Rise above. Are you ready to take human possibility to a new dimension with us?
Supernal is an Advanced Air Mobility (AAM) company that’s developing an electric vertical take-off and landing (eVTOL) vehicle and the ground-to-air ecosystem to support the emerging industry. By creating a sustainable, integrated, and human-centered ecosystem, we are committed to taking a thoughtful and responsible approach to entering the AAM market with a product that meets the high level of safety and reliability in today’s air transportation system.
The future of mobility starts with people. We believe in creative thinking and collaboration to help build a better mobility experience for everyone, improving people’s ability to move – whether for work or play. Join our dynamic team as we strive to be a part of something greater where potential powers tomorrow!
Supernal provides an inviting open-space workplace designed to foster collaboration, which aligns with one of our core values. This position is required to work on-site 5 days a week.

WHAT WE DO:

We are seeking a strategic, people-centric, and results-driven Lead HR Business Partner (HRBP) to join our dynamic HR team. The ideal candidate will act as a trusted advisor to senior leadership, aligning business objectives with people strategies. This role is critical in shaping organizational capability, driving change initiatives, and fostering a high-performance culture across the business.

• Partner closely with senior business leaders to understand strategic objectives and develop aligned people strategies
• Provide consultative support on organizational design, workforce planning, leadership development, performance management, and employee engagement
• Drive key talent initiatives, including succession planning, talent reviews, career development planning, and internal mobility strategies
• Lead change management efforts by providing thought partnership and tactical support during organizational shifts, restructures, and transformation initiatives
• Act as a coach and advisor to leaders on matters such as team effectiveness, leadership capability, conflict resolution, and behavioral change
• Partner with COEs (Centers of Excellence) including Talent Acquisition, Learning & Development, Compensation, and DEI to co-create and deliver effective people programs
• Interpret and leverage people data, engagement surveys, and workforce analytics to shape talent strategies and support business priorities
• Serve as a champion for culture and values, embedding them into HR practices and leadership behaviors
• Monitor and address trends in employee relations, turnover, and performance to identify systemic issues and drive proactive solutions
• Contribute to the design and implementation of scalable HR programs, tools, and policies that enable employee success and business agility
• Support compliance with labor laws, internal policies, and ethical business practices while balancing business needs
• Drive continuous improvement of HRBP processes and provide input into broader HR strategy development
• Partner with business leaders to understand team needs and support workforce planning, performance management, and employee engagement
• Provide guidance on HR policies, procedures, and programs including organizational development, goal setting, and development planning
• Support talent initiatives such as career development, internal mobility, and succession planning in collaboration with Talent Development
• Assist in organizational change efforts by coordinating communications, supporting transitions, and reinforcing culture and values
• Coach managers on team dynamics, employee relations, and performance conversations
• Partner with Centers of Excellence (COEs) including Talent Acquisition, Learning & Development, Total Rewards and DEI to deliver people programs
• Use people data and engagement survey results to identify trends and support action planning
• Monitor employee relations issues and escalate complex matters appropriately
• Contribute to the development and implementation of HR tools, templates, and resources
• Ensure compliance with labor laws and internal policies
• Review HR processes and provide continuous improvement initiatives
• Other duties as assigned