People Business Partner

YOUR MISSION

Partner with leaders across Engineering to build high-performing, engaged teams. This is a strategic partnership role – not a generalist position – suited for a People professional with 5-7 years of experience who can build credibility fast, manage competing priorities across multiple lean functions, and operate with autonomy in a high-growth environment being built from the ground up. Reports to the Director, People Business Partner. 

RESPONSIBILITIES

Strategic Partnership Serve as the dedicated PBP for engineer function leaders, providing counsel on org design, talent planning, leadership development, and workforce strategy. Build trusted relationships through proactive consultation and a genuine understanding of the challenges unique to enabling functions — compliance rigor alongside speed, lean teams scaling fast, and non-technical career paths without established ladders. 

Talent & Performance Guide managers on performance management, succession planning, and career development. Focus particularly on building professional development pathways for non-technical roles. Drive execution of people programs — performance cycles, talent reviews, engagement initiatives — and feed insights back into program design. 

Employee Relations Own low-to-moderate complexity ER cases independently. Conduct investigations, advise managers, and ensure consistent, values-aligned resolution. Escalate high-stakes or legally sensitive matters to the Director, PBP. 

Compensation & People Data Partner with the Compensation Manager on comp cycles for corporate teams, including market benchmarking and data analysis for professional roles. Analyze engagement, attrition, and performance data across your client groups to surface patterns, flag risks early, and contribute cross-functional themes to quarterly exec readouts. 

Organizational Capability Partner with Director, PBP to assess capability gaps, prioritize learning needs across lean teams, and identify cross-functional development opportunities. Support change initiatives — restructures, workforce planning, scaling efforts — ensuring alignment with business goals and a positive employee experience throughout. 

Culture Model and embed True Anomaly's values — Be The Offset, What Would It Take, It's The People — through coaching, everyday practices, and intentional focus on teams that are often distributed or operating independent 

QUALIFICATIONS

• 5–7 years of progressive HR experience, with 3–4+ years in a Business Partner or strategic HR role
• Experience supporting engineering functions  
• Strong foundation in performance management, talent planning, ER, and compensation support
• Able to build credibility quickly with operationally focused leaders skeptical of HR's value
• Comfortable operating independently day-to-day while partnering with Director, PBP on complex decisions
• Proven ability to manage ambiguity and competing priorities across multiple small teams
• Bachelor's degree required; SHRM-CP/SCP or PHR/SPHR preferred
• Aerospace, defense, or high-growth tech experience a plus 

 

COMPENSATION

• Base Salary:  Base Salary: $ $115,000-$170,000 

• Equity + Benefits including Health, Dental, Vision, HRA/HSA options, PTO and paid holidays, 401K, Parental Leave 

Your actual level and base salary will be determined on a case-by-case basis and may vary based on the following considerations: job-related knowledge and skills, education, location, and experience. 

ADDITIONAL REQUIREMENTS

• Work Location—Successful candidates will be located near Denver or Long Beach. 
• Work environment—the work environment; temperature, noise level, inside or outside, or other factors that will affect the person's working conditions while performing the job.
• Physical demands—the physical demands of the job, including bending, sitting, lifting and driving.

This position will be open until it is successfully filled. To submit your application, please follow the directions below. #LI-Onsite