Hadrian Automation
Director of Workforce Development
Hadrian Automation - Los Angeles, California, United States, 90079
Work at Hadrian Automation
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Overview
Hadrian - Manufacturing the Future
Hadrian is building autonomous factories that help aerospace and defense companies manufacture rockets, satellites, jets, and ships up to 10x faster and up to 2x cheaper. By combining advanced software, robotics, and full-stack manufacturing, we are reinventing how America produces its most critical parts. We recently raised $260 million dollar Series C to accelerate this mission. We are excited to be launching a new Factory in Mesa, Arizona, a 270,000 square foot facility that will create 350 new jobs immediately. We are opening a new headquarters to support thousands of future hires, launching Hadrian Maritime to serve naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts. Hadrian works with startups, Tier 1 and Tier 2 suppliers, and major defense contractors across space, shipbuilding, and aviation to scale production, reduce costs, and accelerate delivery on mission-critical programs. We are backed by leading investors including Lux Capital, Founders Fund, and Andreessen Horowitz. Our fast-growing team is united by a shared mission to reindustrialize American manufacturing for the 21st century and beyond! The Role As Director of Workforce Development (WFD), you will be the architect and steward of Hadrian’s talent engine. You own the full lifecycle of training across every factory, from green-field launch through steady-state optimization. You lead a small but high-leverage team of Training Program Specialists (TPS) who execute day-to-day programs you design. Your mission is to shift the learning curve of new factories leftward, optimizing cost-per-labor-unit while maintaining speed and effectiveness of training at scale. What You'll Do Strategic Leadership Define and evangelize a multi-year training vision for scaling from one site to a distributed factory network
Build and update a capability roadmap (curriculum depth, LMS strategy, certifications, budget, headcount)
Present data-driven workforce recommendations to VP Ops and CEO
Team & Program Management Hire, coach, and manage Training Program Specialists with clear objectives tied to factory metrics
Deploy training resources: intensive support during new factory builds, lighter oversight in steady state
Own training P&L; negotiate LMS, vendor, and toolkit contracts
Process Standardization & Content Governance Enforce a “train-before-release” gate: no process goes live without SOPs and training content
Maintain a centralized skills matrix with version control and recertification workflows
Continuously simplify procedures to routinize >90% of tasks for entry-level technicians
Compliance & Culture Ensure training records meet AS9100/ITAR/DoD audit standards; lead training audits
Champion a “teach-then-automate” culture; measure leaders on knowledge transfer
Uphold a meritocratic ethos with clear progression paths for entry-level hires
Workforce Planning & Labor Costing Lead labor financial analysis, reporting, and forecasting, including new factory build phases
Refine cost models to allocate direct vs. indirect labor burden; educate stakeholders
Advise on compensation and benefits strategy in partnership with HR and Finance
Training Program Development Design engaging training programs balancing theory and hands-on practice
Collaborate with subject-matter experts to translate complex workflows into accessible modules
Training Culture Support certified trainers during delivery; maintain high execution standards
Communicate training importance company-wide; foster enthusiasm for continuous learning
Employee Development & External Partnerships Input into performance reviews; inform and mature the skills matrix
Develop partnerships with trade schools, universities, high schools for education pathways
Build advanced upskilling/apprenticeship programs compliant with local regulations
Change Management of Training & Capabilities Anticipate business growth and shop floor changes; forecast training needs
Own change-management workflows for standards updates, compliance alignment, and recertification
Embed robust processes to handle rapid growth, frequent updates, and high-rate change in training systems
What We're Looking For Passion for Training: Demonstrated dedication to helping people learn and achieve challenging goals.
Education: Bachelor’s degree in Supply Chain, Business, Engineering, or related field.
Management Experience: Proven track record managing teams in complex, labor-intensive settings. Minimum 3+ years directly managing people.
Analytical & Process Skills: Ability to decompose complex workflows into simple, reliable processes performable by entry-level technicians. Industrial/process engineering background is a plus.
Operational Excellence: Experience leading distributed teams, driving operational excellence across geographies; advanced skills in expectation setting, KPI development, and oversight.
Strategic Communication & Stakeholder Management: Comfortable interfacing with executives; able to translate operational data into strategic recommendations. Superior written and verbal communication.
0-to-1 Experience: Comfortable with ambiguity and launching new initiatives; experience in dynamic environments requiring rapid prioritization and clear communication.
Travel Willingness: Up to ~50% travel to support factory launches, audits, and on-site training initiatives.
What Will Set You Apart Experience in manufacturing or adjacent labor-intensive industries (e.g., hospitality, food service) with world-class training programs.
Familiarity with Learning Management Systems selection/build strategies, content authoring tools, or training analytics platforms.
Background in compliance (AS9100, ITAR, DoD) or regulated environments.
Technical aptitude or interest in mechanical processes to engage with engineering stakeholders.
Financial acumen in budgeting, P&L ownership, and labor cost modeling.
Experience designing higher-level technical training (e.g., CAM/CMM programming).
History of building partnerships with educational institutions or apprenticeship programs.
Benefits 100% coverage of platinum medical, dental, vision, and life insurance plans for employees
401k
Relocation stipend if you’re moving from outside of LA
Flexible vacation policy
ITAR Requirements To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR
here
. Hadrian Is An Equal Opportunity Employer It is the Company’s policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race inclusive of traits historically associated with race (including, but not limited to, hair texture and protective hairstyles, such as braids, locks and twists), color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, transgender status, national origin (including, in California, possession of a drivers license), ancestry, citizenship, age, physical or mental disability, height or weight, medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, exercise of reproductive rights, any other basis protected by local, state, or federal laws, or any combination of the above characteristics. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.
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Hadrian is building autonomous factories that help aerospace and defense companies manufacture rockets, satellites, jets, and ships up to 10x faster and up to 2x cheaper. By combining advanced software, robotics, and full-stack manufacturing, we are reinventing how America produces its most critical parts. We recently raised $260 million dollar Series C to accelerate this mission. We are excited to be launching a new Factory in Mesa, Arizona, a 270,000 square foot facility that will create 350 new jobs immediately. We are opening a new headquarters to support thousands of future hires, launching Hadrian Maritime to serve naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts. Hadrian works with startups, Tier 1 and Tier 2 suppliers, and major defense contractors across space, shipbuilding, and aviation to scale production, reduce costs, and accelerate delivery on mission-critical programs. We are backed by leading investors including Lux Capital, Founders Fund, and Andreessen Horowitz. Our fast-growing team is united by a shared mission to reindustrialize American manufacturing for the 21st century and beyond! The Role As Director of Workforce Development (WFD), you will be the architect and steward of Hadrian’s talent engine. You own the full lifecycle of training across every factory, from green-field launch through steady-state optimization. You lead a small but high-leverage team of Training Program Specialists (TPS) who execute day-to-day programs you design. Your mission is to shift the learning curve of new factories leftward, optimizing cost-per-labor-unit while maintaining speed and effectiveness of training at scale. What You'll Do Strategic Leadership Define and evangelize a multi-year training vision for scaling from one site to a distributed factory network
Build and update a capability roadmap (curriculum depth, LMS strategy, certifications, budget, headcount)
Present data-driven workforce recommendations to VP Ops and CEO
Team & Program Management Hire, coach, and manage Training Program Specialists with clear objectives tied to factory metrics
Deploy training resources: intensive support during new factory builds, lighter oversight in steady state
Own training P&L; negotiate LMS, vendor, and toolkit contracts
Process Standardization & Content Governance Enforce a “train-before-release” gate: no process goes live without SOPs and training content
Maintain a centralized skills matrix with version control and recertification workflows
Continuously simplify procedures to routinize >90% of tasks for entry-level technicians
Compliance & Culture Ensure training records meet AS9100/ITAR/DoD audit standards; lead training audits
Champion a “teach-then-automate” culture; measure leaders on knowledge transfer
Uphold a meritocratic ethos with clear progression paths for entry-level hires
Workforce Planning & Labor Costing Lead labor financial analysis, reporting, and forecasting, including new factory build phases
Refine cost models to allocate direct vs. indirect labor burden; educate stakeholders
Advise on compensation and benefits strategy in partnership with HR and Finance
Training Program Development Design engaging training programs balancing theory and hands-on practice
Collaborate with subject-matter experts to translate complex workflows into accessible modules
Training Culture Support certified trainers during delivery; maintain high execution standards
Communicate training importance company-wide; foster enthusiasm for continuous learning
Employee Development & External Partnerships Input into performance reviews; inform and mature the skills matrix
Develop partnerships with trade schools, universities, high schools for education pathways
Build advanced upskilling/apprenticeship programs compliant with local regulations
Change Management of Training & Capabilities Anticipate business growth and shop floor changes; forecast training needs
Own change-management workflows for standards updates, compliance alignment, and recertification
Embed robust processes to handle rapid growth, frequent updates, and high-rate change in training systems
What We're Looking For Passion for Training: Demonstrated dedication to helping people learn and achieve challenging goals.
Education: Bachelor’s degree in Supply Chain, Business, Engineering, or related field.
Management Experience: Proven track record managing teams in complex, labor-intensive settings. Minimum 3+ years directly managing people.
Analytical & Process Skills: Ability to decompose complex workflows into simple, reliable processes performable by entry-level technicians. Industrial/process engineering background is a plus.
Operational Excellence: Experience leading distributed teams, driving operational excellence across geographies; advanced skills in expectation setting, KPI development, and oversight.
Strategic Communication & Stakeholder Management: Comfortable interfacing with executives; able to translate operational data into strategic recommendations. Superior written and verbal communication.
0-to-1 Experience: Comfortable with ambiguity and launching new initiatives; experience in dynamic environments requiring rapid prioritization and clear communication.
Travel Willingness: Up to ~50% travel to support factory launches, audits, and on-site training initiatives.
What Will Set You Apart Experience in manufacturing or adjacent labor-intensive industries (e.g., hospitality, food service) with world-class training programs.
Familiarity with Learning Management Systems selection/build strategies, content authoring tools, or training analytics platforms.
Background in compliance (AS9100, ITAR, DoD) or regulated environments.
Technical aptitude or interest in mechanical processes to engage with engineering stakeholders.
Financial acumen in budgeting, P&L ownership, and labor cost modeling.
Experience designing higher-level technical training (e.g., CAM/CMM programming).
History of building partnerships with educational institutions or apprenticeship programs.
Benefits 100% coverage of platinum medical, dental, vision, and life insurance plans for employees
401k
Relocation stipend if you’re moving from outside of LA
Flexible vacation policy
ITAR Requirements To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR
here
. Hadrian Is An Equal Opportunity Employer It is the Company’s policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race inclusive of traits historically associated with race (including, but not limited to, hair texture and protective hairstyles, such as braids, locks and twists), color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, transgender status, national origin (including, in California, possession of a drivers license), ancestry, citizenship, age, physical or mental disability, height or weight, medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, exercise of reproductive rights, any other basis protected by local, state, or federal laws, or any combination of the above characteristics. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.
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