Principal Talent Management Business Partner

About the role

This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations. The Principal Talent Management Business Partner will help architect the organizational and talent systems that enable Blue to grow with clarity, discipline, and speed.

Responsibilities

• 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.
• Partner with HR Business Partners and business leaders to translate business strategy into talent strategies that strengthen organizational capability and workforce readiness.
• Audit 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.
• 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.
• 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 Excellence—including HRBPs, Compensation, Learning and Development, and Recruiting—to ensure talent solutions are integrated and aligned with business priorities.
• 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.
• 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.
• 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.