Human Resources Manager

About Inversion Precision delivery from space. To anywhere on Earth. In under one hour. Join us: https://boards.greenhouse.io/inversionspace

Inversion

Making Earth radically more accessible by turning space into a global logistics network

I

inversionspace.com

51-200 employees

Defense and Space Manufacturing

Playa Vista, California

2021

Privately Held

17k LinkedIn followers

Raised $54.3M

• 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.
• 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
• Maintain accurate headcount data, HR metrics, and reporting for leadership
• Partner with Finance on headcount planning and compensation benchmarking

• 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
• Must have the ability to obtain and maintain a U.S. government Secret/Top
• Secret security clearance.
• Experience hiring and onboarding HR team members
• Our office headquarters is located in Playa Vista, CA. This position requires
• in-office presence.
• 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.
• To conform to U.S. Government space technology export regulations, including the
• U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the
• Inversion provides equal employment opportunities to all employees and
• Notice [https://oag.ca.gov/privacy/ccpa] for further details.

• end-to-end
• Manage open enrollment including employee communication and carrier
• coordination
• Ensure compliance with CA continuation requirements, COBRA, and more
• Serve as a trusted, neutral resource for employee concerns and any workplace
• issues
• Conduct investigations
• Advise and coach managers on performance
• 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
• 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
• programs
• Partner with leadership on recognition and culture-building initiatives
• Be a visible, trusted presence across all teams. The person employees come to
• Define the scope and timing of the HR Generalist role in partnership with the
• Establish clear ownership, workflows, and growth paths within the HR function
• Build a team culture of trust, responsiveness, and continuous improvement