Director – HR Business Partner & Talent Management

At Redwood, we are building the foundation for a more sustainable future. As we continue to scale, we are seeking a strategic, hands-on HR leader who thrives at the intersection of business strategy, organizational effectiveness, talent development, and operational execution.

Reporting to the Chief People Officer, this role serves as the primary HR Business Partner to our Chief Operating Officer and Chief Commercial Officer and their leadership teams. This leader will help shape the people, organization, and talent strategies that enable Redwood's manufacturing, operations, supply chain, commercial, and business development organizations to scale effectively.

The Director will oversee HR Business Partner support for our manufacturing operations, lead a small team of HR Business Partners, and partner closely with a peer Director HRBP supporting our technology and corporate functions. Together, these leaders will help build the talent infrastructure required for Redwood's next phase of growth.

Success in this role requires the ability to move seamlessly between frontline realities and enterprise strategy, influencing executive decisions while maintaining a deep understanding of employee and operational needs. We are looking for a builder who is energized by creating scalable programs, processes, and capabilities from the ground up while remaining willing to roll up their sleeves and drive execution.

What You'll Do

• Serve as the strategic People partner to the Chief Operating Officer, Chief Commercial Officer, and their leadership teams, helping shape organizational strategy, workforce planning, leadership effectiveness, and talent priorities.
• Partner directly with executives and senior leaders to align people strategies with business objectives and support organizational growth, performance, and workforce effectiveness.
• Act as a trusted advisor and coach, providing guidance 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 our Nevada and South Carolina manufacturing facilities and partner closely with the HR leader supporting our Germany manufacturing operations. Together, ensure consistent people practices, talent strategies, and leadership support across Redwood's manufacturing footprint while balancing local business and regulatory needs.
• Build strong relationships across all levels of the organization, from executive leaders to frontline employees, ensuring people strategies remain grounded in operational realities.
• Partner with leaders to assess organizational capabilities, identify workforce risks and opportunities, and develop plans that support long-term business objectives.
• Leverage workforce data, talent insights, and business metrics to identify trends, challenge assumptions, and improve business outcomes.
• Partner closely with Recruiting, Total Rewards, HR Operations, and People Analytics to deliver integrated people solutions that enable business growth, attract and retain talent, and create a consistent employee experience.
• Influence hiring, workforce planning, organizational design, compensation, talent, employee experience, and workforce analytics strategies by effectively leveraging the expertise of Centers of Excellence across the People Team.
• Lead complex organizational and talent initiatives, balancing strategic thinking with practical execution in a fast-paced, high-growth environment.

Talent Management & Leadership Development

In partnership with a peer HRBP leader, this role will help design and build Redwood's talent management capability from the ground up.

• Design and implement leadership development programs that strengthen capabilities from 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 across the company.
• Partner with executives and business leaders to assess organizational capability and build talent strategies that support Redwood's long-term growth.
• 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.
• Create solutions that help employees grow their careers while ensuring Redwood has the talent required to achieve its long-term business goals.

What We're Looking For

• Proven success serving as a strategic advisor to senior executives in a high-growth, fast-paced environment.
• Strong business acumen and the 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 to deliver business outcomes and inform decision-making through data and insights.
• Experience supporting manufacturing, operations, industrial, energy, or similarly complex workforce environments.
• A hands-on leadership style with a willingness to roll up your sleeves and personally drive outcomes.
• Exceptional coaching, influencing, communication, and relationship-building skills across all levels of the organization.
• Equally comfortable in executive leadership meetings, manager coaching conversations, and on the manufacturing floor engaging with frontline employees.

The ideal candidate is a builder, strategist, and operator who can partner credibly with C-suite leaders, develop exceptional leaders and teams, and create the talent systems that will help Redwood scale for years to come.