Fire Point Rocket Technology

We specialize in the design and manufacturing of rocket engine components, with qualification and performance testing conducted at our dedicated off‑site facilities.

Our work supports programs of vital importance to Denmark’s national defense.

Job Profile

Department: Human Resources

Reports to: HR Director (HRD)

Works closely with:

• For Production: Chief Production Officer (CPO) and all production line Managers
• For Operations: COO, Security Officer, HRD, and operational Managers

Type: Full-time, on-site

Role Purpose

The HR Business Partner acts as a strategic and operational partner to business leaders, ensuring that all HR systems, processes, and standards are fully implemented and functioning in daily operations.

While the HR Director is responsible for HR strategy, system design, and governance, the HRBP ensures execution, consistency, compliance, and support for managers and employees within the assigned division.

The HRBP plays a key role in building people capability, maintaining healthy HR operations, and fostering a high-performance, safe, and compliant working environment in a rapidly scaling manufacturing and defense-tech company.

Key Responsibilities

1. HR Partnership & Manager Support

• Partner with business leaders (CPO / COO / Security Officer / HRD) on all people-related topics.

• Act as the first point of contact for managers in the assigned division.

• Support workforce planning, team structure reviews, and competency development.

• Guide managers in handling performance, motivation, conflict resolution, and employee relations.

2. Recruitment & Onboarding

• Collaborate with the recruitment team to define job requirements, interview, and select candidates.

• Ensure smooth onboarding and integration of new employees into production or operational teams.

• Track onboarding milestones, probation period progress, and documentation completion.

3. HR Operations (Daily Execution)

• Maintain employee data in HRIS/ERP (SAP).

• Ensure timely submission and accuracy of:
  – vacation requests
  – sick leaves
  – shift changes
  – overtime approvals
  – training attendance, etc.

• Prepare and verify payroll inputs before monthly payroll runs.

• Manage employment contracts, addendums, warnings, and HR documentation.

4. Employee Lifecycle Management

• Monitor probation periods and ensure timely evaluations.

• Coordinate internal movements, promotions, and disciplinary processes.

• Ensure all terminations follow internal procedures and legal standards.

• Maintain complete and audit-ready employee records.

5. Performance & Feedback Culture

• Support managers in running performance reviews, feedback sessions, and 1-on-1s.

• Track completion and quality of performance conversations.

• Identify performance or behavioral issues early and escalate when necessary.

• Assist in setting individual goals and development plans.

6. Learning & Development

• Identify training needs in collaboration with managers.

• Coordinate technical, compliance, safety, and soft-skills training.

• Track completion of mandatory learning modules (HSE, security, quality).

• Support supervisors and managers in becoming better leaders.

7. HR Compliance & Policies

• Ensure compliance with collective agreements, local labor law, and internal policies.

• Support audits and inspections (HSE, security, labor authorities).

• Ensure consistent application of HR policies across teams.

• Conduct regular workplace checks with Safety / Security / Production supervisors.

8. Culture, Engagement & Communication

• Support HRD in driving engagement initiatives and internal communication.

• Facilitate conflict resolution and positive teamwork culture.

• Maintain employee visibility on the floor (regular presence in production / operations).

• Support early detection of burnout, turnover risks, or interpersonal issues.

Key Performance Indicators (KPIs)

• On-time and accurate payroll input.

• 100% onboarding and probation reviews completed on time.

• Strong manager satisfaction score (measured via feedback).

• Training and mandatory compliance completion rate ≥ 95%.

• Improved stability in assigned teams (retention, absenteeism, engagement).

Qualifications & Experience

• 3–7 years of HR experience in HRBP, HR Generalist, or People Operations roles.

• Experience supporting blue-collar or industrial/manufacturing teams is a strong advantage (for Production HRBP).

• Experience supporting operational, security, or administrative functions is valuable.

• Strong understanding of HR processes: recruitment, onboarding, payroll input, performance, employee relations.

• Familiarity with HRIS/ERP systems (SAP preferred).

• Ability to work in a fast-paced, high-compliance, safety-critical environment.

• Excellent communication and interpersonal skills.

• High responsibility, attention to detail, and integrity.

• English fluency; Danish or Ukrainian is an advantage.

Behavioral Competencies

• High ownership and accountability.

• Ability to partner with demanding stakeholders.

• Strong emotional intelligence and communication skills.

• Structured and process-driven working style.

• Hands-on approach — comfortable working “on the floor” with teams.

• Resilience and maturity in handling sensitive issues.