Sr. HR Business Partner

About Lucid

At Lucid, we are creating exceptional mobility experiences through innovation to drive the world forward. Built on Lucid’s 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 integrity. In 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 production happening in-house across our global offices andmanufacturingfacilities.

Ourteamscomefromindustriesaround the world, united by a shared commitment to excellence.

By refusing to settle, youcanhelpredefinewhat’spossible andshape the future of mobility.

Lucid Motors is seeking a Senior 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.

• 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…