Sr. People Business Partner & HR Process Excellence Manager

Axiom Space•Houston, CA

About The Position

Axiom Space is seeking an experienced Sr. People Business Partner & HR Process Excellence Manager to partner with leaders in assigned business units and deliver People & Culture services. The role provides consultative guidance, independent judgment, and data-informed recommendations that align people strategies with business priorities. It also has enterprise-wide accountability for HR operational excellence, including process design, HRIS/Workday enablement, and cross-functional project delivery throughout the People & Culture organization. The position builds workforce and talent strategies; advises leaders on employee relations, performance, organizational design, engagement, and change; and independently addresses escalated workplace concerns and investigations in partnership with Legal and leadership. It works across HR functions to provide integrated employee lifecycle solutions and uses workforce data to identify risks and recommend improvements. The role owns the enterprise HR process excellence agenda, assessing existing processes and leading standardized, scalable future-state designs. It also manages People & Culture projects, including system rollouts, policy launches, and organizational design initiatives, with responsibility for plans, timelines, resources, risks, documentation, stakeholder communications, and delivery. The position provides informal mentorship and performs additional duties as assigned. The work is generally in an office environment, though tasks may involve indoor or outdoor work. The position may require access to export-controlled technical data or technology, and candidates may undergo export-control screening. Evening and weekend work may be needed to meet critical project milestones. Work may involve sitting or standing for extended periods and lifting or carrying up to 25 pounds.

Requirements

Bachelor’s degree from an accredited college or university in human resources or a related field.
At least 10 years of progressive experience in an HR Business Partner role.
At least 3 years of experience resolving complex employee relations challenges.
Thorough understanding of HR and how HR supports business success through talent management programs.
In-depth working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, performance management, and applicable federal and state employment laws.
Proficiency in Microsoft Office.
Experience collaborating with HR Centers of Excellence, HRIS, and business functions to design, implement, and sustain HR processes, programs, and solutions.
Demonstrated ability to build credibility and trust with employees and leaders at all levels, using sound judgment, discretion, and tact in complex or sensitive situations.
Strong organization and attention to detail, with the ability to manage competing priorities, projects, and decisions in a fast-paced environment.
Project management skills, including planning, scheduling, risk tracking, and stakeholder communication.
Ability to develop, influence, and implement practical solutions to complex business and people challenges.
Effective interpersonal, facilitation, negotiation, coaching, and written communication skills.
Critical thinking, initiative, adaptability, and ownership from problem identification through execution.
Positive energy, a growth mindset, and commitment to an inclusive workplace.
Willingness to work evenings and weekends as needed to meet critical project milestones.
Final candidates may be required to undergo export-control screening to determine eligibility for access to controlled technical data or technology; meeting applicable requirements is a condition of employment.

Nice To Haves

MBA or MA/MS in human resources or a related field.
Experience with Workday.
Experience in a start-up environment.
SPHR, SHRM-SCP, or PHR certification.
PMP or another project management certification.

Responsibilities

Partner with leaders in assigned business units, understand business objectives and organizational needs, and develop workforce and talent strategies that support growth, effectiveness, and retention.
Coach and advise leaders on employee relations, performance management, organizational design, team effectiveness, engagement, and change management.
Independently assess and resolve escalated workplace concerns, conduct investigations, interpret policy, and partner with Legal and leadership on compliant and equitable outcomes.
Partner with Talent Acquisition, Total Rewards, Learning & Development, and People Operations to deliver integrated employee lifecycle solutions.
Analyze people data, workforce trends, and business insights to identify risks, influence decisions, and recommend practical improvements.
Guide leaders and employees on employment practices, company policies, leave management, accommodations, and compliance requirements.
Own the enterprise HR process excellence agenda by assessing current-state employee lifecycle processes, identifying gaps, and leading standardized, scalable future-state process design.
Lead or contribute to complex People & Culture initiatives, process improvements, and change efforts that strengthen leader capability, employee experience, and service delivery.
Provide guidance and informal mentorship to peers and stakeholders by sharing HR expertise, best practices, and sound judgment.
Manage People & Culture projects by developing project plans, timelines, milestones, and resource requirements and tracking progress against deliverables.
Coordinate cross-functional HR projects, including system rollouts, policy launches, and organizational design initiatives, ensuring alignment of scope, timeline, budget, and stakeholder communications.
Identify project risks and dependencies, escalate issues, and drive resolution to keep projects on schedule and within scope.
Maintain project documentation, status reports, and communication plans to keep leadership and stakeholders informed.
Perform additional duties as assigned.