Senior Human Resources Business Partner

Job Description

Job Description

Senior Human Resources Business Partner

Houston, TX

About Intuitive Machines

Intuitive Machines is an innovative and cutting-edge space company making cislunar space accessible to both public and private customers. Our mission is to further science and exploration, communications, and economic progress from the Earth to the Moon and beyond. With the first commercial lunar landing in history, multiple NASA lunar missions in development, to building the future of space communications infrastructure, we pride ourselves in supporting our customers and the nation in paving the way to return humans to the surface of the Moon. Our world-class team includes experts in all aspects of spacecraft subsystems design, development, and test, on-orbit operations, and safety.  

About The Position

The Senior Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, translating business priorities into workforce and talent strategies that enable organizational performance, growth, and execution.

This role partners with leaders to understand business objectives, anticipate workforce implications, identify talent and organizational risks, and develop practical solutions that strengthen leadership capability and organizational effectiveness. The Senior HRBP uses business insight, workforce data, and HR expertise to influence decisions related to workforce planning, organizational design, talent, performance, employee experience, and change.

Operating in a fast-paced and evolving environment, the Senior HRBP must be comfortable moving between strategic consultation and hands-on execution. This role requires strong judgment, business acumen, analytical thinking, and the ability to constructively challenge leaders while building trusted relationships across the organization.

Responsibilities:

Strategic Business Partnership

• Serve as the primary strategic HR partner and talent advisor to assigned business leaders and leadership teams.
• Develop a deep understanding of business strategy, operating priorities, organizational structure, talent requirements, and workforce challenges.
• Translate business priorities into actionable workforce, talent, and organizational strategies.
• Proactively identify people and organizational risks that may impact business performance and recommend solutions.
• Provide leaders with an objective point of view and constructively challenge assumptions when talent, organizational, or workforce decisions may impact business outcomes.
• Coach leaders on organizational effectiveness, leadership capability, team performance, and people decisions.
• Partner across HR to connect business needs with enterprise talent programs, processes, and resources.

Workforce Planning & Organizational Effectiveness

• Partner with leaders to assess current and future workforce requirements based on business priorities, growth plans, skills, capabilities, and organizational needs.
• Use workforce data and business insights to identify talent gaps, workforce risks, capacity constraints, and emerging skill requirements.
• Support short- and long-term workforce planning, including headcount planning, critical skill identification, and organizational capability assessment.
• Advise leaders on organizational structure, spans and layers, role clarity, workforce deployment, and organizational design.
• Partner with leaders through organizational changes, integrations, restructures, and other workforce transitions.
• Evaluate the workforce impact of business decisions and recommend approaches that balance organizational capability, employee impact, cost, and execution.

Talent & Performance

• Lead talent and performance discussions for assigned business groups, helping leaders identify high performers, critical talent, performance risks, development needs, and succession opportunities.
• Coach leaders on setting clear expectations, differentiating performance, providing meaningful feedback, and addressing performance concerns.
• Partner with leaders to improve the quality and consistency of performance management and talent decisions.
• Facilitate talent reviews, calibration discussions, succession planning, and other talent processes as appropriate.
• Identify critical roles and talent risks and partner with leaders to develop appropriate retention, succession, or development strategies.
• Connect performance, development, compensation, and career decisions to business impact and organizational priorities.
• Partner with Talent Acquisition and Talent Development to ensure talent strategies address both immediate and future workforce requirements.

 

Leadership Coaching & Capability

• Serve as a trusted coach to leaders on leadership effectiveness, team dynamics, organizational challenges, and employee matters.
• Strengthen leader capability by helping managers independently navigate people decisions and effectively lead their teams.
• Provide candid, practical, and data-informed counsel to leaders, including when recommendations challenge established practices or assumptions.
• Identify recurring leadership or organizational capability gaps and partner with appropriate HR resources to develop scalable solutions.
• Support leaders through complex or sensitive organizational and employee situations.

 

People Analytics & Decision Support

• Use workforce data, employee insights, and business metrics to identify trends, diagnose organizational challenges, and inform talent decisions.
• Translate HR data into meaningful business insights and recommendations rather than relying solely on activity or process metrics.
• Monitor indicators such as turnover, retention, performance, workforce movement, organizational health, talent risk, and workforce capacity.
• Identify patterns and emerging risks and proactively bring insights to business leaders.
• Measure the effectiveness of talent and workforce interventions and adjust approaches based on outcomes.
• Develop clear, concise narratives that connect workforce insights to business performance and decision-making.

 

Change & Organizational Transformation

• Partner with leaders to assess the workforce implications of business transformation and organizational change.
• Develop and execute people strategies that support organizational growth, integration, restructuring, new ways of working, and evolving business requirements.
• Assess organizational readiness and identify talent, leadership, communication, or capability risks associated with change.
• Coach leaders through change and help build alignment, accountability, and adoption across their organizations.
• Coordinate with HR and cross-functional partners to ensure organizational changes are implemented effectively.

 

Employee Relations & Risk

• Provide guidance on complex employee relations and performance matters, balancing employee experience, business needs, consistency, and organizational risk.
• Conduct or oversee investigations and recommend appropriate actions based on facts, policy, precedent, and business context.
• Coach leaders to address employee issues early and effectively rather than relying solely on HR intervention.
• Partner with Legal and HR leadership on complex or high-risk matters.
• Ensure employment practices comply with applicable laws, regulations, and company policies.
• Identify patterns in employee relations matters and recommend broader organizational or leadership interventions when appropriate.

 

HR Strategy & Execution

• Partner with HR Centers of Expertise and HR Operations to translate enterprise programs into effective solutions for assigned business groups.
• Represent business needs and perspectives when developing or improving HR programs and processes.
• Support key annual talent processes, including performance management, talent reviews, workforce planning, compensation, and organizational planning.
• Identify opportunities to simplify, automate, or eliminate low-value HR activities and improve the manager and employee experience.
• Lead or participate in strategic HR initiatives that address broader organizational priorities.
• Balance enterprise consistency with the unique needs of the business.

Qualifications:

Required

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
• 10+ years of progressive Human Resources experience, including significant experience operating as an HR Business Partner or HR leader.
• Strong business acumen with the ability to understand business strategy, operating models, and financial and workforce implications.
• Demonstrated experience in workforce planning, performance management, organizational design, talent management, employee relations, and change management.
• Strong analytical capability with demonstrated ability to interpret workforce data and translate insights into business recommendations.
• Experience coaching leaders through complex organizational, talent, and performance decisions.
• Strong knowledge of federal and state employment laws and HR practices.
• Demonstrated ability to operate effectively in a fast-paced, evolving environment with competing priorities.
• Excellent communication, consultation, facilitation, and influencing skills.

 

Preferred

• Experience supporting engineering, manufacturing, operations, aerospace, defense, technology, or another highly technical workforce.
• Experience supporting organizations experiencing rapid growth, transformation, acquisitions, integration, or significant organizational change.
• Experience with workforce analytics and people analytics platforms.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or related professional certification.