Sr. HR Business Partner

Lucid Motors•Phoenix, AZ

About The Position

Lucid Motors is seeking a Senior Human Resources Business Partner (Sr. HRBP) to partner with business leaders and drive people strategies that support organizational growth, performance, and long-term business objectives. This role serves as a trusted advisor to leaders, leveraging business acumen, organizational effectiveness expertise, workforce analytics, and HR best practices to enhance organizational performance and employee experience. The ideal candidate exhibits a proactive, solutions-oriented mindset and thrives in a fast-paced, high-growth environment. This individual will collaborate closely with leaders, HR Centers of Excellence (Compensation, Talent Acquisition, Learning & Development, Total Rewards, and Employee Relations), and HR Shared Services to design and implement talent strategies that enable business success. The successful candidate will provide strategic and operational HR support across organizational design, workforce planning, talent management, employee relations, leadership coaching, performance management, compensation, succession planning, change management, diversity and inclusion, and compliance.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field.
Minimum of 8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting complex organizations.
Demonstrated experience partnering with senior leaders to develop and execute strategic people initiatives.
Strong knowledge of organizational design, workforce planning, talent management, employee relations, leadership development, and change management.
Current and comprehensive knowledge of employment legislation, labor regulations, and HR compliance requirements.
Proven ability to influence leaders at all levels and build strong partnerships across functions.
Strong analytical skills with experience leveraging workforce data and metrics to drive business decisions.
Experience managing complex employee relations matters, investigations, and conflict resolution.
Outstanding communication, presentation, facilitation, and coaching skills.
Demonstrated ability to operate effectively in a fast-paced, high-growth, and rapidly evolving environment.
Strong project management skills with the ability to manage multiple priorities simultaneously.
Experience with HRIS platforms, including Workday or similar systems, and workforce analytics tools.
A collaborative, customer-focused, and results-oriented approach.

Nice To Haves

Master's degree and/or PHR, SPHR, SHRM-CP, SHRM-SCP, CHRP, CHRL, or similar professional designation preferred.
Advanced proficiency in Microsoft Excel and data analysis preferred.
Automotive OEM, manufacturing, retail, technology, or high-growth company experience preferred.
Previous people leadership experience preferred.
Strategic thinker with strong business acumen.
Comfortable challenging conventional thinking and influencing organizational decisions.
Approaches ambiguous situations with confidence and sound judgment.
Skilled at balancing employee advocacy with business priorities.
Passionate about developing leaders, building organizational capability, and creating high-performing teams.
Demonstrates integrity, professionalism, and accountability in all interactions.

Responsibilities

Serve as a trusted advisor to business leaders on organizational strategy, workforce effectiveness, talent management, employee engagement, and leadership effectiveness.
Partner with Directors, Senior Directors, Vice Presidents, and people leaders to develop and execute people strategies aligned with business objectives.
Provide HR expertise in performance management, employee relations, leadership coaching, organizational development, and change management.
Lead organizational design initiatives, including workforce planning, team structures, role clarity, spans of control, and organizational effectiveness assessments.
Facilitate talent review and succession planning processes to identify critical talent, leadership pipelines, development needs, and retention risks.
Partner with Centers of Excellence to implement talent, learning, compensation, recognition, and employee experience programs that support business priorities.
Support and guide annual HR processes, including performance reviews, calibration, compensation planning, promotions, succession planning, and employee engagement initiatives.
Analyze workforce and business data, including headcount, attrition, retention, mobility, compensation, diversity, and organizational health metrics to identify trends and drive informed decision-making.
Lead and support organizational change initiatives, including restructures, workforce transitions, and business transformation efforts.
Investigate and resolve complex employee relations matters while ensuring consistency, compliance, and alignment with company values.
Provide coaching and guidance to leaders on employee performance, development planning, workplace concerns, and team effectiveness.
Develop and implement strategies to improve employee engagement, retention, productivity, and organizational culture.
Collaborate with Legal, Employee Relations, and Compliance teams to ensure adherence to applicable federal, state, provincial, and local employment laws and regulations.
Drive continuous improvement of HR processes, programs, and organizational practices to enhance efficiency and effectiveness.
Lead or participate in cross-functional HR initiatives and special projects that support business growth and operational excellence.