Principal HR Business Partner – New Glenn Manufacturing

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At Blue Origin, we envision millions of people living and working in space for the benefit of Earth. We’re working to develop reusable, safe, and low-cost space vehicles and systems within a culture of safety, collaboration, and inclusion. Join our team of problem solvers as we add new chapters to the history of spaceflight!  

Principal HR Business Partner – New Glenn Manufacturing

About the Role

Blue Origin is building the manufacturing system that will enable millions of people to live and work in space. As New Glenn production scales from development into high-rate manufacturing, we are seeking a Principal Human Resources Business Partner to serve as the strategic HR leader for our New Glenn Manufacturing organization. This role partners directly with New Glenn leadership team to shape the workforce strategy behind one of the most complex manufacturing organizations in aerospace. The successful candidate will help design the organizational architecture, leadership capability, talent strategy, operating model, and workforce planning necessary to enable production at scale.

Role Overview

The Principal HR Business Partner serves as the senior HR advisor for New Glenn Manufacturing, partnering with executives responsible for manufacturing engineering, production, quality, supply chain integration, and operational excellence. This leader will influence decisions that shape how manufacturing organizations scale—including organizational design, leadership effectiveness, workforce planning, succession, labor strategy, talent development, and organizational health. Success in this role requires balancing long-term workforce strategy with operational execution while partnering across the broader HR organization to deliver integrated solutions.

Key Responsibilities

• Serve as the trusted advisor to the VP of New Glenn Manufacturing and Manufacturing Leadership Team. Influence organizational decisions that improve manufacturing performance, organizational effectiveness, and leadership capability. Provide executive coaching and organizational consultation to senior manufacturing leaders. Develop talent strategies that strengthen technical leadership pipelines across manufacturing. Drive performance management and talent review processes across Manufacturing.

• Translate business strategy into integrated workforce strategies supporting rapid production growth. Lead organization design efforts supporting manufacturing scale, including organizational structure, role design, spans and layers, and leadership operating models. Partner with business leaders to design scalable workforce models supporting production growth across multiple sites. Drive workforce planning, succession planning, and organizational capability reviews.

• Support organizational transformation initiatives associated with manufacturing expansion, operational maturity, and continuous improvement. Guide leaders through complex organizational change while maintaining engagement and operational continuity. Guide leaders through complex organizational change while maintaining engagement and operational continuity Leverage organizational diagnostics and workforce analytics to identify opportunities and risks.

• Coordinate delivery across Compensation, Talent Acquisition, Employee Relations, Talent Management, HR Analytics, Communications, and Learning & Development. Ensure HR solutions are integrated, scalable, and aligned with manufacturing priorities. Influence enterprise initiatives that impact the Operations workforce.

• Provide strategic guidance on complex employee relations issues while balancing legal risk, fairness, and business needs. Foster leadership accountability, high performance, and a culture of inclusion, ownership, and continuous improvement. Monitor organizational health through workforce metrics and engagement insights.

• Lead enterprise HR initiatives and strategic workforce programs that extend beyond the client area, driving scalable people solutions and best practices across Operations and the broader HR function. 

Minimum Qualifications

• 10+ years of progressive HR Business Partner experience supporting large, complex organizations.
• Significant experience partnering with executive leaders in manufacturing, industrial, aerospace, automotive, defense, or other operational environments.
• Demonstrated expertise in organizational design, workforce planning, succession planning, talent management, and organizational effectiveness.
• Proven ability to influence executive decision-making without direct authority.
• Experience leading organizational transformation within rapidly growing organizations.
• Strong business acumen with the ability to connect workforce decisions to operational outcomes.
• Exceptional executive communication, facilitation, and consulting skills.
• Experience using workforce analytics to inform strategic business decisions.
• Bachelor’s degree or equivalent practical experience.

Preferred Qualifications

• Experience supporting high-volume manufacturing organizations.
• Experience scaling manufacturing organizations from development through production.
• Background supporting engineering and manufacturing organizations simultaneously.
• Experience partnering with Operations executives in highly regulated or technically complex industries.
• Master’s degree or advanced HR certification preferred

Culture Statement

Don’t meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

Export Control Regulations

Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.

Background Check

• Required for all positions: Blue’s Standard Background Check
• Required for Certain Job Profiles:  Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation
• Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing, vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training.
• Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical

Benefits

• Benefits include:  Medical, dental, vision, basic and supplemental life insurance, paid parental leave, short and long-term disability, 401(k) with a company match of up to 5%, and an Education Support Program.
• Stock Options for all regular employees (working at least 20 hours/week)
• Paid Time Off:  Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.
• Dependent on role type and job level, employees may be eligible for benefits and bonuses based on the company's intent to reward individual contributions and enable them to share in the company's results, or other factors at the company's sole discretion. Bonus amounts and eligibility are not guaranteed and subject to change and cancellation. Please check with your recruiter for more details.

Equal Employment Opportunity

Blue Origin is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified and dedicated work force. Blue Origin 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. 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, sex, 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. Blue Origin will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws, including the Washington Fair Chance Act, the California Fair Chance Act, the Los Angeles Fair Chance in Hiring Ordinance, and other applicable laws. For more information on “Know Your Rights,” please see here.

Affirmative Action and Disability Accommodation

Applicants wishing to receive information on Blue Origin’s Affirmative Action Plans, or applicants requiring a reasonable accommodation in order to participate in the application and/or interview process, please contact us at EEOCompliance@blueorigin.com. Please note this is a publicly managed inbox. Please do not include any personal medical information in your request.