Human Resources Business Partner

Critical Materials Group•Austin, TX

9d•Hybrid

About The Position

The HR Business Partner is the embedded People advisor for CMG's production, operations, and program teams as the company scales. CMG is an early stage government contractor rebuilding domestic energetics manufacturing capacity, and plans to add more than 100 employees across its sites over the next 12 to 18 months. Partnering closely with the Head of People, the Talent Acquisition Manager, and site leaders, this role owns employee relations, performance management, new hire onboarding, and the employment compliance that comes with federal contracting and explosives manufacturing. The HR Business Partner also supports the people side of integrating CMG's newly acquired RMSL laboratory team.

Requirements

4+ years of HR generalist or HR business partner experience supporting a manufacturing, industrial, or technical workforce, including hourly production employees.
Strong working knowledge of employee relations, investigations, performance management, and federal and Texas employment law.
Experience supporting rapid headcount growth or high volume onboarding.
Excellent judgment and discretion in handling confidential and sensitive employee matters.
Comfortable operating in a fast paced, early stage environment with evolving processes.
Strong communication and relationship building skills across all levels of the organization.

Nice To Haves

Experience supporting a defense, munitions, chemical manufacturing, or government contracting environment, including affirmative action plan support.
Familiarity with ITAR, security clearance, or ATF explosives requirements as they affect employees.
Familiarity with HRIS systems (Rippling experience a plus).
PHR, SHRM-CP, or equivalent HR certification.

Responsibilities

Serve as the primary People point of contact for assigned departments and sites, including production, operations, and the Ballinger, TX facility.
Advise managers on performance management, coaching, disciplinary action, and terminations, ensuring consistent and compliant application of policy.
Partner with the Talent Acquisition Manager and Head of People to translate the hiring plan into headcount, organizational structure, and role requirements.
Build and run onboarding for new hire cohorts, coordinating with Safety, Operations, and Security so new hires complete safety training, required certifications, and eligibility steps before working with energetic materials.
Run 30, 60, and 90 day check ins with new hires and their managers to improve early retention as headcount grows.
Support the RMSL integration, including employee communication, policy alignment, benefits transition, and migration of employee records into Rippling.
Manage employee relations issues from intake through investigation, documentation, and resolution.
Guide managers through CMG's performance management cycle, including goal setting, check ins, and performance improvement plans.
Support workplace investigations and separations in partnership with Legal and the Head of People, including compliance with the Texas Payday Law and other applicable state requirements.
Maintain compliance with federal contractor employment obligations, including affirmative action for protected veterans and individuals with disabilities (VEVRAA and Section 503), E-Verify, and Drug Free Workplace requirements.
Partner with Safety and Operations on OSHA and explosives safety training records, and with Security on ATF employee possessor status, clearance status, and ITAR access as employees join, transfer, or separate.
Ensure consistent application of CMG policy across sites in two states, including state specific wage, leave, and posting requirements.
Partner with department leaders on organizational design, leveling, and role scoping for new and growing functions, including Production, Programs, Growth, AI, Finance, and Legal.
Support workforce planning, compensation cycles, and promotions using approved compensation bands and market data.
Maintain accurate employee records and status changes in Rippling, partnering with People Operations on documentation such as the Employee Change of Status process.