Principal HR Business Partner – New Glenn Manufacturing

Application close date:

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.