Jobs / United States / Redwood Materials INC
Head of Total Rewards and People Analytics
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 roles2 certified filings for “Supply Chain Analytics Engineer” (Data Scientists) in NV: $135k–$135k, median $135k. Most were filed at wage level I (100%) — 1 lottery entry, ≈15% 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. Redwood Materials is seeking a strategic and business-minded leader to head our Total Rewards and People Analytics function. Reporting directly to the Chief People Officer, this role sits at the center of many of the company's most important talent, compensation, and workforce decisions. You will lead compensation, benefits, equity, and people analytics for a rapidly growing organization spanning manufacturing, engineering, business operations, and corporate functions. As a trusted advisor to the Chief People Officer and executive team, you will help shape how we attract, reward, retain, and develop talent while building the analytical capabilities that inform workforce decisions across the company. This is a highly visible role with regular exposure to executive leadership and the Compensation Committee. The successful candidate will play a central role in executive compensation strategy, equity program design and governance, board-level people reporting, and the development of scalable programs that support Redwood's continued growth. This position can be based in Reno, NV or San Francisco, CA and follows a hybrid work model with an expectation of at least three days per week on-site. Responsibilities • Partner closely with the Chief People Officer, executive leadership team, and business leaders to develop and execute Redwood's total rewards and people analytics strategy. • Serve as a key advisor on executive compensation, leadership retention, workforce planning, and organizational effectiveness. • Set the total rewards strategy and roadmap aligned with business objectives, growth plans, and market conditions. • Lead the design and administration of compensation programs, including job architecture, market benchmarking, salary structures, pay equity analysis, incentive design, and annual compensation planning. • Lead executive compensation analyses and recommendations, partnering closely with the Chief People Officer, Finance, and Legal. • Own Redwood's equity compensation program, including plan governance, grant administration, vesting management, employee communications, and executive equity matters. Partner closely with Legal and Finance to ensure programs remain compliant and scalable. • Lead preparation of compensation and people-related materials for the Board of Directors and Compensation Committee, including executive compensation reviews, benchmarking, workforce insights, and strategic recommendations. • Develop compelling people insights and board-ready reporting that enable data-driven decisions on talent, retention, organizational health, and workforce trends. • Build and lead the People Analytics function, including reporting, dashboards, data governance, workforce metrics, and executive-level workforce insights. • Oversee benefits strategy and administration, including health, retirement, wellness, vendor management, contract negotiation