Job Schedule: 9/80: 80 hours worked within 14 days with every other Friday off

From pioneering many of the first U.S. rocket engines to propelling the fastest human-

made object ever built, Rocketdyne has always been at the forefront of space technology.

The space economy is expanding rapidly — and Rocketdyne is uniquely positioned to deliver proven solutions in propulsion, space electronics, and power systems. Come help us move space forward! 

We are looking for a dynamic HR Business Partner to join us as we stand up a best in class HR function to support Rocketdyne’s dynamic growth. This is an operator and builder role, ideal for a systems-thinker who embraces ambiguity as an opportunity as opposed to an obstacle.

The HR Business Partner is a strategic driver of people, culture, and organizational effectiveness serving as the critical link between the business and the HR function. As a strategic advisor to the business, the HR Business Partner owns the end-to-end people agenda for their assigned scope, working directly with business leaders to design and execute people strategies in alignment with business objectives.

More specifically, this role will: 

• Translate business strategy into people and organizationalobjectivesthat drive performance and growth. 
• Diagnose organizational needs and implement practical solutions to advance business strategy.
• Provide insights on workforce trends, people analytics, and talent risk to influence business decisions.

• Partner with Talent Acquisition to design and execute strategic hiring aligned to business needs.Assisthiring managers and recruiting partners with staffing efforts, including job postings, meeting required staffing levels, and onboarding related 

processes.

• Work across the HR functions (Total Rewards, Talent Acquisition, HR Operations) to deliver HR programs with speed, quality, and measurable impact in alignment with business needs.
• Facilitate leadership development and succession planning, collaborating with business leaders to ensure bench depth and coaching leaders on employee development plans and resources. 
• Analyze key attrition drivers and deployappropriate strategiesto promote retention. 
• Proactively assess workforce competencies / skill gaps and execute plans to address. 
• Improve team effectiveness through culture-building, employee engagement surveys, and action planning.
• Lead change management efforts during business transformations, ensuring employee engagement and communication.
• Perform comprehensive employee relations investigations in partnership with legal and other stakeholders.
• Consult on recommendations for promotions, job leveling, offers, and incentives. Support annual compensation planning. 
• Support all aspects of a small onsite union workforce - collective bargaining agreements, grievances, negotiations, etc. 

Qualifications:

• Bachelor’s Degree and minimum 6 years of related experience. Graduate Degree with a minimum of 4 years of related experience. In lieu of a degree, minimum of 10 years of related experience.
• Strong consulting skills and ability to solve complex business challenges.
• Strong stakeholder management and executive-level influencing skills. 
• Ability to analyze data to assess root cause, design solutions, and execute change.
• Understands P&L, business strategy, and market dynamics to shape people's decisions.
• Demonstrated ability to effectively communicate with and influence others; proventrack recordof building collaborative partnerships.
• Proven success in driving performance, organizational development, employee relations, succession planning, culture and engagement, and change management. 

Preferred Additional Skills:

• Experience within A&D industry
• Experience within a manufacturing environment
• Relevant experience in Labor Relations; experience supporting union workforce
• Familiarity with ADP Workforce Now or similar HRIS