Human Resources Manager

Who We Are:

Inversion builds advanced reentry systems to deliver next-generation capabilities from space.

Our mission is to make Earth radically more accessible by turning Low-Earth Orbit into an on-demand logistics domain. We see space not as a destination, but as a platform — one that unlocks unprecedented speed and global reach.

Our spacecraft are designed to deliver payloads anywhere on Earth in under an hour, operating through extreme reentry conditions and landing with high precision. These systems open the door to new ways of testing, delivering, and operating at hypersonic speeds.

Inherently dual-use, our technology is built to meet urgent national security needs while laying the groundwork for future commercial applications. Backed by leading investors including Y Combinator, Spark Capital, and Lockheed Martin Ventures, and working with partners such as the U.S. Space Force and NASA, Inversion is pushing the boundaries of what’s possible in space-based defense and logistics.

Position Overview:

We are a rapidly growing aerospace startup at an inflection point. As our first HR hire, you will build the People function from the ground up designing the systems, programs, and culture infrastructure that will carry us through our next phase of growth.

This role starts as a hands-on individual contributor but is explicitly designed to grow into a people manager within 12–24 months, giving you the opportunity to shape both the function and the team beneath you. You will report directly to the Senior Director of Talent & People and have a true seat at the table on people decisions and interface directly with the CEO.

Given the nature of our work, compliance is non-negotiable. You will be the company’s authority on California employment law and federal contractor HR obligations protecting the company while building a culture where people genuinely want to work.

Key Responsibilities:

Onboarding & Offboarding

• Design and own a structured new hire onboarding program, including orientation, I-9 compliance, and 30/60/90-day check-ins
• Partner with hiring managers to ensure smooth pre-boarding and day-one experiences
• Manage offboarding, exit interviews, and CA-compliant final pay processes

Benefits Administration

• Own health, dental, vision, 401(k), and ancillary benefits programs end-to-end
• Manage open enrollment including employee communication and carrier coordination
• Ensure compliance with CA continuation requirements, COBRA, and more

 Employee Relations

• Serve as a trusted, neutral resource for employee concerns and any workplace issues
• Conduct investigations
• Advise and coach managers on performance

Compliance - California & Federal

• Maintain full compliance with CA employment law: E.g. employee data, wage & hour, pay transparency, and mandatory leave
• Support federal contractor compliance: OFCCP, EEO-1 reporting, VEVRAA, Section 503, and applicable FAR HR clauses
• Maintain and annually update the employee handbook and all HR policies

Performance Management

• Design and run the performance review cycle: goal setting, mid-year, and annual reviews
• Train and coach managers on feedback frameworks, calibration, and documentation best practices
• Build the infrastructure for career ladders and growth conversations as the company scales

Engagement & Culture

• Run employee engagement surveys and translate results into actionable programs
• Partner with leadership on recognition and culture-building initiatives
• Be a visible, trusted presence across all teams. The person employees come to

Team Leadership (Year 1–2)

• Define the scope and timing of the HR Generalist role in partnership with the Senior Director of Talent & People
• Establish clear ownership, workflows, and growth paths within the HR function
• Build a team culture of trust, responsiveness, and continuous improvement

HR Operations & Systems

• Own day-to-day HRIS administration (Gusto)
• Maintain accurate headcount data, HR metrics, and reporting for leadership
• Partner with Finance on headcount planning and compensation benchmarking

Required Qualifications:

• 7+ years of HR generalist experience, with at least 3 years based in California
• Deep, working knowledge of CA employment law
• Experience with federal contractor compliance (OFCCP, EEO-1, VEVRAA, Section 503)
• Demonstrated experience owning benefits administration through open enrollment
• Hands-on employee relations experience including investigations and terminations
• Experience operating as a solo HR professional or within a very lean team
• Proficiency with HRIS platforms
• Exceptional written and verbal communication; high discretion and sound judgment

Desired Qualifications:

• Background in aerospace, defense, or technical startup environments
• Experience hiring and onboarding HR team members

The California annual base salary for this role is currently $134,000-$195,000. Pay Grades are determined by role, level, location, and alignment with market data.  Individual pay will be determined on a case-by-case basis and may vary based on the following considerations: interviews and an assessment of several factors that are unique to each candidate, job-related skills, relevant education and experience, certifications, abilities of the candidate and internal equity.