Employee Relations Partner

The posting, as Anduril wrote it

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

ABOUT THE TEAM

At Anduril, we build the hardware that defines the mission. Arsenal-1 is our advanced manufacturing facility, and its hourly production workforce — operators, technicians, and frontline managers — is the engine behind everything we ship.

ABOUT THE JOB

We are looking for a floor-first Employee Relations Specialist to own investigations and proactive ER programs for Arsenal-1's production workforce. You'll run a steady caseload end-to-end while standing up the manager training, trend analysis, and culture initiatives that let the site scale without scaling risk. The split is roughly 60% casework, 40% building. The ER framework exists; you're executing it, pressure-testing it, and improving it.

WHAT YOU'LL DO

Investigations & Casework

• Own end-to-end workplace investigations for Arsenal-1's hourly workforce: intake, evidence gathering, interviews, findings, written reports, and recommendations across the full spectrum — policy violations, discrimination, harassment, improper conduct, theft, fraud
• Deliver investigation reports that hold up to Legal and senior leadership review — clear narrative, sound analysis, defensible conclusions
• Partner with PBPs on case review and recommendations; the business makes the final call on outcomes
• Flag risk early and work effectively with in-house employment counsel (and outside counsel when needed) to navigate sensitive or escalating matters

Floor Presence & Relationship Building

• Build trusted, in-person relationships with frontline managers and shift leads — many operators don't have laptops or Zoom, so you have to be physically present
• Serve as a credible, approachable resource for managers navigating employee issues before they become formal complaints
• Get in front of trends: if a team is generating repeat complaints, you're having the conversation with their manager about expectations, not waiting for the next intake

Program Building & Scale

• Operationalize and improve the existing investigation workflow — build consistency, documentation standards, and tracking as caseload grows
• Design and deliver proactive ER programs: manager training on policies and behavioral expectations, harassment prevention, investigation awareness
• Identify patterns a

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