Human Resources

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Partner with the COO in our Rx Operations divisions to design and execute people strategies that align with long-term business objectives
• Consult on team structures, succession planning, and workforce scaling to ensure we have the right talent in the right seats as we grow
• Drive the annual performance cycle, compensation reviews, talent development and other people core process initiatives to identify and nurture our future leaders
• Partner and coach people managers in retail pharmacy and fulfillment for people leadership excellence
• Lead and resolve high-level employee relations matters, conducting thorough investigations and providing coaching to managers to foster a healthy, compliant work environment
• Analyze people metrics (turnover, engagement, headcount) to identify trends and provide proactive solutions to the executive team
• Act as a champion for Fuze Health’s culture, ensuring our values are integrated into the employee lifecycle and driving initiatives that improve employee experience

Senior HR Manager

• Serve as the primary point of contact for all employee relations matters
• Conduct thorough investigations into employee complaints and policy violations
• Partner with outside legal counsel on employee issues as needed
• Develop, update, and enforce HR policies and the employee handbook
• Manage full-cycle, end-to-end payroll processing for all employees
• Prepare, file, and reconcile all federal and state payroll tax filings
• Maintain and administer multi-state payroll operations
• Analyze HR metrics and trends and present data-driven recommendations
• Collaborate with Talent Acquisition on job descriptions and onboarding processes

HR Business Partner

• Provides counsel to business leaders at their geography/location by proactively identifying issues and opportunities within their teams and taking action, driving initiatives and executing plans
• Participates in a wide variety of HR initiatives and projects across multiple Human Resource disciplines, including performance management, culture building, change management, diversity and inclusion, liaison for safety initiatives, governance and compliance
• Facilitates the job evaluation process with Compensation by assisting in the writing of job descriptions, conducting job evaluations, and setting pay / pay grades and proficiency in explaining ranges and job levels
• Executes the talent management strategy for the geography/location including developing robust succession planning/talent management, developing internal talent, and supporting the recruiting strategy to ensure we have the right people at the right time in alignment with the overall strategy within the Center of Excellence
• Provides day-to-day performance management guidance, which may include complex employee relations issues and conducting thorough yet objective investigations, to ensure consistent execution of the performance management process
• Partners with areas of the business to conduct soft skills training, to include but not limited to, recruitment/selection, staffing techniques, coaching/counseling, disciplinary discussions, exit interviews and employee relations. In addition to some program training such as: Workday, Kronos and Payroll Integrations
• Developing reports, analyzing, and creating initiatives based on results to include the employee engagement survey
• Audit for policy compliance of work area and location to ensure we are safe work environment
• Continually benchmarks external regulatory trends and best practices in Human Resources
• Where applicable, facilitates new hire onboarding and new leader assimilation for key roles
• Acts as a resource and at times a liaison with various Human Resource Centers of Excellence (i.e. Benefits, Compensation, Talent Acquisition and Talent Management)
• Where applicable, supports key safety initiatives

Regional HR Business Partner – Retail

• Design, implement, and evolve the reward frameworks that attract and retain exceptional talent necessary to pioneer ambitious space exploration initiatives.
• Serve as a strategic advisor and compensation expert, helping establish compensation standards, methodologies, and incentive structures.
• Provide market insights and compensation strategy while ensuring all programs align with Blue Origin's mission and values.
• Influence executive-level decision-making and collaborate with key stakeholders to develop employee-centric rewards programs.
• Analyze compensation data and make recommendations based on industry intelligence to improve compensation strategies.

Senior Compensation Specialist

• 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

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