Application close date:
Applications will be accepted on an ongoing basis until the requisition is closed.

This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations.

Recruiting Business Partner (RBP)

The Recruiting Business Partner (RBP) is a strategic talent advisor responsible for aligning business-level workforce needs with scalable talent acquisition strategy and delivery. The RBP partners closely with VPs, business leaders, hiring managers, Human Resources, Finance, and Talent Acquisition (TA) leadership to translate workforce plans into clear hiring priorities, capacity requirements, and operating mechanisms.

This role owns the health and effectiveness of the talent partnership for an assigned business vertical, including hiring-plan attainment, demand planning, stakeholder alignment, delivery-risk management, and escalation resolution. The RBP does not carry an individual productivity target; instead, the role is accountable for enabling predictable, high-quality hiring outcomes through strong operating discipline, clear prioritization, and effective deployment of recruiting resources.

A successful RBP demonstrates exceptional business acumen, executive presence, customer obsession, sound judgment, analytical rigor, and the ability to influence across complex stakeholder environments.

Special Mentions:

• Relocation provided
• Location: Space Coast, FL | Seattle, WA | Huntsville, AL
• Requires daily onsite presence (Monday-Friday)

Responsibilities include but are not limited to:

• Own strategic partnerships with assigned business verticals; serve as the primary TA advisor to business leaders, hiring managers, HR partners, and Finance.
• Translate business objectives, workforce plans, and forecasted demand into actionable talent strategies, hiring priorities, and capacity plans.
• Establish and lead the operating rhythm for aligned business groups, including demand planning, prioritization, forecasting, reporting, risk reviews, and executive stakeholder updates.
• Monitor hiring-plan attainment, organizational productivity, requisition health, funnel performance, offer outcomes, and time-to-fill performance; identify risks and drive mitigation plans.
• Advise leaders on workforce planning, role prioritization, external market conditions, talent availability, and recommended sourcing and selection strategies.
• Drive stakeholder alignment on hiring expectations, decision-making timelines, interview readiness, service levels, and escalation pathways.
• Partner with Recruiting Managers to ensure recruiting capacity is deployed effectively across priority business needs and to address delivery constraints or performance risks.
• Partner with Profile Lead Recruiters (PLRs) to ensure profile-level talent strategies, candidate pipelines, interview processes, and offer plans align to business priorities.
• Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience.
• Identify and implement improvements to recruiting processes, operating mechanisms, tools, and governance to improve speed, quality, consistency, and compliance.
• Collaborate with TA peers and cross-functional partners, including Compensation, HR, Finance, Legal, and Recruiting Operations, to deliver integrated hiring solutions.
• Develop executive-ready communications, recommendations, and business reviews that clearly articulate performance, risks, tradeoffs, and required decisions.

Minimum Qualifications:

• 8+ years of corporate and/or search firm recruiting experience.
• 3+ years of experience partnering with and influencing VP- and Director-level stakeholders.
• Demonstrated experience developing talent strategies, workforce plans, hiring forecasts, and operating mechanisms for complex business organizations.
• Experience using recruiting data and market intelligence to prioritize demand, assess delivery risk, and guide business decisions.
• Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint.

Preferred Qualifications:

• Experience supporting Operations functions, including manufacturing, supply chain, facilities, production, engineering, or comparable high-volume and complex hiring environments.
• Experience leading talent-acquisition business partnerships across large, dynamic, or rapidly scaling organizations.
• Strong consulting, communication, and influencing skills, with the ability to set expectations, constructively challenge assumptions, and drive decisions with senior leaders.
• Demonstrated ability to develop executive-level dashboards, business reviews, and written recommendations that inform workforce and hiring decisions.
• Experience managing complex stakeholder environments with competing priorities, changing forecasts, and recurring surge demand.
• Proven ability to establish scalable recruiting operating rhythms, including intake and prioritization processes, capacity planning, service-level expectations, and escalation governance.
• Strong analytical and problem-solving skills, with the ability to synthesize data into clear, actionable insights.

Base Pay Range for:
WA applicants is $134,434.00 - $188,207.25

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.

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.
• Stock Options for all regular employees (working at least 20 hours/week)
• Paid Time Off: Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.
• Dependent on role type and job level, employees may be eligible for benefits and bonuses based on the company's intent to reward individual contributions and enable them to share in the company's results, or other factors at the company's sole discretion. Bonus amounts and eligibility are not guaranteed and subject to change and cancellation. Please check with your recruiter for more details.