Human Resources Manager
Position Overview:
We are a rapidly growing aerospace startup at an inflection point. As our first HR hire, you will build the People function from the ground up designing the systems, programs, and culture infrastructure that will carry us through our next phase of growth.
This role starts as a hands-on individual contributor but is explicitly designed to grow into a people manager within 12–24 months, giving you the opportunity to shape both the function and the team beneath you. You will report directly to the Senior Director of Talent & People and have a true seat at the table on people decisions and interface directly with the CEO.
Given the nature of our work, compliance is non-negotiable. You will be the company’s authority on California employment law and federal contractor HR obligations protecting the company while building a culture where people genuinely want to work.
Key Responsibilities:
Onboarding & Offboarding
Design and own a structured new hire onboarding program, including orientation, I-9 compliance, and 30/60/90-day check-ins
Partner with hiring managers to ensure smooth pre-boarding and day-one experiences
Manage offboarding, exit interviews, and CA-compliant final pay processes
Benefits Administration
Own health, dental, vision, 401(k), and ancillary benefits programs end-to-end
Manage open enrollment including employee communication and carrier coordination
Ensure compliance with CA continuation requirements, COBRA, and more
Employee Relations
Serve as a trusted, neutral resource for employee concerns and any workplace issues
Conduct investigations
Advise and coach managers on performance
Compliance - California & Federal
Maintain full compliance with CA employment law: E.g. employee data, wage & hour, pay transparency, and mandatory leave
Support federal contractor compliance: OFCCP, EEO-1 reporting, VEVRAA, Section 503, and applicable FAR HR clauses
Maintain and annually update the employee handbook and all HR policies
Performance Management
Design and run the performance review cycle: goal setting, mid-year, and annual reviews
Train and coach managers on feedback frameworks, calibration, and documentation best practices
Build the infrastructure for career ladders and growth conversations as the company scales
Engagement & Culture
Run employee engagement surveys and translate results into actionable programs
Partner with leadership on recognition and culture-building initiatives
Be a visible, trusted presence across all teams. The person employees come to
Team Leadership (Year 1–2)
Define the scope and timing of the HR Generalist role in partnership with the Senior Director of Talent & People
Establish clear ownership, workflows, and growth paths within the HR function
Build a team culture of trust, responsiveness, and continuous improvement
HR Operations & Systems
Own day-to-day HRIS administration (Gusto)
Maintain accurate headcount data, HR metrics, and reporting for leadership
Partner with Finance on headcount planning and compensation benchmarking
Required Qualifications:
7+ years of HR generalist experience, with at least 3 years based in California
Deep, working knowledge of CA employment law
Experience with federal contractor compliance (OFCCP, EEO-1, VEVRAA, Section 503)
Demonstrated experience owning benefits administration through open enrollment
Hands-on employee relations experience including investigations and terminations
Experience operating as a solo HR professional or within a very lean team
Proficiency with HRIS platforms
Exceptional written and verbal communication; high discretion and sound judgment
Must have the ability to obtain and maintain a U.S. government Secret/Top Secret security clearance.
Desired Qualifications:
Background in aerospace, defense, or technical startup environments
Experience hiring and onboarding HR team members
Our office headquarters is located in Playa Vista, CA. This position requires in-office presence.
The California annual base salary for this role is currently $134,000-$195,000. Pay Grades are determined by role, level, location, and alignment with market data. Individual pay will be determined on a case-by-case basis and may vary based on the following considerations: interviews and an assessment of several factors that are unique to each candidate, job-related skills, relevant education and experience, certifications, abilities of the candidate and internal equity.