Director of Workforce Development

Hadrian - Manufacturing the FutureHadrian 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 RoleAs 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 DoStrategic LeadershipDefine and evangelize a multi-year training vision for scaling from one site to a distributed factory networkBuild and update a capability roadmap (curriculum depth, LMS strategy, certifications, budget, headcount)Present data-driven workforce recommendations to VP Ops and CEOTeam & Program ManagementHire, coach, and manage Training Program Specialists with clear objectives tied to factory metricsDeploy training resources: intensive support during new factory builds, lighter oversight in steady stateOwn training P&L; negotiate LMS, vendor, and toolkit contractsProcess Standardization & Content GovernanceEnforce a “train-before-release” gate: no process goes live without SOPs and training contentMaintain a centralized skills matrix with version control and recertification workflowsContinuously simplify procedures to routinize >90% of tasks for entry-level techniciansCompliance & CultureEnsure training records meet AS9100/ITAR/DoD audit standards; lead training auditsChampion a “teach-then-automate” culture; measure leaders on knowledge transferUphold a meritocratic ethos with clear progression paths for entry-level hiresWorkforce Planning & Labor CostingLead labor financial analysis, reporting, and forecasting, including new factory build phasesRefine cost models to allocate direct vs. indirect labor burden; educate stakeholdersAdvise on compensation and benefits strategy in partnership with HR and FinanceTraining Program DevelopmentDesign engaging training programs balancing theory and hands-on practiceCollaborate with subject-matter experts to translate complex workflows into accessible modulesTraining CultureSupport certified trainers during delivery; maintain high execution standardsCommunicate training importance company-wide; foster enthusiasm for continuous learningEmployee Development & External PartnershipsInput into performance reviews; inform and mature the skills matrixDevelop partnerships with trade schools, universities, high schools for education pathwaysBuild advanced upskilling/apprenticeship programs compliant with local regulationsChange Management of Training & CapabilitiesAnticipate business growth and shop floor changes; forecast training needsOwn change-management workflows for standards updates, compliance alignment, and recertificationEmbed robust processes to handle rapid growth, frequent updates, and high-rate change in training systemsWhat We're Looking ForPassion 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 ApartExperience 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.Benefits100% coverage of platinum medical, dental, vision, and life insurance plans for employees401kRelocation stipend if you’re moving from outside of LAFlexible vacation policyITAR RequirementsTo 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 EmployerIt 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.