Director, People Business Partner (Engineering)

A new space race has begun. True Anomaly seeks those with the talent and ambition to build innovative technology that solves the next generation of engineering, manufacturing, and operational challenges for space security and sustainability.

OUR MISSION

The peaceful use of space is essential for continued prosperity on Earth—from communications and finance to navigation and logistics. True Anomaly builds innovative technology at the intersection of spacecraft, software, and AI to enhance the capabilities of the U.S., its allies, and commercial partners. We safeguard global security by ensuring space access and sustainability for all.

OUR VALUES

• Be the offset. We create asymmetric advantages with creativity and ingenuity
• What would it take? We challenge assumptions to deliver ambitious results
• It’s the people. Our team is our competitive advantage and we are better together

YOUR MISSION

As a Director, People Business Partner (Engineering) at True Anomaly, you will partner with our Chief Engineering Officer to shape, define and execute people strategies in support of business objectives, including a focus on developing leaders and teams, driving organizational development and effectiveness, engaging our employees, fostering our culture, and prioritizing the highest impact solutions. This is an individual contributor role reporting to the Chief People Officer.

RESPONSIBILITIES

• Deeply learn and understand our business to provide insight and leadership into organizational effectiveness, talent planning, and talent development.
• Be a proactive thought partner and coach to engineering leaders and their teams to grow leadership capabilities at all levels.
• Proactively identify and address critical organizational and people issues and remove barriers impeding the success of the business.
• Build future leadership bench and upscale capabilities through development of top talent and strategic hires.  
• Ensure the implementation of optimal organization design to enable the leadership team and the organization to scale.  
• Lead and instill a culture that resonates with True Anomaly’s values: Be The Offset, What Would It Take, It’s The People.
• Deliver talent strategies, programs, and operating mechanisms (i.e. performance, employee surveys, talent planning).
• Drive career pathing and professional development initiatives, creating opportunities for growth across all levels of the organization.
• Deliver, in partnership with our broader people team, people programs to the business, as well as lead unique people initiatives and projects  
• Partner with leadership teams to drive analysis, insights, and improvement in key people metrics, including employee engagement, retention, leadership effectiveness, eNPS, etc.  
• Handle employee relations issues, including working with leaders to identify performance issues and implement appropriate measures to provide employees the opportunity to succeed.

Near Term Projects You Will Lead in the next 6 months 

• Partner with Chief Engineering Officer to evolve the engineering organization as the company rapidly evolves and scales, with an eye towards organizational design and efficiency
• Lead workforce planning initiatives
• Evolve leadership program for engineering leaders 

QUALIFICATIONS

• Bachelors Degree or HR certificate and related equivalent experience
• 10+ years of experience in Human Resources with deep expertise in organizational design and evolution, workforce planning, and deep expertise in ideally one or more areas such as learning and development, employee engagement and workforce analytics.
• You have 3+ years of experience partnering directly with a top-level engineering or technology leader (CTO, SVP or Chief Engineering Officer) as a people business partner.
• You have led organizational evolution and change management initiatives—you understand and can articulate various engineering org models that may apply over time at scale
• You have a passion for working with engineering leaders and teams
• You have led performance enablement and talent programs including compensation/equity cycles and tools such as 9-box
• You have used employee engagement tools to measure