Director of Recruiting

The Director of Recruiting serves as a strategic partner to executive leadership, architecting and executing Redwood Materials' long-term talent acquisition strategy to fuel sustainable growth across energy, manufacturing, construction, engineering, and corporate functions. This role drives competitive advantage through talent by anticipating future capability needs, shaping organizational design, and building a world-class employer brand that attracts mission-driven, high-impact talent.

Core Responsibilities:

Strategic Workforce Planning & Business Partnership

• Partner with executive leadership and business unit heads to develop multi-year workforce strategies aligned to business roadmap, capital deployment, and market expansion plans

• Conduct labor market intelligence and talent landscape analysis to inform build vs. buy decisions, compensation strategy, and geographic expansion

• Advise leadership on organizational design, role architecture, and team composition to optimize current and future business needs

• Lead talent risk assessments and succession planning efforts for critical roles and high-growth functions

Talent Strategy & Competitive Positioning

• Design and execute enterprise-wide talent acquisition strategies that position Redwood as an employer of choice in sustainability, clean energy, and advanced manufacturing

• Build strategic employer branding initiatives and employee value proposition to differentiate Redwood into competitive talent markets

• Develop talent pipeline strategies for emerging roles, scarce skill sets, and future capability requirements

• Create talent acquisition forecasting models to anticipate hiring needs 12-24 months in advance

Recruiting Excellence & Execution

• Lead end-to-end recruiting for executive, technical, operational, and leadership roles with a focus on quality, diversity, and cultural alignment

• Establish talent assessment frameworks and competency models to ensure hiring decisions drive business performance

• Partner with leaders to define role requirements that balance immediate needs with strategic capability building

Team Development & Organizational Capability

• Build, lead, and scale a high-performing recruiting team capable of supporting rapid growth and organizational transformation

• Develop recruiting talent through coaching, capability frameworks, and strategic exposure to business priorities

• Foster a culture of data-driven decision making, accountability, and continuous improvement

Data, Analytics & Operating Rhythm

• Establish recruiting metrics, dashboards, and executive reporting that provide predictive insights into talent pipeline health, market trends, and hiring risks

• Drive data integrity across recruiting systems and leverage analytics to optimize conversion rates, time-to-fill, and quality of hire

• Lead quarterly business reviews with leadership on talent acquisition performance, market conditions, and strategic recommendations

Ecosystem & Partner Management

• Develop strategic partnerships with executive search firms, universities, industry associations, and talent networks to access specialized talent pools

• Design governance models for external recruiting partners that balance cost efficiency with quality and strategic value

• Build relationships with industry leaders and talent communities to strengthen Redwood's market presence

Desired Qualifications:

• 10+ years of progressive talent acquisition leadership with demonstrated experience in strategic workforce planning and executive advising

• Proven track record building and scaling recruiting functions during hypergrowth, transformation, or organizational redesign

• Strategic business acumen with ability to translate business strategy into talent strategy and hiring roadmaps

• Experience conducting labor market analysis, competitive intelligence, and talent landscape assessments

• Deep expertise recruiting for technical, operational, and executive roles in complex, matrixed organizations (manufacturing, energy, construction, or engineering preferred)

• Strong executive presence with ability to influence and advise C-suite leaders on talent risks, organizational design, and capability gaps

• Demonstrated ability to build employer brands and employee value propositions that attract top-tier, mission-aligned talent

• Advanced data fluency with experience using analytics to drive strategic decisions and business outcomes

• Experience with modern ATS platforms (Greenhouse, Workday) and talent intelligence tools

• Exceptional leadership skills including talent development, performance management, and building high-performing teams

• Passion for sustainability, clean energy, and creating meaningful impact on climate change