About the role
About Commonwealth Fusion Systems:
Commonwealth Fusion Systems is on a mission to deliver the urgent transition to fusion energy.
Combining decades of research, top talent, and new technologies, we’re designing and building commercially viable fusion power plants. And we're working with policymakers, suppliers, and many others to build the energy industry of the future.
We’re in the best position to make it happen. Since 2018, we’ve raised $4 billion of capital, making us the largest and leading fusion company in the world.
Now we’re looking for more thinkers, doers, builders, and makers to join us. People who’ll bring new perspectives, solve tough problems, and thrive as part of a team.
If that’s you and this role fits, we want to hear from you.
Join the power movement as a People Operations Business Partner
The People Business Partner is an early-career business partner role responsible for providing hands-on, on-site support to a large and dynamic employee population across manufacturing, engineering, and operational functions. This role works closely with Senior People Business Partners and business leaders to deliver consistent, responsive, and practical people support while building broad HR business partnering capability.
The People Business Partner serves as a highly visible resource to employees and front-line managers, helping address day-to-day employee relations matters, policy interpretation, performance concerns, workforce changes, and other employee lifecycle needs. The role requires a strong on-site presence, sound judgment, discretion, and the ability to build trusted relationships in a fast-paced environment.
This position is required to work on-site five days per week with the ability to work flexible hours as needed to support our growing 24x7 operation.
\n- Partner closely with Senior People Business Partners to support a large employee population across manufacturing, engineering, and other technical or operational functions
- Serve as a first point of contact for routine employee and manager questions, escalating complex or high-risk matters to a Senior BP or appropriate HR subject matter expert
- Develop a strong understanding of the assigned organization, including workforce needs, organizational structure, operational priorities, and employee challenges
- Support Senior BPs in preparing for and following up on leadership meetings, talent discussions, workforce planning activities, organizational changes, and other people initiatives
- Help identify recurring people issues and trends and bring observations and recommendations forward to the Senior BP team
- Maintain strong visibility and accessibility with employees and managers by regularly spending time in assigned work areas
- Provide guidance and coaching to managers on routine employee relations matters, including attendance, performance, workplace behavior, policy interpretation, and interpersonal concerns
- Conduct or support fact-finding and preliminary employee relations reviews under the guidance of a Senior BP
- Assist with employee investigations, documentation, interviews, and follow-up actions as appropriate
- Support employee engagement, retention, recognition, onboarding, and communication initiatives
- Partner with managers to identify opportunities to improve the employee experience, communication, and team effectiveness
- Help ensure that employees working across shifts and functions have equitable access to People support and information
- Support administration and employee communication related to leaves of absence, accommodations, and return-to-work processes in partnership with the appropriate HR team members
- Assist with onboarding, internal transfers, promotions, organizational changes, and offboarding activities
- Help ensure employee records, HR documentation, and transactions are completed accurately and in a timely manner
- Support the implementation of company-wide People programs and initiatives within assigned client groups
- Assist with performance management, talent review, engagement surveys, compensation processes, and other annual HR cycles
- Perform other job-related duties as assigned
- Bachelor’s degree in Human Resources or a related field, or equivalent combination of education and experience
- 2–5 years of progressive Human Resources experience, preferably in a manufacturing, engineering, technical, industrial, or other fast-paced operational environment
- Experience supporting or exposure to employee relations matters, including performance management, attendance, workplace conduct, and manager coaching
- Experience with or exposure to employee benefits administration, leave administration, or employee lifecycle processes
- Demonstrated ability to handle confidential information with professionalism, discretion, and sound judgment
- Strong interpersonal and relationship-building skills with the ability to work effectively with employees ranging from front-line technicians to senior leaders
- Strong written and verbal communication skills
- Highly organized with the ability to manage multiple priorities in a fast-paced and changing environment
- Experience supporting a large employee population or multiple business functions
- Experience in a manufacturing, engineering, R&D, startup, or rapidly scaling organization
- Experience supporting shift-based, hourly, exempt, and non-exempt employee populations
- Familiarity with employment law and HR compliance requirements
- PHR, SHRM-CP, or progress toward an HR certification
- Perform activities such as typing, standing, or sitting for extended periods of time
- Dedication to safety to mitigate industrial hazards that may include heat, cold, noise, fumes, strong magnets, lead (Pb), high voltage, and cryogenics
- Willingness to travel or work required nights/weekends/on-call occasionally
#LI-Onsite
At CFS, we excel in fast-paced environments, driven by our values of integrity, execution, impact, and self-critique. As we grow, we’re eager to bring on mission-driven folks who offer diverse perspectives and fresh ways to tackle challenges.
We value diversity deeply and are proud to be an equal opportunity employer by choice. We consider all qualified applicants equally, regardless of race, color, national origin, ancestry, citizenship status, protected veteran status, religion, physical or mental disability, marital status, sex, sexual orientation, gender identity or expression, age, or any other basis protected by law.
This role requires compliance with U.S. laws concerning the export of controlled or protected technologies or information (collectively, “Export Control Laws"). Any offer of employment will be contingent on the need for compliance with such Export Control Laws.
