Jobs / United States / Redwood Materials INC
Director, HR Business Partner & Talent Management
Redwood Materials INC · 🇺🇸 McCarran, NV
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 33 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 3 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Redwood Materials INC paid sponsored hires in similar roles1 certified filing for “Sr. Director of Manufacturing” (Natural Sciences Managers) in NV: $268k–$268k, median $268k. Most were filed at wage level IV (100%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Redwood Materials INC
The US Department of Labor certified 33 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 3 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Redwood Materials INC →
About the role
About Redwood Materials Redwood Materials was founded in 2017 by JB Straubel, co-founder and former CTO of Tesla, on a simple but radical idea: the critical minerals powering the energy transition already exist. They just need to come back. Today Redwood is the largest lithium-ion battery recycler in North America — recovering, refining, and redeploying critical minerals from end-of-life batteries back into the supply chain. On the energy side, Redwood has deployed the largest second-life battery project in the world, delivering power to AI data centers in months rather than years using proprietary energy architecture engineered entirely in-house. The company is profitable, the market it operates in is projected to grow 20 to 50 times over the next decade, and Redwood is the only company with the supply chain, the technology, and the operational scale to lead it. 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 bus