Blue Origin
aerospace
HRBusinessOperations/ProgramManager
Neural analysis suggests this role is
optimal for Senior candidates.
“HR Business Operations / Program Manager at Blue Origin. Skills: Program management, HR Business Operations, Stakeholder management. Connect work across HRBPs, COEs, business partners, stakeholders. Identify gaps, overlaps, dependencies, and risks”
What You'll Achieve.
measurable outcomes; sustained momentum; execute with greater clarity and discipline; scale their impact by ensuring initiatives move forward; leadership rhythms run smoothly; priorities remain aligned across stakeholders
Industry & Context.
problem solver; identifying gaps or dependencies; surfacing risks early; Ability to work with ambiguity, create structure, and drive clarity
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, Blue’s Standard Background Check, Defense Biometric Identification System (DBIDS) background check, Drivers who operate Commercial Motor Vehicles may be subject to additional Federal Motor Carrier Safety Regulations, Ability to obtain and maintain Merchant Mariner Credential
What They're Looking For.
Must Have
Bachelor’s degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field, 7+ years of progressive experience in HR, talent management, program management, project management, organizational effectiveness, or a related function, Experience supporting senior leaders or leadership teams in a complex, matrixed environment, Demonstrated ability to manage cross-functional initiatives from planning through execution, written and verbal communication skills, with the ability to synthesize complex information into clear executive-ready materials, project management, stakeholder management, and follow-through skills, Ability to work with ambiguity, create structure, and drive clarity across multiple priorities, Experience building operating rhythms, dashboards, business reviews, or leadership governance routines
Nice to Have
Experience in a Chief of Staff, HR Program Manager, HR Business Operations, HR Strategy, or HR Transformation role, Experience supporting HRBP teams or working closely with HR Centers of Excellence, Experience in a manufacturing, operations, aerospace, technology, or high-growth environment, understanding of HR processes such as workforce planning, talent reviews, performance management, employee relations, organizational design, and leadership development, Experience preparing materials for senior executives, including business reviews, decision documents, and strategic updates, Experience using data and metrics to support business decisions and organizational insights, Project management certification or formal program management experience is a plus
What You'll Do.
Connect work across HRBPs
Translate strategic direction into clear actions
Drive follow-through on key leadership decisions
Synthesize inputs into clear themes
Build and maintain cadence for HR leadership meetings
Ensure meetings are structured around decisions
Partner with HR leaders and HRBPs to gather inputs
Coordinate stakeholder input across HRBPs
Schedule and facilitate project checkpoints
Ensure projects move from concept to execution
Support initiatives related to workforce strategy
Partner with HRBPs and analytics partners to identify metrics
Support preparation of monthly and quarterly business reviews
Help convert data into insights
How You'll Work.
Team & Collaboration
Connect work across HRBPs, HR Centers of Excellence, business partners, and key stakeholders; Coordinate stakeholder input across HRBPs, COEs, business leaders, and enabling functions; Partner with HR leaders and HRBPs to gather inputs, validate content, and prepare high-quality materials; Partner with HRBPs and analytics partners to identify relevant metrics, dashboards, and review materials
Communication Scope
written and verbal communication skills; ability to synthesize complex information into clear executive-ready materials
Process & Methodology
Manage cross-functional initiatives from planning through execution, Build project plans, timelines, milestone trackers, and governance routines, Schedule and facilitate project checkpoints, working sessions, and phase-gate reviews, Ensure projects move from concept to execution with clear ownership, deliverables, and outcomes, Project management certification or formal program management experience is a plus
Full Job Description
Application close date: Applications will be accepted on an ongoing basis until the requisition is closed. At Blue Origin, we envision millions of people living and working in space for the benefit of Earth. We’re working to develop reusable, safe, and low-cost space vehicles and systems within a culture of safety, collaboration, and inclusion. Join our team of problem solvers as we add new chapters to the history of spaceflight! This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations. **Role Overview** The HR Program Manager is a partner to the HR leader, helping drive alignment, execution, and operating discipline across the HR organization. This role is designed to be a force multiplier, ensuring that strategic HR priorities are translated into clear plans, coordinated actions, measurable outcomes, and sustained momentum across the HRBP team and key functional partners. The successful candidate will operate as an integrator, orchestrator, and problem solver — connecting work across teams, identifying gaps or dependencies, surfacing risks early, and helping the organization execute with greater clarity and discipline. At its best, this role enables the broader HR team to scale their impact by ensuring initiatives move forward, leadership rhythms run smoothly, decisions are documented, and priorities remain aligned across stakeholders. **Key Responsibilities:** * Connect work across HRBPs, HR Centers of Excellence, business partners, and key stakeholders. * Identify gaps, overlaps, dependencies, and risks across HR initiatives. * Translate strategic direction into clear actions, owners, timelines, and deliverables. * Drive follow-through on key leadership decisions and ensure progress does not stall. * Help create standard work, project structures, and execution mechanisms that improve consistency across the HR team. * Synthesize inputs across multiple leaders and teams int
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