People and Talent Lead

Hybron Inc•El Segundo, CA

5d•$110,000 - $160,000•Onsite

About The Position

Hybron is an advanced manufacturing company that is building lightweight composites at mass production scale. At Hybron, we have pioneered a new composites manufacturing process that enables complex, high performance composite parts to be produced 10-100 times faster than traditional manufacturing, at a fraction of the cost. We recently closed an oversubscribed $25M seed round, are backed by the Northrop Grumman Technology Accelerator, and are rapidly growing to commercialize and mass produce composite products at a scale never seen before. Our current focus is applying our proprietary process to composite artillery shells, solid rocket motor nozzles, gas turbine engine components, and airframes. This is an in-person role at our pilot facility. We’re open to starting part-time (20-25 hours per week), with the expectation that it will grow into a full-time position over the next 6-12 months as we scale. If part-time, the role would be hourly and non-exempt, converting to a salaried position upon transition to full-time. As you will be working at an early-stage deep tech startup, this role will span many different tasks. Along with these high expectations comes the opportunity to significantly influence the development, strategy, and trajectory of a fast-growing startup. Your work will tangibly impact our company and the composites industry, and you will be able to make rapid professional gains in an environment that encourages growth and innovation. Hybron is ready to add a Human Resources professional to our team ahead of our next phase of growth. Your responsibilities will span HR systems, talent, and employee resources as a full-stack functional owner. This role requires a high-trust, self-starting HR generalist. You are a great fit if you can operate with autonomy in high-energy, fast-growing companies, are comfortable with ambiguity, and are willing to wear multiple hats.

Requirements

5+ years of progressive HR experience, including time owning HR operations end-to-end (ideally as a generalist or sole HR practitioner at a fast-growing startup)
Hands-on experience across the full HR stack: payroll, benefits administration, PEOs, workers' compensation, 401(k)/retirement plans, performance and compensation review cycles, on/ off-boarding, and employee relations
Proficiency with HRIS/payroll platforms (e.g., Rippling, Workday, Insperity, ADP, TriNet) and comfort managing vendors and software as the system owner
Demonstrated ability to evaluate, select, and transition major HR vendors — you can build a business case, compare PEO and 401(k) providers, and execute a clean migration with minimal disruption to employees
Working knowledge of California employment law and compliance (wage & hour, meal/ rest, leave, pay transparency, EEO)
Experience drafting and implementing internal policies (PTO, parental leave, attendance policy)
Ability to serve as the day-to-day point of contact for employees — someone who is approachable, responsive, and discreet
Willingness and ability to run in-house recruiting and coordination as we scale the team, partnering with outside recruiting firms to hit hiring targets

Nice To Haves

8+ years of HR experience, with meaningful time or experience in California
Experience in manufacturing, defense, aerospace, or another company with a mixed hourly/salaried workforce
Experience standing up or restructuring an HR function from an early stage
Full-cycle recruiting experience, especially technical or manufacturing hiring
Experience across multi-site operations
Interest in and appreciation for startups, hardware/deep tech, and a builder mindset that thrives a fast-moving environment

Responsibilities

Own and run the full HR function day-to-day, becoming the single owner of payroll, benefits, compliance, and employee experience
Lead the evaluation and potential transition of our PEO, benefit and/or 401(k) providers — from business case through execution
Build and run our in-house recruiting engine (supported by outside firms) to help us double team size
Review and improve existing systems and policies for scalable talent management, performance, and compensation as headcount grows
Lead and build out the People function — hiring and managing a small team, owning the HR roadmap and vendor relationships, and acting as a strategic partner to leadership on org design, compensation, and workforce planning.