SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Redwood Materials, founded in 2017 by JB Straubel (Tesla co-founder and former CTO), is the largest lithium-ion battery recycler in North America and has deployed the world's largest second-life battery project. The company is profitable and positioned to lead a market projected to grow 20–50x over the next decade.
Reporting to the Chief People Officer, you will serve as the primary HR Business Partner to the Chief Operating Officer and Chief Commercial Officer, shaping people, organization, and talent strategies that enable manufacturing, operations, supply chain, commercial, and business development functions to scale. You will oversee HR Business Partner support for manufacturing operations, lead a small team of HRBPs, and partner closely with a peer Director HRBP supporting technology and corporate functions.
Key responsibilities include:
• Serve as strategic People partner to C-suite executives, helping shape organizational strategy, workforce planning, leadership effectiveness, and talent priorities.
• Partner with executives to align people strategies with business objectives and support organizational growth and performance.
• Act as trusted advisor on organizational design, leadership development, succession planning, change management, employee relations, and team effectiveness.
• Lead and develop a small team of HRBPs supporting Nevada and South Carolina manufacturing facilities; partner with the HR leader supporting Germany operations to ensure consistent practices across the manufacturing footprint.
• Build relationships across all organizational levels, from executives to frontline employees, ensuring people strategies remain grounded in operational realities.
• Assess organizational capabilities, identify workforce risks and opportunities, and develop plans supporting long-term business objectives.
• Leverage workforce data, talent insights, and business metrics to identify trends and improve outcomes.
• Partner with Recruiting, Total Rewards, HR Operations, and People Analytics to deliver integrated people solutions.
• Influence hiring, workforce planning, organizational design, compensation, talent, and analytics strategies.
• Lead complex organizational and talent initiatives in a fast-paced, high-growth environment.
Talent Management & Leadership Development:
• Design and implement leadership development programs strengthening capabilities from frontline supervisors through executives.
• Build career pathing and development frameworks for individual contributors across manufacturing, operations, commercial, technical, and corporate functions.
• Establish talent review processes providing visibility into organizational capability, critical talent, and future leadership needs.
• Identify high-potential talent and develop succession plans for key leadership and technical positions.
• Develop scalable approaches to performance management, employee development, and leadership effectiveness.
• Assess current and future workforce capabilities and create strategies to address organizational and talent gaps.
Requirements:
• Proven success serving as a strategic advisor to senior executives in high-growth, fast-paced environments.
• Strong business acumen and ability to translate business strategy into talent and organizational solutions.
• Demonstrated experience building leadership development, succession planning, career development, and talent management programs.
• Experience partnering effectively across Recruiting, Total Rewards, HR Operations, People Analytics, and other People functions.
• Experience supporting manufacturing, operations, industrial, energy, or similarly complex workforce environments.
• Hands-on leadership style with willingness to roll up sleeves and personally drive outcomes.
• Exceptional coaching, influencing, communication, and relationship-building skills across all organizational levels.
• Comfort in executive leadership meetings, manager coaching conversations, and on the manufacturing floor with frontline employees.
• Ideal candidate is a builder, strategist, and operator who can partner credibly with C-suite leaders and create talent systems enabling Redwood to scale.
