Principal, HR Specialist to the CHRO

Blue Origin•Southgate, WA

23h•$157,059 - $219,883

About The Position

The Principal, HR Specialist serves as the Chief Human Resources Officer’s closest strategic partner and helps design and operate the HR organization’s planning and operating infrastructure. The role connects strategic advising with operational ownership, establishing mechanisms for strategic planning, goals, business reviews, workforce planning, and budgeting that translate company-wide priorities into measurable outcomes across HR. It models narrative-first communication, structured problem solving, and operational rigor to keep the HR Leadership Team’s execution aligned with key priorities. This position is part of Blue Origin’s corporate functions and provides centralized support across business units, functions, and locations. Relocation is provided, and travel is expected up to 15% of the time. The role requires U.S. citizenship or national status, U.S. permanent residency, or lawful admission as a refugee or grant of asylum. A standard background check is required.

Requirements

Bachelor’s degree in Business Administration, Human Resources, or a related field, or an equivalent combination of progressive experience and education.
10+ years of progressive experience in strategic HR, business operations, strategic planning, or chief of staff roles, with demonstrated experience advising senior executives.
Project management experience and PMP certification, demonstrating the ability to lead complex, multi-stakeholder initiatives.
Demonstrated experience building and running executive operating rhythms, such as strategic planning cycles, business reviews, goal/KPI frameworks, and leadership off-sites.
Applicants must be a U.S. citizen or national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum.
Successful completion of Blue Origin’s standard background check.

Nice To Haves

Master’s degree (MBA or related) from an accredited institution.
Prior experience as a Chief of Staff, strategic planning lead, or similarly trusted advisor to a C-suite executive.
Resilience, agility, and diplomacy, with success operating discreetly in fast-paced, ambiguous, high-stakes environments.
Demonstrated conflict resolution and crisis management skills, and high emotional intelligence.
Experience in high-growth, tech-driven, or mission-critical sectors such as aerospace, defense, or manufacturing.
Outstanding written and verbal communication skills, with an ability to craft executive narratives and influence stakeholders from frontline teams to C-suite and board level.
Advanced analytical proficiency in data visualization, trend analysis, and workforce analytics, with a record of turning insights into executive-ready recommendations.
Proficiency with HRIS, Tableau, and advanced Excel or data modeling tools.
Expertise in organizational change management frameworks.

Responsibilities

Manage the flow of information to and from HR so that issues receive attention at the appropriate level and time.
Prepare HR for high-stakes meetings, leadership updates, and executive reviews with data-backed, narrative-driven materials.
Own HR’s internal and external narrative, including leadership materials, all-hands content, and key stakeholder communications grounded in planning data and outcomes.
Design and execute HR’s annual strategic planning process, aligning HR plans with Blue Origin’s priorities.
Build and maintain HR’s goals architecture, connecting HR strategy to team-level execution.
Partner with Finance and HR leaders on workforce planning and budget and resource allocation tied to strategic priorities.
Facilitate HR planning sessions to test strategies, surface tradeoffs, and prioritize investment.
Establish continuous improvement practices, including feedback loops, retrospectives, and data-driven refinements, to improve planning accuracy and execution.
Use workforce and business data to identify root causes, trends, and risks across HR programs and develop actionable executive-ready recommendations.
Own HR reporting and visualization infrastructure to provide real-time visibility into performance against plan.
Evaluate program return on investment and effectiveness to inform resourcing and prioritization decisions.
Lead cross-functional and often ambiguous HR initiatives by structuring scope, resourcing, and milestones to deliver enterprise-wide outcomes.
Orchestrate work across HR to remove execution barriers and keep initiatives on track.
Ensure operational readiness for new HR programs through stakeholder alignment, resource planning, risk mitigation, and rollout sequencing.

Benefits

Medical, dental, and vision insurance.
Basic and supplemental life insurance.
Paid parental leave.
Short- and long-term disability coverage.
401(k) with company match of up to 5%.
Education Support Program.
Stock options for regular employees working at least 20 hours per week.
Up to four weeks of paid time off per year based on weekly scheduled hours.
Up to 14 company-paid holidays.
Depending on role type and job level, employees may be eligible for benefits and bonuses based on individual contributions, company results, or other factors at the company’s discretion; amounts and eligibility are not guaranteed.
Relocation provided.