Director of Field HRBPs

EquipmentShare is Hiring a Director of Field HRBPs

EquipmentShare is searching for a Director of Field HRBPs for our corporate office in Columbia, MO, to support our team as the department continues to grow.  Remote work in the United States is available. 

People First Team Mission  

We enable EquipmentShare to attract & hire, engage & develop, and retain world-class talent who deliver exceptional customer service and change the way construction does business.

People First Team Tenets (Guiding Principles)   

• We prioritize solutions to enhance the success and experiences of our field-based employees, who are the heart of our business. 
• We operate with integrity, humility, drive and intelligence in all that we do.
• We favor simplicity and reinforce ‘brilliant basics’ to bust complexity. 
• We strive for transparency to ensure shared understanding and success as a team.   
• We embrace opportunities to make a meaningful impact in our local communities whom we serve.

Role Description 

The Director of Field HRBPs will work alongside the Leadership Team to build a Talent and HR organization from scratch, with an individualized focus on supporting field leaders and employees. In this role you will collaborate with operations and sales leaders to identify the unique needs of stakeholders, and build an HR organization that meets the needs of the business while remaining agile, and able to scale for future growth. You will be responsible for the field HRBP strategy, roadmap, and business partnerships; and will lead the team to deliver measurable results across client groups. 

Key Responsibilities: 

• Team Leadership: The Director of Field HRBPs will be responsible for building a team of regional HRBPs and support staff, establishing standard work and KPIs, fostering an environment of feedback and career development, and coaching as necessary. You will model what ‘good looks like’ in terms of being a thought partner and coach to business leaders. 
• Stakeholder Management: As the leader of the field BP team, you will work directly with senior leaders in the organization to establish people processes and guardrails. Earning trust of stakeholders is critical to the success of your HRBPs, and you will need to monitor and coach your team as you engage with the business. The HRBP function has not historically existed at EquipmentShare, and leaders will need to be brought along as we build. You will need to listen, teach, coach, and drive clarity in roles and responsibilities across stakeholder groups. 
• Field First Strategy: In this role, you will not copy and paste what you know from other organizations, but rather you will build a bespoke model attuned to the culture of EquipmentShare.  To do this, you will become a SME of field operations and. key strategic partner to business leaders. As a voice and advocate for the field, you will play a large role in ensuring that global talent strategies maintain a 'field first' approach and we are building processes while keeping the front line to of mind.
• Talent and Performance Management: You will lay the foundation for talent management (manager development, talent reviews, promotions processes, succession planning) and performance management (process discipline, 1:1 consistency, coaching, documentation, terminations) across the field organization - setting the strategy, communicating throughtfully, and applying accountability for supporting the employee lifecycle at EquipmentShare.
• Collaboration: You will work closely with your Talent Management counterpart to establish a philosophy and roadmap for strategic initiatives intended to stabilize talent processes across the company. In addition, you will partner closely with the HRSS Manager, PFO Business Operations team, Talent Acquisition team, L&D team, and P&T team to cross functionally work towards cohesive process and career journey mapping for all employee profiles.

We are looking for:

• A dynamic leader, with aptitude to work across and influence a variety of employee profiles 
• A systems thinker and able to ‘connect the dots’ and identify key milestones and areas of improvement in the employee lifecycle
• A structured problem solver and planner, with proven time management, process governance experience
• A scrappy innovator - willing to experiment and move forward with an 80% solution, while knowing what situations warrant slowing down to ensure compliance
• A customer-obsessed problem-solver able to define, measure, analyze, improve and control outcomes 
• A clear communicator who interacts with stakeholder across levels to gather