Principal Talent Management Business Partner

Application close date:

Applications will be accepted on an ongoing basis until the requisition is closed.

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!  

This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations.

Principal Talent Management Business Partner

At Blue Origin, we are building the road to space so millions of people can live and work in space for the benefit of Earth. Achieving this vision requires more than breakthrough vehicles and systems—it requires a world-class organization designed to scale with our mission. We are seeking a Principal Talent Management Business Partner to help architect the organizational and talent systems that enable Blue to grow with clarity, discipline, and speed.

This is a rare opportunity to shape the foundational elements of our company as we evolve. Reporting to the VP of Talent, Culture, and Total Rewards, you will serve as a senior individual contributor, strategic advisor, and thought leader responsible for designing and implementing frameworks that strengthen organizational effectiveness, talent readiness, leadership capability, and workforce scalability across the enterprise. You will apply first-principles thinking to how we structure work, define roles, and build the organizational capacity needed to deliver on our mission.

As we say, Gradatim Ferociter—step by step, ferociously. This role is pivotal in ensuring our organizational systems, talent strategies, and operating structures are deliberate, scalable, and built to support Blue’s bold pace of innovation.

Responsibilities

Organization Design & Operating Models

• Partner with HRBPs, engineering, operations, and senior business leaders as a trusted advisor to diagnose organizational challenges and design effective, scalable structures aligned to strategic priorities.
• Lead large-scale organization design initiatives, from assessment and design through implementation planning and change management.
• Develop and deploy frameworks and toolkits for assessing organizational health, clarifying decision rights, defining team charters, and improving cross-functional collaboration.
• Analyze and improve operating models to enhance agility, streamline workflows, and remove bottlenecks across engineering, manufacturing, and business functions.

Talent Strategy & Workforce Readiness

• Partner with HR Business Partners and business leaders to translate business strategy into talent strategies that strengthen organizational capability and workforce readiness.
• Support enterprise and business-level talent planning efforts, including succession planning and critical-role pipeline planning.
• Assess future talent needs and capability gaps and help shape strategies to build internal bench strength and long-term leadership capacity.
• Use talent insights to help leaders make informed decisions related to organizational health, retention risk, and future workforce needs.

Job Architecture & Career Frameworks

• Lead the modernization, implementation, and governance of a comprehensive, company-wide job architecture.
• Create and maintain clear job family and leveling structures that support career growth, talent mobility, and compliant compensation practices.
• Partner with HR Business Partners and Compensation to ensure job descriptions, leveling, and titling are consistent, well-defined, and aligned with business needs and external market practices.
• Develop and articulate career pathways for both technical and leadership tracks, providing employees with a transparent view of growth opportunities at Blue Origin.

Systems Thinking, Analytics & Integration

• Act as a steward of systems thinking within Talent, Culture, and Total Rewards, ensuring programs and processes are interconnected and mutually reinforcing.
• Evaluate how work flows, decisions are made, and talent systems operate, recommending structural improvements to enhance effectiveness.
• Use qualitative and quantitative data to identify systemic issues and trends, and present data-driven insights and recommendations to senior leadership.
• Partner across HR Centers of Excellence—including HRBPs, Compensation, Learning and Development, and Recruiting—to ensure talent solutions are integrated and aligned with business priorities.

Strategic Leadership & Influence

• Serve as a