Principal HR Product Manager, Workforce Intelligence

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.

Role Summary

We are building a modern, AI-enabled HR organization where data and intelligence are embedded into every product, workflow, and decision.

The Principal Product Manager, Workforce Intelligence is responsible for defining the vision and driving the strategy for how HR data is structured, governed, analyzed, and delivered across the enterprise. This is a high-impact, high-influence position for someone who leads through expertise, vision, and the ability to align teams around a shared direction.

This role owns the product strategy for the full HR intelligence stack—from the foundational data architecture that makes reliable analytics possible, to the reporting systems that drive operational decisions, to the AI-powered tools that put predictive insight directly in the hands of managers, HR partners, and leaders. The Principal PM will serve as the connective tissue between HR functional teams (Talent Acquisition, Talent Management, Total Rewards, Employee Experience, and People Operations, etc.) and the technical teams—Data Engineering, HR Technology, and People Analytics—who build and maintain these capabilities.

Success in this role is measured by the clarity of the vision set, the quality of the products built, and the degree to which data and intelligence change how HR operates across the company.

How This Role Works

This role operates at the intersection of business strategy and technical execution—translating HR priorities into product direction and influencing what gets built, in what order, and to what standard.

The Principal PM will:

• Set the product vision and roadmap for HR Workforce Intelligence
• Influence and align Data Engineering, People Analytics, and HR Technology teams around that vision
• Partner with HR functional leaders  to understand their data needs and translate them into scalable product solutions
• Work hand-in-hand with the Director of People Analytics to ensure strategy and execution are tightly connected
• Drive decisions through clarity, credibility, and structured thinking

Key Responsibilities

Enterprise HR Data Foundation

Define the product strategy for the underlying data infrastructure that makes all HR analytics trustworthy and scalable. This includes:

• Establishing the vision for the enterprise HR data architecture—how data flows from source systems, how it is modeled, and how it is made available for consumption across products and teams
• Driving alignment on system integrations between HR platforms, ensuring that data moving between systems is consistent, complete, and reliable
• Owning the analytics semantic layer strategy—the standardized definitions, business logic, and governed metrics that ensure every team is working from a single, trusted source of truth
• Leading the strategy and evaluation process for the reporting platform infrastructure for how HR data is accessed and delivered at scale

Establish Trusted, Scalable Reporting

Ensure the organization has well-governed, reliable reporting that supports both operational rhythms and strategic decision-making. This includes:

• Defining foundational HR metrics—the core set of workforce KPIs that anchor all reporting and are consistently understood across HR and the business
• Setting the product direction for the operational reporting cadence, including the data products and pipelines that support Weekly Business Reviews (WBRs), Quarterly Business Reviews (QBRs), and executive-level reporting
• Driving the strategy for products like performance reporting suite that gives leaders, HR partners, and managers consistent, trusted visibility into workforce outcomes and glidepath reporting to track progress against workforce targets and strategic workforce plans over time

Champion Employee Data Quality and Governance

Define the product standards that ensure employee data is accurate, governed, and trustworthy as the foundation for all downstream analytics. This includes:

• Sett