HR Operations Manager at hermeus

Hermeus is a high-speed aircraft manufacturer focused on the rapid design, build, and test of high-Mach and hypersonic aircraft for the national interest. Working directly with the Department of Defense, Hermeus delivers capabilities that will ensure that our nation, and our allies, maintain an asymmetric advantage over any and all potential adversaries. We’re looking for a strategic, hands-on HR Operations Manager to lead the HR Operations function in our Los Angeles office. This role oversees core People Operations programs - including onboarding & offboarding, performance management, payroll, benefits administration, HR compliance, and total rewards operations and analytics.  In addition to running day-to-day HR operations, this role will partner closely with People Leadership and Finance to analyze, operationalize, and support Total Compensation and Total Rewards programs, ensuring data integrity, compliance, and repeatable execution as the company scales.  This role is ideal for someone who enjoys being deep in the systems, owns accuracy end-to-end, and can translate compensation strategy into clean, scalable operations.  Responsibilities: • HR Operations Execution • Build scalable, repeatable HR processes across onboarding/offboarding, performance management, payroll, benefits, HRIS, and compliance. • Establish and maintain clear SOPs, documentation standards, and audit-ready workflows across HR Operations. • Support and guide People Operations Generalists in day-to-day execution, removing blockers and ensuring high-quality output. • Own HRIS and payroll workflows, ensuring accuracy, timeliness, and compliance with California and federal labor laws. • Total Rewards & Compensation Operations • Serve as the operational owner for Total Compensation execution, partnering with People Leadership and Finance to support annual and off-cycle compensation processes. • Analyze compensation data (base pay, bonuses, equity inputs, comp bands, and adjustments) to ensure accuracy, consistency, and alignment with internal frameworks. • Support compensation planning cycles by preparing data, validating eligibility, auditing changes, and ensuring timely system updates. • Maintain compensation documentation, audit trails, and reporting to support internal reviews and leadership decision-making. • Identify compensation-related process gaps or data issues and propose improvements that reduce rework and risk. • Partner with HR and Recruiting teams to ensure compensation decisions are executed cleanly and consistently across teams. • LA Site Leadership & Employee Experience • Act as the People Ops point of contact for the Los Angeles office, supporting employees and managers on operational HR and Total Rewards-related questions. • Partner with Facilities, IT, Security, and Finance to ensure a seamless and compliant employee experience across the employee lifecycle. • Support local implementation of company-wide People programs, ensuring clarity, accuracy, and strong execution at the site level. • Business Partnership & Operational Insights • Provide operational and data-driven insights to People Leadership to inform decisions around compensation, performance, and workforce trends. • Identify patterns in People data (compensation changes, turnover, payroll issues, benefits usage) and surface risks or opportunities proactively. • Balance operational execution with continuous improvement, tightening processes while maintaining business speed. Minimum Requirements: • 6–8 years of progressive HR / People Operations experience, with deep ownership of HR systems and processes. • Demonstrated experience supporting compensation operations, data analysis, or Total Rewards administration (strategy ownership not required). • Strong understanding of payroll, benefits, and HR compliance, especially in California. • High attention to detail and comfort working with sensitive compensation data. • Ability to partner cross-functionally with Finance, HRBPs, and leadership without losing operational rigor. • A bias for action and comfort operating in a fast-paced, scaling environment. Preferred Skills and Experience: • Experience with ADP and compensation planning tools. • Familiarity with equity administration workflows and bonus planning cycles. • SHRM-CP, PHR, or similar certification a plus. Working Conditions: • Role is based on-site at the Los Angeles facility to ensure strong collaboration with engineering, manufacturing, and operations teams. • Primarily office-based, with regular engagement on the production floor to support workforce initiatives and employee relations. • Occasional travel to other Hermeus locations may be required for meetings, training, or company events. • May involve extended hours during peak business cycles or critical program milestones. • Fast-paced, dynamic, and highly collaborative environment aligned with Hermeus’ rapid design, build, and test culture. Physical Requirements: • Prolonged periods of sitting at a desk and working on a computer. • Frequent walking through office, manufacturing, and test facility environments. • Occasional standing, bending, or reaching as part of employee engagement or site walkthroughs. • Must be able to lift up to 25 pounds occasionally (e.g., employee materials, office supplies, or equipment). • Ability to adhere to safety requirements and wear appropriate personal protective equipment (PPE) when entering production or test areas. • Must be comfortable working in a fast-paced aerospace environment with exposure to light industrial noise and activity. U.S. EXPORT CONTROL COMPLIANCE STATUS  The person hired will have access to information and items subject to U.S. export controls, and therefore, must either be a “U.S. person” as defined by 22 C.F.R. § 120.62 or otherwise eligible for deemed export licensing. US persons include U.S. citizens, U.S. nationals, lawful permanent residents (green card holders), and asylees and refugees with such status granted, not pending.  EQUAL OPPORTUNITY Hermeus is an Equal Opportunity Employer. Employment decisions at Hermeus are based solely on merit, competence, and qualifications, without regard to race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability, or any other legally protected status.