Rivian is on a mission to keep the world adventurous forever. This goes for the emissions-free Electric Adventure Vehicles we build, and the curious, courageous souls we seek to attract.

As a company, we constantly challenge what’s possible, never simply accepting what has always been done. We reframe old problems, seek new solutions and operate comfortably in areas that are unknown. Our backgrounds are diverse, but our team shares a love of the outdoors and a desire to protect it for future generations.

We are seeking a Principal, HR Business Partner (HRBP) to serve as a senior strategic advisor and operator across multiple departments within our G&A Organization. Building on the Sr. Lead HRBP scope, this leader will own the end-to-end people strategy for a large, complex portfolio of organizations delivering high‑impact solutions.

You will partner with senior and executive stakeholders to design and implement full‑lifecycle HR and leadership programs that drive engagement, retention, performance, and talent development. You’ll bring deep business insight, coaching expertise, and strong HR execution to support Rivian G&A functional organizations, while also shaping enterprise people strategies.

This role is built for a seasoned HR leader ready to deliver measurable impact on the ground and influence decision‑making at the most senior levels.

Why This Role Matters

• Drive Business‑Critical Talent Strategy at Scale: Lead HR partnership with executive and senior leadership to ensure organizational structure, performance, and talent strategies align with production priorities and long‑term capacity plans.
• Champion Leadership Growth: Design and oversee leadership, coaching, and talent development programs that shape the next generation of Rivian manufacturing leadership, including succession and bench‑strength planning across multiple sites or large business units.
• Build a Best‑in‑Class Plant Culture: Architect and sustain a workplace that is inclusive, dynamic, and aligned with Rivian’s mission, with a strong emphasis on safety, continuous improvement, and accountability.
• Lead with Courage and Credibility: Serve as a trusted advisor, sounding board, and change agent to senior leaders, providing data‑driven recommendations and challenging constructively to drive the right outcomes for people and the business.

Strategic HR Partnership & Organizational Leadership

• Serve as the primary HRBP for G&A on talent strategy, organizational design, workforce planning, and change initiatives for a large, complex portfolio (e.g., multiple manufacturing areas or an entire plant).
• Translate business strategy into a multi‑year people roadmap, including org design, capability building, workforce planning, and leadership pipelines.
• Lead, coach, and develop a team of HRBPs and HR Generalists, providing direction, feedback, and thought partnership.
• Partner closely with COEs to co‑create integrated solutions that improve performance, safety, engagement, and retention.
• Use data, insights, and dashboards to diagnose issues, identify trends, and drive targeted interventions.

Talent Management & People Operations

• Own talent management cycles for assigned organizations, including performance management, succession planning, leadership assessment, and high‑potential development.
• Design and drive strategies to improve attraction, onboarding, development, internal mobility, promotion, and retention for hourly and salaried populations across assigned areas.
• Provide guidance on complex employee relations matters, investigations, and sensitive performance situations, ensuring sound judgment and risk mitigation.
• Partner with leaders to build meaningful career paths and development plans for critical roles and future leaders.
• Ensure HR programs, policies, and practices are implemented consistently and effectively, with a focus on accessibility for frontline leaders and employees.

Coaching, Change & Culture Leadership

• Provide high‑impact leadership coaching to senior leaders and people managers, reinforcing Rivian’s leadership expectations and behaviors.
• Lead cultural and organizational change efforts, including restructuring, integration, transformations, and plant‑wide initiatives.
• Facilitate leadership team effectiveness sessions, offsites, and org health discussions that surface issues, align priorities, and drive action.
• Serve as a cultural ambassador for the People Team and the broader business, modeling courageous communication, empathy, and accountability.

Required Qualifications

• 15+ years of progressive HR Business Partner or HR leadership experience, with at least 5 years directly partnering with senior/executive leaders.
• Bachelor’s degree in HR, Business, or a related field (or equivalent practical experience).
• Demonstrated success leading HR strategy for complex, matrixed organizations, including org design, talent management, and change leadership at scale.
• Experience advising and influencing senior leaders using data, insights, and strong business acumen.
• Proven track record building, leading, and developing HRBP or HR Generalist teams.

Preferred Qualifications

• Master’s degree or executive‑level HR/OD certification/continuing education.
• Prior experience driving organizational change in large, complex environments (e.g., greenfield launches, significant scale‑up or transformation).
• Strong familiarity with strategic workforce planning.
• Comfort navigating ambiguity in a fast‑moving, high‑growth company, with a bias toward action and experimentation.

Leadership & Behavioral Competencies

• Executive presence and the ability to influence across multiple levels with clarity and empathy.
• Exceptional judgment and discretion with sensitive information; trusted advisor to senior leaders.
• Courageous, direct communicator who is willing to challenge and debate constructively while maintaining strong relationships.
• Optimistic, proactive, and highly collaborative; able to align diverse stakeholders around clear priorities.
• Deep commitment to building an inclusive culture and psychologically safe, accountable teams.

The salary range for this role is USD 184,000-263,200 for applicants in Illinois, Michigan, and Atlanta. This is the lowest-to-highest salary we, in good faith, believe we would pay for this role at the time of this posting. An employee’s position within the salary range will be based on several factors, including but not limited to specific competencies, relevant education, qualifications, certifications, experience, skills, geographic location, shift, and organizational needs.

The successful candidate may be eligible for an annual performance bonus and equity awards.

We offer a comprehensive package of benefits for full-time and part-time employees, their spouse or domestic partner, and children up to age 26, including but not limited to paid vacation, paid sick leave, and a competitive portfolio of insurance benefits, including life, medical, dental, vision, short-term disability insurance, and long-term disability insurance to eligible employees. You may also have the opportunity to participate in Rivian’s 401(k) Plan and Employee Stock Purchase Program if you meet certain eligibility requirements. Full-time employee coverage is effective on their first day of employment. Part-time employee coverage is effective on the first of the month following 90 days of employment. More information about benefits is available at rivianbenefits.com.

You can apply for this role through careers.rivian.com (or through internal-careers-rivian.icims.com if you are a current employee). This job is not expected to be closed any sooner than July 31, 2026.

Equal Opportunity

Rivian is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender, gender expression, gender identity, genetic information or characteristics, physical or mental disability, marital/domestic partner status, age, military/veteran status, medical condition, or any other characteristic protected by law.

Rivian is committed to ensuring that our hiring process is accessible for persons with disabilities. If you have a disability or limitation, such as those covered by the Americans with Disabilities Act, that requires accommodations to assist you in the search and application process, please email us at candidateaccommodations@rivian.com.

Candidate Data Privacy

Rivian may collect, use and disclose your personal information or personal data (within the meaning of the applicable data protection laws) when you apply for employment and/or participate in our recruitment processes (“Candidate Personal Data”). This data includes contact, demographic, communications, educational, professional, employment, social media/website, network/device, recruiting system usage/interaction, security and preference information. Rivian may use your Candidate Personal Data for the purposes of (i) tracking interactions with our recruiting system; (ii) carrying out, analyzing and improving our application and recruitment process, including assessing you and your application and conducting employment, background and reference checks; (iii) establishing an employment relationship or entering into an employment contract with you; (iv) complying with our legal, regulatory and corporate governance obligations; (v) recordkeeping; (vi) ensuring network and information security and preventing fraud; and (vii) as otherwise required or permitted by applicable law.

Rivian may share your Candidate Personal Data with (i) internal personnel who have a need to know such information in order to perform their duties, including individuals on our People Team, Finance, Legal, and the team(s) with the position(s) for which you are applying; (ii) Rivian affiliates; and (iii) Rivian’s service providers, including providers of background checks, staffing services, and cloud services.

Rivian may transfer or store internationally your Candidate Personal Data, including to or in the United States, Canada, the United Kingdom, and the European Union and in the cloud, and this data may be subject to the laws and accessible to the courts, law enforcement and national security authorities of such jurisdictions.

Please note that we are currently not accepting applications from third party application services.