Director, Talent, Learning & Organizational D

Company Overview:

MP Materials (NYSE: MP) is rebuilding American industrial capability for a new era of autonomy, robotics, and electrification.

We are the only U.S. company with a fully integrated rare earth supply chain—from mining and refining to advanced metal and magnet manufacturing. Our products include both the critical materials used to make permanent magnets and the finished magnets themselves—enabling next-generation technologies in robotics, automation, aerospace, transportation, defense, and energy systems. These materials are the foundation of physical AI—the convergence of computation, movement, and control.

We hire ambitious, mission-driven people who want to tackle complex challenges and shape the future of strategic industries. Our culture is rooted in teamwork, resiliency, and integrity, with a deep commitment to operational excellence and national purpose. MP is rapidly evolving from a materials producer into a leading U.S. manufacturer.

Position Overview:

The Director, Talent, Learning & Organizational Development serves as the leader of MP Materials Talent, Learning, and Organizational Development organization. This role is responsible for shaping and delivering talent and leadership strategies and systems across the employee lifecycle, ensuring alignment with business priorities. This role will establish practical, scalable, and aligned talent frameworks that create consistent, high-quality employee and manager experiences, while strengthening performance, leadership capability, and organizational effectiveness in support of MP Materials business objectives.

The Director, Talent, Learning & Organizational Development will also build strong partnerships across the business to develop a deep understanding of MP Materials strategy, enabling talent, learning, and organizational development solutions that deliver meaningful impact.

Position Responsibilities:

Owns the end‑to‑end talent lifecycle, including performance management, talent assessment, and employee development.

Design, implement, and continuously improve an end-to-end performance management process (goal setting, quarterly check-ins, mid-year, and year-end).

Partner with business and HR leaders to strengthen goal clarity, feedback quality, and performance conversations, while identifying critical capabilities, workforce needs, and future skill gaps.

Design and lead enterprise talent review processes, including critical role identification, succession planning, key talent identification, and development planning.

Establish and monitor talent analytics and metrics (e.g., bench strength, retention) to assess effectiveness and inform decisions.

Design and deliver manager and leadership development strategies that strengthen leadership capability, accelerate high-potential talent, and build a sustainable leadership pipeline.

Partner with HR Business Partners and business leaders to diagnose organizational needs and drive change and transformation efforts that enhance team performance and alignment.

Provide tools and frameworks to enable coaching, mentoring, and leadership development across all levels.

Foster a high-performance that strengthens employee engagement, retention, and leadership effectiveness.

Defines and scales enterprise learning and capability building aligned to business priorities and future workforce needs.

Develop and implement a learning strategy aligned to business priorities, critical capability needs, and future workforce requirements.

Align learning initiatives to key skill gaps and capabilities needed to support business growth and performance.

Manage enterprise learning programs and platforms (e.g., LMS, LinkedIn Learning).

Ensure learning solutions are practical, scalable, and tied to measurable improvements in performance and capability building.

Measure the effectiveness and impact of learning programs using data, feedback, and defined success metrics.

Manage external learning partners and vendors to deliver high-quality, scalable solutions.

Oversee and enhance early talent programs (e.g., interns, co-ops)

Other duties and responsibilities as assigned.

Basic Qualifications:

Bachelor’s degree in human resources, Business Administration, or a related field; Master’s degree and HR certifications (e.g., SHRM-SCP, SPHR) preferred.

Demonstrated experience in Human Resources, Organizational Development, or a related field, with a strong track record of building and scaling Talent, Learning, and Organizational Development capabilities

8-10 years of progressive HR experience, including significant experience in Talent Management, Learning, and/or Organizational Development.

Demonstrated experience designing and implementing performance management, succession planning, and leadership development programs.

Experience leading or building enterprise or function-wide talent programs in a growing organization.

Strong program leadership and change management experience, including driving adoption of new processes and frameworks.

Demonstrated ability to operate at both a strategic and execution level, translating enterprise talent strategies into practical, scalable solutions that drive measurable business impact.

Strong business acumen, with the ability to translate business priorities into talent, learning, and organizational development strategies.

Strong analytical and problem-solving skills, including the ability to use data and analytics to inform decisions, measure impact, and translate insights into action.

Strong communication and influencing skills across all levels of the organization.

Familiarity with learning platforms, LMS, and digital learning strategies.

MP Materials is Proud to be an Equal Opportunity / Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Underrepresented groups/Women/Disabled/Veterans are encouraged to apply. Candidates whose disabilities make them unable to meet the position’s requirements will still be considered qualified if they can perform the essential functions of the job with reasonable accommodation.

Your Right to Work – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment verification document form upon hire.

For Assistance with Application - Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact Human Resources Department at 702-844-6111; dial 7 when prompted for HR; 1700 South Pavilion Center Dr. 8th Floor, Las Vegas, NV 89135 to discuss reasonable accommodation.