Sr. HR Business Partner

About Lucid

At Lucid we are creating exceptional mobility experiences through innovation to drive the world forward. Built on Lucids proprietary technology and software-defined vehicle architecture our award-winning vehicles bring our Compromise Nothing approach to the global automotive market. That means refusing to choose between performance and sustainability design and engineering ambition and Lucid Air and Lucid Gravity we have designed and built vehicles that have redefined their segments combining exceptional range performance design and expansive space in a single experience.

We achieve this through deep vertical integration with design engineering and productionhappening in-houseacross our global offices the world united by a shared commitment to refusing to settle youcanhelpredefinewhatspossible andshape the future of mobility.

Lucid Motors is seeking aSenior 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.

You Will

• 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.

You Bring

• Bachelors 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.
• Masters degree and/or PHR SPHR SHRM-CP SHRM-SCP CHRP CHRL or similar professional designation preferred.
• 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.
• 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.
• A collaborative customer-focused and results-oriented approach.

Preferred Characteristics

• 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.

At Lucid we dont just welcome diversity - we celebrate it! Lucid Motors is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race color national or ethnic origin age religion disability sexual orientation gender gender identity and expression marital status and any other characteristic protected under applicable State or Federal laws and regulations.