Supernal is at the forefront of creating emerging mobility solutions that will foster the development of human-centered cities. We are designing a completely new electric vertical take-off and landing (eVTOL) aircraft tailored to the mobility needs of future cities. This allows passengers a seamless intermodal journey that safely transports them to their final destination. We fuse research in autonomy, robotics, aviation and services to define a new category of mobility for the world’s communities. We believe in creative thinking and collaboration to help build a better mobility experience for everyone, improving people’s ability to move – whether for work or play.

Supernal is looking for a Human Resources Business Partner (HRBP) with strong values and orientation in customer/client service. The HRBP will facilitate organizational leadership development efforts, working with employees and managers to address root causes of human resources issues. This role will be integral in developing HR solutions through cultural and process-based perspectives. This position will also drive company-wide programs in the realm of business strategy, headcount planning, employee relations, succession planning, compensation and organizational change for the non-engineering groups at Supernal. The HRBP will formulate partnerships across the HR function to deliver beneficial service to management and employees that reflects the business objectives of the organization. This position maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. Our ideal candidate will be viewed as a strategic business partner, change agent and valued member of the line management staff. This role will report to the Chief Operating Officer and will be based in Washington, D.C.

• Collaborate with senior leaders to define and implement a corporate HR strategy to achieve business outcomes in alignment with corporate initiatives
• Develop, coordinate, and communicate corporate policies including fair and equitable disciplinary practices at the business unit or organizational level
• Serve as a change agent to business leadership; initiate and lead strategic engagements with leaders to ensure desired organizational culture is achieved
• Drive organizational excellence through workforce strategy development/planning, leadership capability development, performance and talent management, employee rewards and recognition, etc.
• Partner with senior management to craft organizational structure, improve employee engagement and retention, and align human capital with business strategy and new growth opportunities
• Partner with business leaders and the Talent Acquisition team to develop strategic hiring/staffing plans in conjunction with business strategies and initiatives
• Coach leaders to set clear expectations through effective goal setting and honest and constructive feedback
• Optimize employee contributions through effective performance management and recognition
• Mentor leaders to make decisions that have broad impact related to labor costs, employee retention, engagement and incentivizing desired performance outcomes
• Analyze trends and metrics in partnership with the organization to develop solutions, programs, and policies
• Manage and resolve sophisticated employee relations issues. Conduct effective, detailed, and objective investigations
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Work closely with all employees to improve work relationships, build morale, and increase efficiency and retention
• Provides HR policy guidance and interpretation
• Develop contract terms for personnel changes, promotions, and transfers.
• Assist international employees with expatriate assignments, visa requests, and related HR matters
• Provide guidance and input on business unit restructures, workforce planning and succession planning
• Identify training needs for business units and individual executive coaching needs
• Participate in evaluation and monitoring of training programs to ensure success and follow up to ensure training objectives are met
• Other duties as assigned

• Bachelor's degree in HR, Business Administration or equivalent
• A minimum of eight (8) years of relevant human resources experience (an equivalent combination of education and experience may be considered for this role)
• Experience in an HRBP role, with proven success getting results through the translation of business priorities into actionable human capital strategies and initiatives
• Experience with ADP WorkforceNow
• Preferred experience in aviation, automotive, and/or the advanced air mobility space
• Experience mentoring and developing executives and leaders to achieve strategic goals

• Master’s Degree desired
• Experience with Culture Amp a plus
• Experience with Zendesk preferred

Any offer of employment is conditioned upon the successful completion of a background check. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, citizenship, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. Individuals with disabilities may request to be provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation at:

This position may include access to certain technology and/or software source code, that will be subject to U.S. export control laws. If an export license or other export control authorization is required in connection with your employment, your employment is contingent upon Supernal’s receipt of such license or authorization and approvals and your continued compliance with all conditions and limitations contained in such license or authorization.