People Business Partner - Engineering

As a People Business Partner - Engineering at Anduril Industries, you will serve as a strategic thought partner to business owners, help enhance talent development, and ensure high-performance across engineering teams. This includes guiding employee relations, managing workforce planning, and resolving complex employee issues while fostering a positive work environment.

To be a successful candidate for the People Business Partner - Engineering role at Anduril Industries, you should have a minimum of 3 years of HR Business Partner experience, ideally within engineering client groups. A Bachelor's degree or equivalent experience is required, along with proficiency in multiple HR channels such as employee relations, compensation, and learning development.

At Anduril Industries, the People Business Partner - Engineering will have the opportunity to lead the design and implementation of new people programs, assess current processes, and utilize people metrics to support growth and retention. You'll actively participate in talent calibration and compensation planning, further fostering a culture of continuous improvement and professional development.

The work environment for a People Business Partner - Engineering at Anduril Industries is dynamic and fast-paced, designed for those who thrive under pressure. You will work closely with various teams, requiring excellent interpersonal skills and emotional intelligence to build trust and foster collaboration among team members.

Anduril Industries offers a comprehensive benefits package for the People Business Partner - Engineering role, including competitive healthcare benefits, generous PTO, mental health resources, family planning support, and professional development stipends. Additionally, employees enjoy daily meals, commuter benefits, and many more perks that promote overall well-being.

In your answer, highlight specific projects or initiatives you've led or supported related to engineering teams. Discuss the skills and insights you brought to your role, emphasizing how they benefited employee development and performance.

Share a systematic approach you've adopted to address and resolve employee relations challenges. Mention the importance of thorough investigations, confidentiality, and how you ensure fair treatment to all parties involved.

Outline your methods for analyzing workforce needs, identifying skill gaps, and planning for future employee requirements. Stress the importance of collaboration with department leaders to align workforce strategies with business objectives.

Explain the metrics and KPIs you track to evaluate employee development programs. Illustrate how you use this data to refine programs and demonstrate their impact on team performance and retention.

Use a specific example to convey your approach to coaching managers. Discuss how you guided them to deliver constructive feedback while maintaining trust and rapport with the employee.

Discuss various initiatives you've implemented to promote high performance, such as goal-setting practices, recognition programs, and growth opportunities tailored to the unique dynamics of engineering teams.

Emphasize the significance of data in guiding talent management decisions. Highlight your experience in utilizing HR metrics to inform decisions related to recruitment, retention, and employee morale.

Share techniques you've employed to foster engagement, such as regular one-on-one check-ins, employee feedback channels, and opportunities for meaningful contributions to projects.

Address your proactive approach to staying informed, such as following industry publications, attending networking events, and continuously seeking professional development opportunities relevant to HR and engineering.

Your answer should reflect your passion for the defense technology sector and alignment with Anduril's mission. Discuss how you can contribute to their growth and your excitement about collaborating with innovative engineering teams.