimate of the
anticipated hiring salary range for this role at the time of
posting. Actual hiring compensation is determined by a candidate’s
qualifications, experience, and internal equity.
HHMI is an Equal Opportunity
Employer
We use
E-Verify to confirm the identity and employment
eligibility of all new hires.
