Principal Talent Management Business Partner

Principal Talent Management Business Partner

At Blue Origin, we are building the road to space so millions of people can live and work in space for the benefit of Earth. Achieving this vision requires more than breakthrough vehicles and systemsit requires a world-class organization designed to scale with our mission. We are seeking a Principal Talent Management Business Partner to help architect the organizational and talent systems that enable Blue to grow with clarity, discipline, and speed.

This is a rare opportunity to shape the foundational elements of our company as we evolve. Reporting to the VP of Talent, Culture, and Total Rewards, you will serve as a senior individual contributor, strategic advisor, and thought leader responsible for designing and implementing frameworks that strengthen organizational effectiveness, talent readiness, leadership capability, and workforce scalability across the enterprise. You will apply first-principles thinking to how we structure work, define roles, and build the organizational capacity needed to deliver on our mission.

As we say, Gradatim Ferociterstep by step, ferociously. This role is pivotal in ensuring our organizational systems, talent strategies, and operating structures are deliberate, scalable, and built to support Blue's bold pace of innovation.

Responsibilities

Organization Design & Operating Models

• Partner with HRBPs, engineering, operations, and senior business leaders as a trusted advisor to diagnose organizational challenges and design effective, scalable structures aligned to strategic priorities.
• Lead large-scale organization design initiatives, from assessment and design through implementation planning and change management.
• Develop and deploy frameworks and toolkits for assessing organizational health, clarifying decision rights, defining team charters, and improving cross-functional collaboration.
• Analyze and improve operating models to enhance agility, streamline workflows, and remove bottlenecks across engineering, manufacturing, and business functions.

Talent Strategy & Workforce Readiness

• Partner with HR Business Partners and business leaders to translate business strategy into talent strategies that strengthen organizational capability and workforce readiness.
• Support enterprise and business-level talent planning efforts, including succession planning and critical-role pipeline planning.
• Assess future talent needs and capability gaps and help shape strategies to build internal bench strength and long-term leadership capacity.
• Use talent insights to help leaders make informed decisions related to organizational health, retention risk, and future workforce needs.

Job Architecture & Career Frameworks

• Lead the modernization, implementation, and governance of a comprehensive, company-wide job architecture.
• Create and maintain clear job family and leveling structures that support career growth, talent mobility, and compliant compensation practices.
• Partner with HR Business Partners and Compensation to ensure job descriptions, leveling, and titling are consistent, well-defined, and aligned with business needs and external market practices.
• Develop and articulate career pathways for both technical and leadership tracks, providing employees with a transparent view of growth opportunities at Blue Origin.

Systems Thinking, Analytics & Integration

• Act as a steward of systems thinking within Talent, Culture, and Total Rewards, ensuring programs and processes are interconnected and mutually reinforcing.
• Evaluate how work flows, decisions are made, and talent systems operate, recommending structural improvements to enhance effectiveness.
• Use qualitative and quantitative data to identify systemic issues and trends, and present data-driven insights and recommendations to senior leadership.
• Partner across HR Centers of Excellenceincluding HRBPs, Compensation, Learning and Development, and Recruitingto ensure talent solutions are integrated and aligned with business priorities.

Strategic Leadership & Influence

• Serve as a deep subject matter expert and thought leader in organization effectiveness, talent management, and workforce strategy.
• Influence and enable senior leaders and HR business partners through strong consulting, problem-solving, and change leadership.
• Build strong, collaborative relationships across the company to drive alignment and land complex organizational and talent changes successfully.

Qualifications

• Bachelor's degree in Industrial-Organizational Psychology, Human Resources, Business Administration, Organizational Development, or a related field, or equivalent practical experience.
• 8+ years of progressive experience in talent management, organization effectiveness, organization design, workforce strategy, or related disciplines.
• Significant experience leading enterprise-wide talent or organization effectiveness initiatives from discovery through implementation in a fast-paced, complex environment.
• Deep expertise in organization design, job architecture, career frameworks, and scalable talent systems.
• Demonstrated experience in one or more core talent areas such as succession planning, leadership development, performance management, or workforce planning.
• Experience partnering closely with HR Business Partners and HR Centers of Excellence to implement enterprise talent strategies.
• Demonstrated knowledge of artificial intelligence (AI) and emerging technologies, with experience applying AI-enabled tools, analytics, or automation to improve talent management, organizational effectiveness, workforce planning, and HR decision-making at scale.
• Experience working in complex product and operational environments, ideally including hardware engineering, advanced manufacturing, or industries with intricate products and long development lifecycles.
• Proven ability to operate as a senior individual contributor and trusted advisor, influencing senior executives and technical leaders through expertise, judgment, and a consultative approach.
• Exceptional systems thinking, analytical, and problem-solving skills, with the ability to translate complex business challenges into practical, scalable organizational and talent solutions.
• Strong communication and stakeholder management skills, including the ability to synthesize data and insights for executive audiences.
• Experience using workforce and talent analytics to assess organizational health, talent pipelines, and program effectiveness.

Desired

• Experience applying organization effectiveness and talent management principles in an environment that blends R&D with scaled production and operations.
• HR certification such as SHRM, SPHR, or equivalent is a plus.
• Experience leveraging AI, including generative AI and advanced analytics, to modernize talent management and org effectiveness practices; assess workforce trends and risks; improve decision quality; and scale HR processes, insights, and solutions.
• A passion for space exploration and a commitment to Blue Origin's mission.
• A pragmatic builder mindset, with a bias for action and the ability to thrive in ambiguity.
• Certification in change management methodologies such as Prosci is a plus.

Base Pay Range for:

WA applicants is $157,059.00 - $219,882.60

Other site ranges may differ

Culture Statement

Don't meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

Export Control Regulations

Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.

Background Check

• Required for all positions: Blue's Standard Background Check
• Required for Certain Job Profiles: Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation
• Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing (CDL drivers only), vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training.
• Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical

Benefits

• Benefits include: Medical, dental