Human Resources

• Serve as the recognized authority on HR compliance matters, providing expert guidance to all levels of the organization.
• Operate as an internal consultant, helping business leaders understand compliance implications and develop practical solutions.
• Translate complex regulatory requirements into actionable guidance for stakeholders throughout the organization.
• Proactively identify emerging compliance risks and opportunities across the business.
• Build and manage Blue Origin's HR compliance programs and policies, ensuring alignment with federal, state, and local regulations, as well as industry-specific standards.
• Develop strategic roadmaps for compliance initiatives with clear maturity models and implementation pathways.
• Lead the design, implementation, and monitoring of HR compliance frameworks including risk assessments, audits, reporting mechanisms, and continuous improvement programs.
• Serve as the enterprise compliance anchor for all People Experience functions, providing guidance and oversight across HR Operations, Employee Relations, Labor Relations, and Total Rewards.
• Ensure compliance with DOT, Maritime, ITAR, export control, and other regulatory requirements impacting Blue Origin's workforce.
• Partner with Legal, Security, and HR leadership to mitigate compliance risks and strengthen governance across HR policies and processes.
• Draft, maintain, and operationalize company-wide HR policies, ensuring alignment with evolving employment laws and internal standards.
• Build, maintain, and leverage a network of strategic stakeholder relationships across the organization to ensure compliance program success.
• Lead cross-functional working groups to implement compliant processes across multiple business units and geographic locations.
• Facilitate executive-level conversations about compliance priorities, trade-offs, and resource allocation.
• Create feedback mechanisms to continuously improve compliance programs based on business partner input.
• Develop and deliver compliance training and education programs for leaders and HR teams, reinforcing a culture of accountability and compliance awareness.
• Transform complex regulations into practical guidance that balances compliance requirements with business agility.
• Create communication strategies to effectively cascade compliance requirements throughout the organization while building a positive compliance culture focused on enablement rather than restriction.
• Stay abreast of regulatory changes and emerging compliance trends, proactively updating programs and policies to reflect new requirements.
• Partner with HR systems and analytics teams to track metrics, identify trends, and provide data-driven insights into compliance health and risk areas.
• Provide executive-level reporting on compliance status, risk mitigation actions, and program maturity across the People Experience organization.

Senior Human Resources Compliance Specialist

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy, ensuring alignment with overall business objectives and enterprise priorities.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives, transformation programs, regulatory changes, and organizational growth.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent across all levels and geographies.
• Designs and governs competitive compensation and benefits philosophies that drive performance, engagement, and retention.
• Champions enterprise diversity, equity, and inclusion strategies to build a fully inclusive and high-performing workforce.
• Leads workforce planning, talent management, and succession planning frameworks to ensure leadership continuity and capability depth across the organization.
• Drives organizational capability building through leadership development, learning strategies, and enterprise-wide upskilling initiatives.
• Benchmarks HR strategies, programs, and practices against global best practices to ensure continued competitiveness.
• Acts as a senior advisor on complex employee relations and organizational matters, ensuring consistency, fairness, and alignment with company values.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics to enable data-driven decision-making.
• Ensures alignment and coordination of HR strategies across business units and geographies.
• Maintains oversight of global HR trends and ensures appropriate integration of local and international HR practices where applicable.
• Provides executive oversight across core HR functions including employee relations, communications, health and safety, relocation, and community engagement.
• Owns the HR function budget and ensures optimal allocation of resources aligned to business priorities.
• Continuously evaluates and evolves the HR operating model, organizational structure, and leadership capability to drive efficiency, scalability, and business impact.

Head of Human Resources

• Directs the operations of the organization's Human Resource Information Systems (HRIS)
• Directing and administering HRIS policies and procedures throughout the organization
• Planning and reviewing the upgrades, developments, and modifications of HRIS to meet organizational goals and requirements
• Develops, maintains and communicates aligned HRIS strategy while overseeing implementation of projects in support of the strategy
• Manages prioritization of HRIS portfolio (including demand management) and represents portfolio into enterprise wide systems portfolio

HR Information System Manager

• Provides reliable and timely coaching and counseling to employees and contact center leadership on issues to ensure consistent, transparent application of policies, procedures, and employments laws.
• Address employee relations matters by investigating issues, mediating conflicts, and recommending appropriate solutions issues balancing employee advocacy with stewardship of company policies and employment laws to foster a positive workplace culture.
• Serves as the HR point of contact supporting/delivering internal processes including Performance Management, New Hire Orientation and Exit interviews under the Corporate hierarchy.
• Conducts training on company policy, programs, and other issues as they arise.
• Maintain accurate employee records and HR documentation in accordance with company policies and legal requirements.
• Partners and participates with local team(s) on recruitment outreach efforts.
• Serves as an active member of HR related project teams as assigned.
• Apprise and escalates potential legal, risk, safety, etc. concerns to the HR Manager.
• Participate in HR projects and process improvements as assigned

HR Advisor

• Leads the design, development, execution, and governance of the organization’s Human Resource strategy.
• Serves as a strategic partner to executive leadership, influencing organizational direction through a people and talent lens.
• Translates enterprise business strategy into scalable HR strategies, frameworks, and operating plans.
• Advises senior leadership on the people implications of long-term strategic initiatives.
• Leads enterprise-wide talent acquisition strategies to ensure access to high-quality talent.
• Designs and governs competitive compensation and benefits philosophies.
• Champions enterprise diversity, equity, and inclusion strategies.
• Leads workforce planning, talent management, and succession planning frameworks.
• Drives organizational capability building through leadership development and learning strategies.
• Benchmarks HR strategies, programs, and practices against global best practices.
• Acts as a senior advisor on complex employee relations and organizational matters.
• Oversees HR policies, governance frameworks, and systems to ensure operational excellence and compliance.
• Leads the optimization of HR information systems and workforce analytics.
• Ensures alignment and coordination of HR strategies across business units.

• Define and drive the enterprise HR strategy for manufacturing and launch operations
• Ensure consistency of HR practices across programs, including performance management, employee relations frameworks, attendance and workforce policies, employee development and progression
• Partner with Operations leadership to align workforce strategy with production and rate objectives
• Serve as the functional lead for partner teams supporting manufacturing, providing guidance, alignment, and coaching to ensure a unified HR approach across programs
• Drive cross-program collaboration, eliminating fragmentation in HR practices
• Lead development of a site-based HR strategy across major manufacturing locations and establish consistent approaches to technician engagement, workforce communication and site-level culture and leadership effectiveness
• Ensure HR presence and support models are aligned to shift-based, production-driven environments
• Act as the subject matter expert for hourly workforce dynamics, including employee relations trends, union vulnerability and labor risk mitigation, front-line leader capability
• Partner with Employee Relations and leadership teams to proactively manage workforce sentiment and risk
• Support organizational design decisions to ensure structures enable efficient production and leadership effectiveness

Senior Principal HRBP, Manufacturing & Operations

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• Strategic Talent Identification & Succession Planning: Orchestrate the Regional Team Review
• Drive the talent review and potential assessment cycles for the region
• Lead the regional succession planning process
• Own the nomination and development rhythm for high-potential programs
• Oversee the identification of Critical Knowledge Owners (CKO)
• Act as the primary regional focal point for the performance cycle, managing the execution of goal setting and talent assessments
• Influence Process Simplification & Enhancement through partnership with global process owners
• Centralized Headcount Reporting and Strategic Workforce Alignment
• Oversee the regional application of competence assessment frameworks
• Lead the strategic evolution of regional talent benchmarks
• Lead the deployment of Airbus talent tools and performance rhythms into newly acquired or integrated entities

Talent Management Manager

• Respond to and triage general HR inquiries from across the organization through our case management system
• Provide exceptional customer support to both employees and HR team members
• Investigate and resolve complex HR-related inquiries in a timely manner
• Process and rectify time clock discrepancies and attendance-related matters
• Support employee onboarding processes and activities
• Deliver personalized onsite assistance to employees as needed
• Collaborate with HR team members to ensure consistent service delivery
• Maintain accurate documentation and records in compliance with company policies
• Perform additional HR administrative duties as assigned

Human Resources Specialist II

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

Senior HR Business Partner

• Serve as a primary Associate Relations partner, advising leaders on performance management, corrective action, policy interpretation, and employee concerns.
• Coach and counsel leaders on effective associate management practices, including performance improvement plans and disciplinary actions.
• Investigate and resolve moderately to highly complex associate relations matters (e.g., performance issues, policy violations, harassment, discrimination), recommending appropriate and compliant courses of action.
• Partner closely with HR Business Partners, operational leaders, and legal counsel to ensure consistent, fair, and legally sound outcomes.
• Provide guidance on federal and state employment laws, helping leaders navigate compliance with confidence.
• Support a safe, respectful, and compliant workplace by promoting best practices, confidentiality, and adherence to company policies.
• Contribute to associate relations training, policy updates, and continuous improvement initiatives as needed.
• Other projects and duties as assigned.

Human Resources Associate – Relations Partner

• Lead retirement strategy for Boeing union-represented populations
• Partner with business partners, Labor Relations, Finance, Legal, and Operations to support union negotiations, bargaining strategy, and retirement-related policy matters
• Analyze retirement plan provisions, benefit questions, and negotiating positions to develop recommendations that support Boeing objectives
• Develop, implement, and manage onsite support frameworks that increase employee and HR knowledge of financial well-being topics

Senior Benefits Specialist

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Provide subject matter expertise to consult on compensation strategy and design including incentive plans design
• Conduct benchmarking
• Analyze metrics and consult on incentive design (market comparison, cost commitment, and annual spend)
• Responsible for partnering with other stakeholders to critically evaluate compensation programs to improve business results and recommending plan revisions
• Participate in the design and development of annual incentive plans during Boeing’s annual compensation review

Senior Compensation Specialist

• Provide subject matter expertise to consult on compensation strategy and design including incentive plans design
• Conduct benchmarking.
• Analyze metrics and consult on incentive design (market comparison, cost commitment, and annual spend)
• Responsible for partnering with other stakeholders to critically evaluate compensation programs to improve business results and recommending plan revisions
• Participate in the design and development of annual incentive plans during Boeing’s annual compensation review

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• Support/Coach industrial managers on all HR processes contributing to their team and team members’ development and to improve their managerial skills.
• Support/Guide employees on their professional career path and/or competency development including international mobility and assignments.
• Support workforce planning, talent pools, and succession plans to ensure critical jobs and positions are staffed on time.
• Ensure HR policies are respected, as well as external & internal rules/regulations are in compliance while maintaining trust, confidence, and fairness in initial and recourse process.
• Participate in the development, the integration and the execution of our human resource strategy and ensuring the alignment to the overarching business strategy.

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