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.

ROLE OVERVIEW

We're looking for an Operations Manager to join our Internal Mobility team and own the day-to-day operations of how people move into new roles at Anduril. This role sits at the intersection of People Ops, Talent Acquisition Ops, and Division Ops — you'll be the person who keeps all three connected: running core processes, improving how they work, and making sure partner teams have what they need to move internal talent into the right seats. You'll be responsible for delivering efficient, high-quality operational support across internal mobility while continuously improving the workflows, systems, and tools that allow the program to scale. If you're energized by building the operational backbone of a program that's still taking shape and you want that work to directly affect how Anduril deploys its talent against the mission - this is the job.

WHAT YOU’LL DO

Mobility Operations & Process Infrastructure

Own the end-to-end processing of internal moves, from eligibility verification through start-date coordination and transition closeout, ensuring a consistent and positive experience for employees, hiring managers, and partner teams.
Serve as first escalation point and advisor on eligibility checks, compensation partnership, start-date negotiation, and transition oversight for every internal move.
Assess current workflows, identify bottlenecks and friction points, and implement process improvements that increase speed, quality, and compliance. Build and maintain operational playbooks, SOPs, and escalation paths so internal mobility processes run consistently regardless of division or role type.

Systems, Tooling & Automation

Own systems infrastructure across Greenhouse, Foundry/Jira, and internal systems so they are operationally seamless, data-integrated, and provide a frictionless experience for employees and managers.
Design and build automations — intake forms, status tracking, notification triggers, handoff checklists — that reduce churn and eliminate dropped handoffs between teams.
Implement and optimize tracking and reporting tools that give the Internal Mobility team and its partners clear visibility into move status, pipeline health, and operational performance.
Monitor adoption and surface operational feedback from Anduril’s internal mobility tools, ensuring our tooling supports the process rather than creating another speed bump.

Cross-Functional Partnership & Change Enablement

Serve as the go-to operational partner for Recruiters, People Business Partners, Compensation, and Division Ops teams navigating internal moves, bridging different parts of the organization to achieve coordinated outcomes.
Execute rollout and adoption plans for new mobility processes and systems, ensuring stakeholders are informed, prepared, and able to operate against updated workflows. Track adoption metrics and surface what's working and what isn't so the team can iterate.

Policy & Eligibility

Maintain and operationalize eligibility criteria, internal posting policies, and movement guidelines. Partner with the Compensation team on comp treatment for internal moves — comp policy ownership stays with Comp; this role ensures it is executed consistently.

Analytics & Reporting

Build and maintain the mobility analytics stack: internal hire rates by division, time-to-fill for internal candidates, retention impact, skill-gap closures, cost savings vs. external hires, and overall program health.