Redwire Defense Tech Careers

WORK LOCATION: Huntsville, AL or San Luis Obispo, CA

FLSA STATUS: anticipated

SALARY RANGE: The anticipated salary range for this role is $165,000 to $205,000 annually in Huntsville and $185,000 to $225,000 annually in San Luis Obispo. This range reflects a good faith estimate based on the targeted level for the role and typical compensation benchmarks across U.S. locations. Actual compensation may vary depending on the selected candidate’s qualifications, experience, geographical location, and internal alignment.

SUMMARY

The Director of Human Resources leads HR operations for a global, multi-state workforce during and following a post-acquisition integration. This role is responsible for creating stability, clarity, and consistency across regions while supporting the HR team through significant change. The Director partners closely with parent-company leaders and cross-functional stakeholders to integrate people processes and systems, respecting local requirements, minimizing disruption, and enhancing the overall employee and HR team experience. The Director will oversee a geographically dispersed HR Managers and the Talent Acquisition (TA) team across the Redwire Defense Tech segment. This position is essential for aligning HR and TA strategies with business objectives. Acting as a trusted advisor to leaders and their teams, the Director will help Redwire scale and evolve people programs across the business segment. 

RESPONSIBILITIES

The following job functions are a basic requirement but are not limited to and may be assigned other duties.

Team Support & Leadership 

• Lead a geographically distributed HR Operations team with a people-focused approach that prioritizes clarity, trust, and collaboration. 

• Provide hands-on guidance, coaching, and availability to support HR team members across multiple states and countries. 

• Remove barriers and streamline processes to enable consistent service delivery across locations. 

• Foster open communication and shared accountability within a global HR function. 

• Serve as an escalation point for employee relations, coaching, conflict resolution, and disciplinary actions 

HR Operations & Global Integration 

• Lead the integration of HR operations, policies, procedures, and service models into the parent company for a multi-state and international workforce. 

• Translate global integration requirements into practical, scalable processes for regional HR teams. 

• Balance global consistency with state-specific, country-specific, and entity-level employment requirements. 

• Partner with parent-company HR to align operating models while ensuring continuity for local teams and employees. 

• Monitors HR and TA metrics, analyzes trends, and provides data driven recommendations to improve performance and retention 

Systems, Data & Process Consistency 

• Oversee global HRIS integration, data migration, and standardization efforts, ensuring accuracy and continuity across regions. 

• Establish clear, documented processes and controls that support compliance, reporting, and audit readiness. 

• Ensure regional HR teams receive appropriate training, tools, and support to operate effectively within integrated systems. 

Compliance & Risk Management 

• Partner with Legal, Finance, and Compliance to ensure HR operations comply with U.S. multi-state and international employment laws, including public-company requirements. 

• Support audit preparation and issue resolution across regions, serving as an escalation point for complex or sensitive matters. 

• Maintain strong data privacy and confidentiality controls across jurisdictions. 

Change Management & Communication 

• Lead global change efforts with transparency and consistency, ensuring HR teams and leaders are informed and supported throughout integration. 

• Support regional HR teams in delivering clear, compliant communications to employees and managers. 

• Reinforce a service-oriented HR culture focused on responsiveness, accuracy, and trust across all locations. 

REQUIRED QUALIFICATIONS

• Bachelor’s Degree in Human Resources, Business Administration or similar
• 7 or more years of proven managerial level human resources experience 
• Demonstrated experience advising Executive Leadership with solutions to human resources issues and evolving organizational needs 
• Demonstrated experience mediating personnel, management, as well as leadership conflicts towards amicable resolutions 
• Expertise in US Employment Law; including California 
• HRIS / ATS experience (Paylocity, JobVite or similar)
• Implementation and development of procedures and policies 
• Assess and mitigate organization risk (compliance, workforce readiness, and leadership gaps) 
• Policy development and standardization 

PREFERRED QUALIFICATIONS

• Master’s Degree in Human Resources, Business Administration or similar

• SHRM / HRCI certification 

• Diploma or Certification in Human Resources Management 

• Mediation Certification 
• Global HR governance and compliance experience
• Defense industry and Government Contracting HR requirements experience (e.g., ITAR, EAR, DFARS, and SCL) 

REDWIRE DEFENSE TECH BENEFITS

• Matching 401(k)
• Paid PTO
• Paid holidays
• Medical, vision, and dental insurance
• Group Short-Term & Long-Term Disability
• HSA and FSA Options
• Critical Care Plan
• Accident Care Plan

CLEARANCE REQUIREMENTS

This position may require access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). To comply with the requirements of the ITAR and/or the EAR, applicants will be asked to provide specific documentation to verify a US person’s status under the ITAR and the EAR.

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS

The work environment may involve a standard office setting while also incorporating elements of a production area. Employees will use standard office equipment, including computers, and must demonstrate stamina to sit or stand while maintaining attention to detail despite potential interruptions. The role may require occasional activities such as walking, climbing, stooping, crouching, and bending. Vision is necessary for reading printed materials and a computer screen, while hearing and speech are essential for effective communication both in person and over the telephone. Additionally, the position may necessitate travel by air or automobile. Employees may be required to use personal protective equipment, including safety glasses, safety shoes, and shop coats, to ensure safety in the production environment. Employees may be able to lift up to 30 pounds as needed.

REDWIRE DEFENSE TECH IS AN EQUAL OPPORTUNITY EMPLOYER

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Redwire Defense Tech is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact Human Resources. Continued employment remains on an “At-Will” basis.