People Business Partner (Corporate Services)

True Anomaly•Long Beach, CA

1d•$90,000 - $130,000•Hybrid

About The Position

True Anomaly is seeking a People Business Partner (PBP) to partner with leaders across Finance, Legal, Business Development, and Mission Readiness. This strategic role requires an experienced People professional with 5-7 years of experience who can quickly build credibility, manage competing priorities in lean functions, and operate autonomously in a high-growth environment. The PBP will focus on building high-performing, engaged teams and will report to the Manager, People Business Partners.

Requirements

5–7 years of progressive HR experience, with 3–4+ years in a Business Partner or strategic HR role.
Experience supporting corporate functions (Finance, Legal, Ops, Business Development) or professional services.
Strong foundation in performance management, talent planning, ER, and compensation support.
Ability to build credibility quickly with operationally focused leaders skeptical of HR's value.
Comfortable operating independently day-to-day while partnering with Manager, PBP on complex decisions.
Proven ability to manage ambiguity and competing priorities across multiple small teams.
Bachelor's degree required.
Must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State to conform to U.S. Government space technology export regulations, including ITAR.

Nice To Haves

SHRM-CP/SCP or PHR/SPHR preferred.
Aerospace, defense, or high-growth tech experience a plus.

Responsibilities

Serve as the dedicated PBP for corporate function leaders, providing counsel on org design, talent planning, leadership development, and workforce strategy.
Build trusted relationships through proactive consultation and a genuine understanding of the challenges unique to enabling functions.
Guide managers on performance management, succession planning, and career development, with a focus on building professional development pathways for non-technical roles.
Drive execution of people programs like performance cycles, talent reviews, and engagement initiatives, feeding insights back into program design.
Own low-to-moderate complexity Employee Relations (ER) cases independently, conducting investigations and advising managers.
Partner with the Compensation Manager on compensation cycles for corporate teams, including market benchmarking and data analysis.
Analyze engagement, attrition, and performance data to identify patterns, flag risks, and contribute to executive readouts.
Assess capability gaps, prioritize learning needs, and identify cross-functional development opportunities.
Support change initiatives such as restructures, workforce planning, and scaling efforts.
Model and embed True Anomaly's values through coaching and intentional focus on teams.