Human Resources Manager

Inversion•Los Angeles, CA

8h•$134,000 - $195,000

About The Position

Turning Space into a Transportation Layer for Earth Who We Are: Inversion builds advanced reentry systems to deliver next-generation capabilities from space. Our mission is to make Earth radically more accessible by turning Low-Earth Orbit into an on-demand logistics domain. We see space not as a destination, but as a platform — one that unlocks unprecedented speed and global reach. Our spacecraft are designed to deliver payloads anywhere on Earth in under an hour, operating through extreme reentry conditions and landing with high precision. These systems open the door to new ways of testing, delivering, and operating at hypersonic speeds. Inherently dual-use, our technology is built to meet urgent national security needs while laying the groundwork for future commercial applications. Backed by leading investors including Y Combinator, Spark Capital, and Lockheed Martin Ventures, and working with partners such as the U.S. Space Force and NASA, Inversion is pushing the boundaries of what’s possible in space-based defense and logistics. Position Overview: We are a rapidly growing aerospace startup at an inflection point. As our first HR hire, you will build the People function from the ground up designing the systems, programs, and culture infrastructure that will carry us through our next phase of growth. This role starts as a hands-on individual contributor but is explicitly designed to grow into a people manager within 12–24 months, giving you the opportunity to shape both the function and the team beneath you. You will report directly to the Senior Director of Talent & People and have a true seat at the table on people decisions and interface directly with the CEO. Given the nature of our work, compliance is non-negotiable. You will be the company’s authority on California employment law and federal contractor HR obligations protecting the company while building a culture where people genuinely want to work.

Requirements

7+ years of HR generalist experience, with at least 3 years based in California
Deep, working knowledge of CA employment law
Experience with federal contractor compliance (OFCCP, EEO-1, VEVRAA, Section 503)
Demonstrated experience owning benefits administration through open enrollment
Hands-on employee relations experience including investigations and terminations
Experience operating as a solo HR professional or within a very lean team
Proficiency with HRIS platforms
Exceptional written and verbal communication; high discretion and sound judgment

Nice To Haves

Background in aerospace, defense, or technical startup environments
Experience hiring and onboarding HR team members

Responsibilities

Design and own a structured new hire onboarding program, including orientation, I-9 compliance, and 30/60/90-day check-ins
Partner with hiring managers to ensure smooth pre-boarding and day-one experiences
Manage offboarding, exit interviews, and CA-compliant final pay processes
Own health, dental, vision, 401(k), and ancillary benefits programs end-to-end
Manage open enrollment including employee communication and carrier coordination
Ensure compliance with CA continuation requirements, COBRA, and more
Serve as a trusted, neutral resource for employee concerns and any workplace issues
Conduct investigations
Advise and coach managers on performance
Maintain full compliance with CA employment law: E.g. employee data, wage & hour, pay transparency, and mandatory leave
Support federal contractor compliance: OFCCP, EEO-1 reporting, VEVRAA, Section 503, and applicable FAR HR clauses
Maintain and annually update the employee handbook and all HR policies
Design and run the performance review cycle: goal setting, mid-year, and annual reviews
Train and coach managers on feedback frameworks, calibration, and documentation best practices
Build the infrastructure for career ladders and growth conversations as the company scales
Run employee engagement surveys and translate results into actionable programs
Partner with leadership on recognition and culture-building initiatives
Be a visible, trusted presence across all teams. The person employees come to
Define the scope and timing of the HR Generalist role in partnership with the Senior Director of Talent & People
Establish clear ownership, workflows, and growth paths within the HR function
Build a team culture of trust, responsiveness, and continuous improvement
Own day-to-day HRIS administration (Gusto)
Maintain accurate headcount data, HR metrics, and reporting for leadership
Partner with Finance on headcount planning and compensation benchmarking