Sr. HR Business Partner - Karman Energetic Systems
Karman Space & Defense
LOCATION OPTIONS
- Washington State
- Utah
- Alabama
TRAVEL REQUIREMENTS
- Approximately 30% - 50%
SUMMARY
The Manager or Senior Human Resources Business Partner serves as the lead HR partner for assigned business units and sites within a multi-site aerospace and defense manufacturing environment. This role provides strategic and operational HR leadership while directly supervising a team of site HR Business Partners. The position supports business performance, workforce stability, compliance, and integration activities in a highly regulated environment that includes defense contracting requirements and California employment regulations. The role operates as a key member of site and functional leadership teams and partners closely with operations, engineering, program leadership, and corporate HR centers of excellence.
ABOUT US
Karman Space & Defense provides concept-to-production solutions for mission-critical systems on spacecraft, launch vehicles, missiles, hypersonics, and integrated defense systems. We believe that solving the industry’s most complex and mission-critical challenges requires relentless determination and a willingness to push the boundaries of possibility. Karman Space & Defense brings to bear unparalleled production capabilities, unmatched engineering expertise, and unflinching analysis to render the impossible, possible.
COMPENSATION & BENEFITS
- Medical, Dental, Vision
- Company Paid Life Insurance
- 401(k) Retirement Savings Plan
- Paid Time Off (PTO)
- Paid Holidays
- Tuition Reimbursement*
ESSENTIAL DUTIES & RESPONSIBILITIES
- Serve as the primary HR advisor to senior operational and functional leaders and translate business plans into workforce strategies including workforce planning, organizational design, succession planning, and leadership capability development
- Lead and execute core annual talent processes such as performance reviews, talent assessments, merit planning, and incentive administration while aligning site practices with corporate compensation, performance, and talent frameworks
- Supervise, coach, and develop a team of 3-5 site HR Business Partners, establish priorities and service expectations, ensure consistent application of policies, employee relations standards, and HR practices across supported locations
- Maintain strong partnerships with manufacturing and program leaders through regular on-site presence and travel to ensure visibility, workforce insight, and alignment with operational needs
- Lead complex employee relations matters including investigations, corrective action, performance issues, and terminations, and provide risk-based guidance to leaders in accordance with California wage and hour laws, leave laws, and multi-state employment regulations
- Partner with legal, compliance, and leadership teams on matters involving government contracting requirements, controlled information environments, and workplace conduct, and support documentation standards and audit readiness expected in defense and manufacturing settings
- Drive operational consistency in onboarding, offboarding, manager practices, and HR workflows across sites and lead management initiatives tied to organizational growth, restructuring, and operational transformation
- Support integration of acquired businesses by coordinating employee onboarding, policy alignment, communications, and cultural integration, and working closely with payroll, benefits, HR systems, and talent acquisition teams to ensure seamless transitions
EDUCATION & EXPERIENCE
- Bachelor's degree in Human Resources, Business, or related field required.
- Experience in aerospace, defense, advanced manufacturing, or other regulated industrial environments strongly preferred.
- Demonstrated experience managing complex employee relations in California.
- Working knowledge of workforce planning, compensation fundamentals, and performance management practices.
- Advanced degrees are desirable.
- HR certification is desirable.
ITAR REQUIREMENTS
- To conform to U.S. Government export regulations, certain positions may require applicants to be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.
EQUAL OPPORTUNITY EMPLOYER
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Karman is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform servicemember status; or any other protected class under federal, state, or local law. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and general treatment during employment.
