Director, HR Business Partner & Talent Management

Redwood Materials•Reno, NV

About The Position

Redwood Materials is seeking a strategic, hands-on HR leader to support the company’s growth by shaping people, organizational, and talent strategies. Reporting to the Chief People Officer, the Director will serve as the primary HR Business Partner to the Chief Operating Officer, Chief Commercial Officer, and their leadership teams, supporting manufacturing, operations, supply chain, commercial, and business development organizations. The Director will oversee HR Business Partner support for manufacturing operations, lead a small team of HR Business Partners, and collaborate with a peer Director HRBP supporting technology and corporate functions. The role requires working across executive strategy and frontline operational realities, building scalable people programs and capabilities, and personally driving execution. In partnership with a peer HRBP leader, the Director will help create Redwood’s talent management capability, including leadership development, career development, talent reviews, succession planning, performance management, and strategies to address workforce capability gaps.

Requirements

Proven success serving as a strategic advisor to senior executives in a high-growth, fast-paced environment.
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 across Recruiting, Total Rewards, HR Operations, People Analytics, and other People functions to deliver business outcomes and inform decisions with data and insights.
Experience supporting manufacturing, operations, industrial, energy, or similarly complex workforce environments.
Hands-on leadership style and willingness to personally drive outcomes.
Exceptional coaching, influencing, communication, and relationship-building skills across all organizational levels.
Comfort engaging in executive leadership meetings, coaching managers, and interacting with frontline employees on the manufacturing floor.

Responsibilities

Serve as the strategic People partner to the Chief Operating Officer, Chief Commercial Officer, and their leadership teams on organizational strategy, workforce planning, leadership effectiveness, and talent priorities.
Align people strategies with business objectives and support organizational growth, performance, and workforce effectiveness.
Advise and coach leaders on organizational design, leadership development, succession planning, change management, employee relations, and team effectiveness.
Lead and develop a small team of HR Business Partners supporting the Nevada and South Carolina manufacturing facilities, and partner with the HR leader supporting Germany manufacturing operations.
Help ensure consistent people practices, talent strategies, and leadership support across manufacturing locations while accounting for local business and regulatory needs.
Build relationships across the organization, from executive leaders to frontline employees, and ground people strategies in operational realities.
Assess organizational capabilities, workforce risks, and opportunities, and develop plans supporting long-term business objectives.
Use workforce data, talent insights, and business metrics to identify trends, challenge assumptions, and improve business outcomes.
Partner with Recruiting, Total Rewards, HR Operations, and People Analytics to deliver integrated people solutions that support growth, talent attraction and retention, and a consistent employee experience.
Influence hiring, workforce planning, organizational design, compensation, talent, employee experience, and workforce analytics strategies by leveraging People Team Centers of Excellence.
Lead complex organizational and talent initiatives, balancing strategic thinking with practical execution.
Design and implement leadership development programs for frontline supervisors through executive leaders.
Build career pathing and development frameworks for individual contributors across manufacturing, operations, commercial, technical, and corporate functions.
Establish talent review processes that provide 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 develop strategies to address organizational and talent gaps.
Create solutions that support employee career growth while ensuring Redwood has the talent needed to achieve its long-term goals.