Senior Global Mobility & Relocation Specialist

Senior Global Mobility & Relocation Specialist At Blue Origin, we envision millions of people living and working in space for the benefit of Earth. We're working to develop reusable, safe, and low-cost space vehicles and systems within a culture of safety, collaboration, and inclusion. Join our team of problem solvers as we add new chapters to the history of spaceflight! This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations. Blue Origin is seeking a Senior Global Mobility & Relocation Specialist to own and elevate the domestic relocation program that enables us to move top talent to the locations where they're needed most. As a senior individual contributor on the People Operations team, you will serve as the company's subject-matter expert on domestic relocation, partnering directly with our relocation management company (Sirva), Talent Acquisition, HR Business Partners, and business leaders to deliver a seamless, high-quality relocation experience for employees and their families. This role goes beyond program administration. You will set policy, define service standards, manage vendor performance, and continuously improve the employee experience from offer acceptance through settling-in. You will also have the opportunity to support Blue Origin's international expansion efforts in partnership with the Head of HR's international expansion program, and to lead special projects—such as domestic office grand openings—as a valued member of the People Operations team. If you're a builder who thrives on turning operational complexity into clear, practical solutions and who takes pride in delivering an exceptional employee experience during one of the most significant moments in someone's career, this role is for you. What You Will DoDomestic Relocation Program Ownership Own the Domestic Relocation Program: Serve as the primary program owner for all U.S. domestic relocations—managing policy, process, service delivery, and employee experience end-to-end. Set Policy & Standards: Define, maintain, and continuously improve relocation policies, guidelines, benefit tiers, and exception frameworks that balance employee experience, business needs, and cost management. Manage the Vendor Partnership: Partner daily with Sirva to ensure service delivery meets defined standards—conducting regular performance reviews, managing SLAs, resolving escalations, and driving accountability for quality and timeliness. Deliver a High-Touch Employee Experience: Serve as a trusted resource for relocating employees and their families—providing clear guidance, proactive communication, and personalized support throughout the relocation lifecycle. Advise Stakeholders: Partner with Talent Acquisition, HR Business Partners, Compensation, and hiring managers to consult on relocation packages, policy interpretation, exception requests, and offer structuring. Program Performance & Continuous Improvement Measure What Matters: Establish and track KPIs, SLAs, and program health metrics—including cost per relocation, cycle times, vendor performance, employee satisfaction, and policy exception trends. Drive Continuous Improvement: Use data and employee feedback to identify process gaps, reduce friction, and improve the quality, consistency, and efficiency of the relocation experience. Maintain Program Documentation: Own and maintain all SOPs, process documentation, communication templates, knowledge base content, and policy guides to ensure consistency and scalability. Build Tools & Resources: Design, build, and maintain the tools, templates, and resources that enable a consistent and scalable relocation experience — including employee-facing guides, manager toolkits, policy summaries, decision trees for exception handling, and onboarding resources for new HR partners and stakeholders. Ensure resources are accessible, current, and built for the end user, reducing reliance on tribal knowledge and enabling the program to scale without sacrificing quality. Use feedback mechanisms to improve the employee experience and vender partnerships International Mobility & Special Projects Support International Expansion: Partner with the Head of HR's international expansion program to support emerging international mobility needs—including cross-border relocations, compliance considerations, and new-market entry as Blue Origin's global footprint grows. Lead Special Projects: Take on high-visibility People Operations projects such as domestic office grand openings, site-readiness initiatives, and other employee experience programs that support Blue Origin's growth. Cross-Functional Partnership Collaborate Across HR & the Business: Build strong working relationships with Talent Acquisition, HR Business Partners, Compensation & Benefits, Finance, Procurement, and business leaders to ensure relocation programs are aligned with talent strategy and operational needs. Manage External Partners: Oversee relocation vendors, temporary housing providers, and other third-party partners through clear service expectations, quality standards, and budget management.

Don't meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles. Export Control Regulations Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum. Background CheckRequired for all positions: Blue's Standard Background CheckRequired for Certain Job Profiles: Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing, vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training. Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical