As part of a small, passionate, and accomplished team of experts, you will be responsible for working with stakeholders in HR and senior leaders across the organization to drive thought leadership and practices around talent management across Blue Origin. People come to work at Blue Origin because of our exciting, history-making vision of enabling billions of people to live and work in space. Blue Origin is a fast-paced, dynamic environment in need of leaders who can drive operational excellence, build organizational agility, and inspire ongoing dedication and engagement from employees to deliver complicated yet reliable products.
As a Talent Management Partner, you are already a proven in-house Talent Partner, one who’s mastered the complexity of operating across multiple roles, as well as across talent areas. You will implement and measure the effectiveness of the talent management processes for which you are responsible (e.g., Performance Management, Internal Mobility & Promotions, Succession Planning, etc.) These processes will be used by leaders across the organization to hold a high bar for performance and drive a feedback rich culture, one that identifies and promotes employees ready for expanded scope and ensures readiness of talent for critical roles across the company. In this role, you will interact closely with stakeholders from various functions, including other Talent Partners, HR Business Partners, the Talent Management COE, as well as a variety of business areas.
The ideal candidate can both dial in to details, as well as dial out to broader talent strategy. You will influence senior leaders’ attitudes and behavior about systematic talent review, engaging in intentional talent growth plans, and supporting purposeful, intentional movement to identify and develop the talent Blue Origin needs. Likewise, the ideal candidate will be able to implement and revamp talent processes from the bottom up, using data and insights from both industry practices as well as employees and managers as the foundation for determining what is right for Blue Origin.
Responsibilities
Assess business talent needs and develop strategies to address them. This includes:
Functioning as the primary point of contact for business leaders and HR Business Partners, as well as the Talent Management COE on implementation of ongoing Talent Management initiatives, providing coaching and consultation to ensure both consistent implementation across the company and customizations to meet diverse business needs.
Assess and implement talent processes, tools, and mechanisms, that are grounded in research and best industry practices, as well as fitted for Blue Origin’s talent needs. These processes include performance management, promotions, succession planning, and internal mobility.
Evaluate existing talent processes and identify changes and new solutions that are needed by understanding cross business themes and translating into an integrated talent management strategy.
Create process improvement mechanisms including automation of existing processes/ tools to ensure standardization and consistency as we scale.
Learn who are accelerating talent as well as their development needs, providing expertise and facilitation in key talent management processes, such as performance management, internal mobility and promotions, and succession planning.
Partner with Business and People Leaders to drive succession discussions and meaningful succession planning at people manager levels of the organization.
Work closely with key stakeholders to collect and coordinate aggregate data for talent pools and translate that data into insights through data analysis that encourages deliverable Talent Management action plans at the appropriate levels.
Conduct talent needs assessments, set measurable targets, and provide recommendations for new and ongoing talent management processes, models, and approaches.
Provide ongoing reporting, metrics, and feedback on talent programs, including demonstrating business impact and return on investment to inform the COE and the business.
Coach and train managers to take ownership for embedding talent management best practices to include assessment, calibration, and training initiatives.
Define and utilize a data driven approach within talent processes, using quantitative and qualitative approaches to bring rigor to judgement-based processes.
Drive a user-centric approach to design and deployment of talent process.
Qualifications
Bachelor’s degree in relevant area such as Industrial/Organizational Psychology, Organization Development or HR Management, and 7+ years of experience in talent management.
Successful enterprise-wide program management experience to include either starting from scratch and/or building on others’ work to improve existing processes.
Deep expertise of HR processes, especially performance management, succession planning, and/or internal mobility and promotions.
Experience in implementing talent processes end-to-end; measuring impact, assessing critical outcome measures, and incorporating feedback to continuously improve processes.
Experience handling a broad variety of key stakeholders across organizational levels.
Strong analytical capabilities, a process improvement mentality and ability to influence others with data-driven recommendations.
Ability to earn trust, maintain positive and professional relationships, and strengthen our culture of inclusion.
Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.
Desired
Advanced degree in Industrial/Organizational Psychology, Org Development, HR Management or Management is strongly preferred.
Prior experience as a Talent Partner or HR Business Partner.
Ability to figure things out without a road map, transform organizations, as well as break the mold in terms of ways to re-frame and solve problems.
Experience driving development and change of talent programs with executives, with strong writing and presentation skills.
Excellent written and verbal skills a, prioritization and planning skills – with strong attention to detail.
Program management experience including scoping, leading, and delivering complex projects. An excellent track record across all phases including implementation, measurement, and continuous improvement.
Don’t meet every single requirement? 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 a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.
Compensation range for on site WA applicants is $108, 360 – $158, 928
Other site ranges may differ
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.
Equal Employment Opportunity
Blue Origin is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified, diverse, and dedicated work force. Blue Origin hires and promotes people on the basis of their qualifications, performance, and abilities. We support the establishment and maintenance of a workplace that fosters trust, equality, and teamwork, in which all employees recognize and appreciate the diversity of individual team members. We provide all qualified applicants for employment and employees with equal opportunities for hire, promotion, and other terms and conditions of employment, regardless of their race, color, religion, gender, sexual orientation, gender identity, national origin/ethnicity, age, physical or mental disability, genetic factors, military/veteran status, or any other status or characteristic protected by federal, state, and/or local law. Blue Origin will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws.
Blue Origin will consider for employment qualified applicants with criminal histories in a manner consistent with the Washington Fair Chance Act, Los Angeles Fair Chance in Hiring Ordinance, and other applicable laws.
Affirmative Action and Disability Accommodation
Applicants wishing to receive information on Blue Origin’s Affirmative Action Plans, or applicants requiring a reasonable accommodation in order to participate in the application and/or interview process,
Benefits
Employee Benefits include: Medical, dental, vision, basic and supplemental life insurance, short and long-term disability and 401(k) with up to 5% company match.
Paid Time Off: Provides up to 4 weeks per year, in addition to 14 holidays.
Discretionary bonus programs.