Application close date:
Applications will be accepted on an ongoing basis until the requisition is closed.
At Blue Origin, we envision millions of people living and working in space for the benefit of Earth. We’re working to develop reusable, safe, and low-cost space vehicles and systems within a culture of safety, collaboration, and inclusion. Join our team of problem solvers as we add new chapters to the history of spaceflight!
This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations.
Join Blue as a dedicated Talent Acquisition partner to our Human Resources leadership team—supporting the Chief People Officer and HR leaders across every HR discipline. As the HR4HR recruiting team, we are a strategic, end-to-end partner embedded with HR Business Partners, Compensation, People Analytics, Talent Development, and HR Operations, ensuring we attract and hire the best and brightest for Blue’s Human Resources organization.
In this role, you will serve as the connective tissue between HR strategy and talent pipelines—leveraging innovative sourcing, data-driven insights, and recruiting acumen to anticipate needs, accelerate hiring, and elevate candidate quality. Your impact will help Blue remain a best-in-class space company and the most decisive manufacturing company in the world, enabling Team Blue to secure the talent that advances our vision of millions of people living and working in space.
We are looking for someone to apply their technical expertise, leadership skills, and commitment to quality to positively impact safe human spaceflight. Passion for our mission and vision is required!

Special Mentions:

• Relocation provided

Responsibilities include but are not limited to:

• Serve as the strategic HR4HR client lead and SME within Talent Acquisition, advising on TA strategy, workforce planning, and labor market dynamics to drive outcomes.
• Own TA metrics and analytics: define/track KPIs (time to fill, pass through, candidate experience, offer acceptance), deliver executive ready dashboards, and communicate insights with executive level clarity to drive action.
• Analyze funnel and talent intelligence data to identify trends and gaps; conduct root cause analyses and implement scalable improvements of quality and speed of hire.
• Lead structured intake and calibration; craft success profiles, competency models, and interview frameworks that align to business priorities and raise the hiring bar.
• Design, implement, and optimize sourcing strategies and proactive pipelines for complex HR disciplines (HRBP, Total Rewards, People Analytics, Talent Management, HR Ops, ER).
• Own the operating rhythm (WBRs/QBRs, pipeline reviews, candidate debriefs, retrospectives), driving accountability and continuous improvement.
• Forge strong partnerships with HR leaders and cross functional teams (CPO staff, Interview Experience, Internal Mobility, Onboarding, Compensation/Total Rewards, L&D, HR Ops) to ensure seamless, end to end processes; facilitate discovery, alignment, and debriefs.
• Champion an exceptional candidate experience through transparent communication, timely feedback, rigorous bar raising, brand stewardship, and discretion on sensitive searches.
• Lead process improvement and governance: map workflows, define SLAs, pilot future state designs, and scale mechanisms; ensure compliance, risk management, and pristine ATS/analytics data hygiene.
• Enable high performance and delivery: mentor/upskill recruiters and coordinators, build playbooks/templates, manage complex projects end to end under tight timelines, and drive adoption/optimization of TA systems and tools (ATS, scheduling, assessments, market intelligence) with HR Ops and People Analytics.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, or equivalent in years of relevant recruiting experience
• 8+ years of progressive, full-cycle recruiting experience, with experience or exposure to HR and corporate functions (e.g., HRBP, Total Rewards/Compensation, People Analytics, Talent Management, Employee Relations, HR Operations).

Preferred Qualifications:

• Advanced proficiency with Workday or major ATS/CRM platforms (e.g., Greenhouse, iCIMS, Avature/Beamery); strong Excel/Sheets and familiarity with Tableau/Power BI.
• Process improvement expertise: diagnose root causes, redesign workflows, and implement SLAs/RACIs to improve speed, quality, and compliance.
• Extensive experience recruiting both exempt and non-exempt HR talent across various functions, geographies, and operating models.
• Proven success in both enterprise and high growth/startup environments; adapts strategies for scale, ambiguity, and velocity.
• Skilled in passive sourcing and talent engagement (market mapping, Boolean/X-ray, referrals, communities, events) for HR and people-analytics/technical-adjacent roles.
• Trusted relationship builder with senior stakeholders; communicates with executive presence, clarity, and discretion.
• Experience establishing mechanisms where none exist, modernizes legacy processes, leads M&A integrations/org redesigns, and delivers operational excellence with constrained resources.

Compensation Range for:
WA applicants is $130,518.00-$182,724.15
Other site ranges may differ
Culture Statement
Don’t meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.
Export Control Regulations
Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.

Background Check

• Required for all positions: Blue’s Standard Background Check
• Required for Certain Job Profiles: Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation
• Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing (CDL drivers only), vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training.
• Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical

Benefits

• Benefits include: Medical, dental, vision, basic and supplemental life insurance, paid parental leave, short and long-term disability, 401(k) with a company match of up to 5%, and an Education Support Program.
• Paid Time Off: Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.
• Discretionary bonus: Bonuses are designed to reward individual contributions as well as allow employees to share in company results.
• Eligibility for benefits varies by role type, please check with your recruiter for a comprehensive list of the benefits available for this role.

Equal Employment Opportunity
Blue Origin is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified and dedicated work force. Blue Origin hires and promotes people on the basis of their qualifications, performance, and abilities. We support the establishment and maintenance of a workplace that fosters trust, equality, and teamwork. We provide all qualified applicants for employment and employees with equal opportunities for hire, promotion, and other terms and conditions of employment, regardless of their race, color, religion, sex, sexual orientation, gender identity, national origin/ethnicity, age, physical or mental disability, genetic factors, military/veteran status, or any other status or characteristic protected by federal, state, and/or local law. Blue Origin will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws, including the Washington Fair Chance Act, the California Fair Chance Act, the Los Angeles Fair Chance in Hiring Ordinance, and other applicable laws.
Affirmative Action and Disability Accommodation
Applicants wishing to receive information on Blue Origin’s Affirmative Action Plans, or applicants requiring a reasonable accommodation in order to participate in the application and/or interview process, please contact us at
EEOCompliance@blueorigin.com
. Please note this is a publicly managed inbox. Please do not include any personal medical information in your request.
California Applicant Privacy Notice
If you are a California resident, please reference the CA Applicant Privacy Notice
here

• Serve as the strategic HR4HR client lead and SME within Talent Acquisition, advising on TA strategy, workforce planning, and labor market dynamics to drive outcomes.
• Own TA metrics and analytics: define/track KPIs (time to fill, pass through, candidate experience, offer acceptance), deliver executive ready dashboards, and communicate insights with executive level clarity to drive action.
• Analyze funnel and talent intelligence data to identify trends and gaps; conduct root cause analyses and implement scalable improvements of quality and speed of hire.
• Lead structured intake and calibration; craft success profiles, competency models, and interview frameworks that align to business priorities and raise the hiring bar.
• Design, implement, and optimize sourcing strategies and proactive pipelines for complex HR disciplines (HRBP, Total Rewards, People Analytics, Talent Management, HR Ops, ER).
• Own the operating rhythm (WBRs/QBRs, pipeline reviews, candidate debriefs, retrospectives), driving accountability and continuous improvement.
• Forge strong partnerships with HR leaders and cross functional teams (CPO staff, Interview Experience, Internal Mobility, Onboarding, Compensation/Total Rewards, L&D, HR Ops) to ensure seamless, end to end processes; facilitate discovery, alignment, and debriefs.
• Champion an exceptional candidate experience through transparent communication, timely feedback, rigorous bar raising, brand stewardship, and discretion on sensitive searches.
• Lead process improvement and governance: map workflows, define SLAs, pilot future state designs, and scale mechanisms; ensure compliance, risk management, and pristine ATS/analytics data hygiene.
• Enable high performance and delivery: mentor/upskill recruiters and coordinators, build playbooks/templates, manage complex projects end to end under tight timelines, and drive adoption/optimization of TA systems and tools (ATS, scheduling, assessments, market intelligence) with HR Ops and People Analytics