HR Business Operations / Program Manager

Blue Origin; Florida; On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Medical, dental, and vision insurance

401(k) with company match

Stock options

Paid Time Off

Job summary

Blue Origin is seeking an HR Program Manager in Florida to partner with HR leaders, align strategic HR priorities, and drive execution across the HR organization. The successful candidate will manage cross-functional initiatives, ensuring clarity and discipline while coordinating actions and measurable outcomes.

Applicants should possess a Bachelor's degree and have over 7 years of relevant HR experience, demonstrating strong communication, project management skills, and the ability to work with ambiguity. Comprehensive benefits include medical insurance, 401(k), and stock options.

Qualifications

• 7+ years of progressive experience in HR or related function.
• Experience supporting senior leaders in a complex environment.
• Ability to manage cross-functional initiatives from planning to execution.
• Strong written and verbal communication skills.

Responsibilities

• Connect work across HRBPs and key stakeholders.
• Synthesize inputs into clear recommendations and action plans.
• Ensure projects move from concept to execution with clear ownership.
• Support initiatives related to organizational design and HR transformation.

Skills

Project management

Stakeholder management

Communication skills

Analytical skills

Education

Bachelor's degree in Human Resources or related field

Job description

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.

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 into clear themes, recommendations, and action plans.
• Build and maintain the cadence for HR leadership meetings, HRBP syncs, COE connections, monthly business reviews, quarterly business reviews, and other key operating forums.
• Prepare agendas, pre‑read materials, briefing documents, and follow‑up actions.
• Ensure meetings are structured around decisions, risks, priorities, and measurable outcomes.
• Partner with HR leaders and HRBPs to gather inputs, validate content, and prepare high‑quality materials.
• Build project plans, timelines, milestone trackers, and governance routines.
• Coordinate stakeholder input across HRBPs, COEs, business leaders, and enabling functions.
• Schedule and facilitate project checkpoints, working sessions, and phase‑gate reviews.
• Synthesize updates, insights, and decision points for HR leadership.
• Ensure projects move from concept to execution with clear ownership, deliverables, and outcomes.
• Support initiatives related to workforce strategy, organizational design, talent planning, performance management, employee relations, operating model effectiveness, and HR transformation.
• Partner with HRBPs and analytics partners to identify relevant metrics, dashboards, and review materials.
• Support preparation of monthly and quarterly business reviews.
• Help convert data into insights, risks, actions, and leadership recommendations.

Required Qualifications

• 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.
• Strong written and verbal communication skills, with the ability to synthesize complex information into clear executive‑ready materials.
• Strong 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.

Preferred Qualifications

• 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.
• Strong 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.

Benefits

• Medical, dental, vision, basic and supplemental life insurance, paid parental leave, short and long‑term disability, 401(k) with a company match of up to 5%, and an Education Support Program.
• Stock options for all regular employees (working at least 20 hours/week).
• Paid Time Off: Up to four weeks per year based on weekly scheduled hours, and up to fourteen company‑paid holidays.
• Dependent on role type and job level, employees may be eligible for bonuses based on the company's intent to reward individual contributions and enable them to share in the company's results.

Equal Employment Opportunity and Accommodation

Blue Origin is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified and dedicated workforce. We hire and promote people based on their qualifications, performance, and abilities. We provide all qualified applicants and employees with equal opportunities for hire, promotion, and other terms of employment, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic factors, veteran status, or any other protected characteristic. Blue Origin considers qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws. For more information on “Know Your Rights” please see the relevant resources on our internal policies. Applicants wishing to receive information on Blue Origin’s affirmative action plans or seeking a reasonable accommodation in the interview process may contact: [e-mail].