Here at Scout Motors, we're carrying forward the heritage of one of the most iconic American vehicles in history. A vehicle dating back to 1960. One that forged the path for future generations of rugged SUVs and trucks and will do so once again.

But Scout is more than just a brand, it’s a legacy steeped in a culture of exploration, caretaking, and hard work. The Scout brand is all about respect. Respect for the past and the future by taking an iconic American brand that hasn’t been around for a while, electrifying it, digitizing it, and loading it with American innovation.

Respect for communities by creating a company that stands for its people and its customers. Respect for both work and play, with vehicles that are equally at home at a camp site, a job site, or on a Tuesday commute.

Requirements

— an all-electric powertrain as well as the Harvester™ range extender powertrain which includes a built-in gas-powered generator with an estimated 500 miles of combined range. At Scout Motors, we empower our talented, inclusive, and entrepreneurial teams to innovate. What makes a Scout employee?

Someone who is a visionary and a leader, who seeks new paths and shares lessons learned. A knowledgeable doer who collaborates across the company to build better. A go-getter with unrivaled passion.

Join us at Scout Motors and be part of shaping the future of transportation. If you're ready to drive change and make history, apply now! Overview The Lead HR Business Partner is a senior strategic leader responsible for shaping organizational effectiveness, driving talent strategies, and influencing business outcomes at the enterprise level.

This role partners closely with executive leadership to anticipate workforce needs, design scalable people solutions, and strengthen organizational capability. The Lead HRBP serves as a trusted advisor, culture champion, and thought leader across the business.

What You’Ll Do

Become part of an iconic brand that is set to revolutionize the electric pick-up truck rugged SUV marketplace by achieving the following: Strategic Partnership Serve as a senior advisor to executives, providing insight and guidance on organizational design, workforce planning, and long ‑ term talent strategy. Translate business objectives into people strategies that accelerate performance, growth, and operational excellence. Use data, analytics, and business acumen to influence decision ‑ making and identify opportunities for improvement.

Organizational Effectiveness Change Leadership Lead complex organizational change initiatives, ensuring alignment with business goals and cultural values. Assess organizational health and design interventions that enhance team effectiveness, leadership capability, and employee engagement. Partner with leaders to evolve structures, processes, and talent systems that support scale and agility.

Talent Strategy Leadership Development Drive enterprise talent planning, succession management, and leadership development strategies. Coach senior leaders to strengthen leadership effectiveness, decision ‑ making, and team performance. Identify critical capability gaps and partner with HR Centers of Excellence to design targeted development solutions.

Employee Relations Culture Provide guidance on complex employee relations issues, ensuring fairness, consistency, and risk mitigation. Champion a culture of inclusion, accountability, and continuous improvement. Partner with leaders to reinforce values, strengthen communication, and build high ‑ trust environments.

HR Program Leadership Collaborate with COEs to implement enterprise HR programs, ensuring alignment with business needs.

Compensation

strategy, and organizational development. Drive continuous improvement in HR processes, tools, and systems.