Vice President of Human Resources

About the Company

Tiberius Aerospace is an advanced aerospace and defense organization focused on building secure, compliant, and innovative solutions for government and private-sector clients. The company works on mission-critical technology services and aerospace systems designed to perform reliably while meeting strict compliance standards. Its broader purpose is to support freedom and the future of defense with strength, honor, and purpose.

Role Overview

The Vice President of Human Resources will join the executive leadership team and define the people strategy as the organization expands. This is a senior, hands-on leadership position responsible for developing HR operations, strengthening a performance-oriented and mission-driven culture, and advising the CEO and executive team on workforce and organizational matters.

This role goes far beyond traditional HR administration. It focuses on creating the workforce structure, leadership capability, and organizational foundation needed for a fast-growing aerospace and defense company. The right candidate will be able to convert business goals into practical people initiatives while building systems that can support engineering, manufacturing, programs, operations, and corporate functions at scale.

The company is looking for a leader with substantial experience in strategic HR leadership within aerospace, defense, manufacturing, hardware, or similarly operationally demanding environments. The person hired should be comfortable guiding senior leaders, reinforcing culture, driving accountability, and establishing the HR infrastructure required to grow a world-class defense manufacturer.

Strategic HR Leadership

• Create and implement a comprehensive HR strategy that supports the company’s mission, vision, and growth plans.
• Advise the CEO and executive team on workforce planning, organizational health, succession, leadership capability, and talent-related risk.
• Convert overall business strategy into people priorities that work across engineering, manufacturing, operations, programs, and corporate teams.
• Work with executive leadership on organizational structure, restructuring efforts, and change initiatives as the company expands.

Organizational Design and Workforce Planning

• Lead organization design work so the company structure supports speed, accountability, growth, and business priorities.
• Develop workforce planning processes that align hiring, capability building, and structure with operating plans.
• Evaluate skill gaps and workforce needs across technical, operational, and corporate groups.
• Support long-range headcount planning, leadership pipeline development, and succession readiness.

Culture and Employee Engagement

• Build a high-performance, mission-focused culture based on accountability, teamwork, and operational excellence.
• Launch employee engagement efforts that improve communication, trust, retention, and manager effectiveness.
• Promote a respectful and inclusive workplace that supports both business outcomes and employee growth.
• Help leaders reinforce company values as the organization grows and matures.

Compliance and Risk Management

• Ensure adherence to employment law, HR standards, and people-risk practices across relevant jurisdictions.
• Manage employee relations, investigations, policy interpretation, disciplinary actions, and conflict resolution with consistency and strong judgment.
• Develop policies, documentation, and HR controls suited to a regulated aerospace and defense environment.
• Work with leadership and legal partners on sensitive employee matters and organizational risk.

HR Systems, Analytics, and Operations

• Deploy and improve HRIS platforms, digital tools, and people analytics to strengthen data-driven decisions.
• Create scalable HR operations, service-delivery processes, and reporting routines that support growth.
• Build dashboards and metrics that give leadership visibility into hiring, retention, engagement, performance, and talent risk.
• Increase efficiency, consistency, and data quality across core HR workflows.

Executive Partnership and Change Management

• Serve as a trusted advisor on organizational effectiveness, leadership dynamics, executive coaching, and team health.
• Support major change initiatives as the business evolves and scales.
• Help senior leaders improve alignment, communication, and resilience during growth and transformation.
• Contribute to building a disciplined and scalable organization without sacrificing speed or mission focus.

Core Qualities

• Strong strategic thinking combined with operational discipline.
• Ability to scale HR in fast-moving, complex, and innovative environments.
• High emotional intelligence and excellent communication skills.
• Strong executive presence and effective business partnership instincts.
• Experience building resilient and adaptable HR teams.
• Ability to create structure in settings where systems are still being built.
• Good judgment, discretion, and maturity in handling sensitive matters.
• Commitment to inclusive leadership, accountability, and ethical decision-making.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related discipline.
• At least 10 years of progressive HR leadership experience, including VP, Head of HR, or senior Director-level roles.
• Proven success in scaling HR functions in high-growth, transformative, or operationally complex organizations.
• Strong knowledge of employment law, compliance, employee relations, and risk mitigation.
• Hands-on experience implementing HRIS and digital people analytics tools.
• Excellent interpersonal, communication, and executive advisory skills.
• Demonstrated ability to influence leaders across technical, operational, and executive teams.

Preferred Experience

• Background in aerospace, defense, manufacturing, hardware, or other mission-critical environments.
• Experience supporting engineering, manufacturing, or program-led organizations.
• Exposure to government-contractor or regulated-industry HR environments.
• Experience establishing HR infrastructure during rapid growth or organizational change.
• Master’s degree, MBA, SHRM-SCP, SPHR, or another advanced credential preferred.

Why Join Tiberius Aerospace?

This role offers the opportunity to shape the culture, leadership capability, and workforce strategy of a company building mission-critical aerospace and defense solutions. You will help design the people systems, talent engine, and organizational discipline needed to scale responsibly while supporting innovation, execution, and long-term growth.

Benefits

• Competitive base pay with a performance bonus.
• Equity and share options.
• Flexible PTO, 9 bank holidays, 48 hours of sick leave, and 5 days of bereavement leave.
• 2 weeks of parental leave.
• Medical, dental, and vision insurance.
• Life assurance.
• 401(k) retirement plan.
• Collaborative and innovative workplace.
• Support for professional growth and career development.

Equal Opportunity and Work Authorization

The employer is an equal opportunity organization and does not allow discrimination or harassment on the basis of race, ethnicity, color, religion, ancestry, national origin, citizenship, sex, age, marital status, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, gender identity, gender expression, or any other protected characteristic under applicable law.

Applicants who need a reasonable accommodation during the application process, or an alternative way to apply because of a disability, may contact sbrown@tiberius.com for assistance. The company participates in E-Verify and will share Form I-9 information with the federal government to confirm work authorization in the United States.

AI Hiring Notice

The hiring process may include artificial intelligence tools to help review applications, analyze resumes, assess responses, and identify possible inconsistencies or verification signals in submitted materials. These tools support the recruitment team and do not replace human judgment. Final hiring decisions are made by people. Candidates who want more information about data processing may contact the employer.