HR People Partner Strategy & Ops

HR People Partner Develop and scale our HR processes to support a growing Arlington manufacturing site

Location:

Arlington, Texas, United States

Compensation: $95,000 – 120,000 USD / year

We are looking for an HR People Partner who can operate effectively across this breadth. You will be the embedded, onsite People presence in Arlington, handling employee relations, manager support, and day‑to‑day HR for a workforce that requires strong process knowledge and the flexibility to operate in a fast‑moving, ambiguous environment. You will also carry remote People Partner coverage for one or more of our smaller population international locations.

This is a standalone role reporting directly to the Head of People. You will exercise independent judgment, knowing when to structure a process versus provide a practical solution, and will handle complex, high‑risk matters with escalation to the Head of People and Legal as appropriate.

Employee Relations & Casework (30–35%)

• Serve as the primary ER resource for the Texas employee population, handling performance concerns, conduct issues, disciplinary processes, and interpersonal disputes across both exempt and non‑exempt work forces.
• Advise and coach managers on how to address employee issues effectively in compliance with applicable law and company policy.
• Conduct or support investigations, document findings, and recommend outcomes in partnership with the Head of People.
• Navigate considerations specific to the Texas workforce including non‑exempt wage and hour requirements, government contractor obligations, and cleared workforce sensitivities.
• Escalate complex, sensitive, or high‑risk matters to the Head of People and Legal team as appropriate.

Manager & Leadership Support (20–25%)

• Provide hands‑on coaching to people managers across the Texas org, covering feedback delivery, performance management, team dynamics, and people leadership.
• Support senior leaders on org health and team structure for their functions, particularly as the manufacturing site grows.
• Serve as a trusted, onsite resource for employees at all levels, providing pastoral care and early identification of issues before they escalate.
• Support the rollout of new people processes, tools, and programs as the company scales.

Non‑US People Partner Coverage (15–20%)

• Serve as the designated People Partner for 1–2 of E‑Space's international teams, operating remotely in this capacity.
• Develop a working understanding of the employment frameworks in relevant jurisdictions and engage local counsel or the Head of People when necessary.
• Support employee lifecycle events, ER matters, and manager queries for these populations.

People Operations & Project Support (10–15%)

• Collaborate with the People Ops team on onboarding, lifecycle changes, and day‑to‑day employee queries, routing operational requests through the ticketing system.
• Contribute to People team projects including process rollouts, policy updates, job leveling, and systems implementations.
• Support compliance requirements specific to the Texas site, including those related to government contracting and cleared work.

Compliance & Documentation (10%)

• Ensure ER casework and manager interactions are appropriately documented and stored in accordance with company policy.
• Support audit readiness for the Texas population, including non‑exempt time and pay records, required postings, and government contractor compliance documentation.
• Stay current on relevant employment law and government contractor requirements and proactively flag updates to the Head of People.

• 3–5+ years of progressive HR / People Partner or HR Generalist experience, with meaningful standalone ER responsibility across a mixed workforce.
• Background in aerospace and defense, manufacturing, or structured tech, or a combination; understanding of best practice HR in a regulated environment.
• Actively looking to broaden your scope in a smaller, scaling company and comfortable without a large HR infrastructure.
• Strong calibration between process and pragmatism, knowing when a formal process is needed versus a practical approach.
• Experience supporting non‑exempt work forces; familiarity with…