Director, Human Resources Business Partner

Get started on an exciting career at Element!

Element employees make a difference in the lives of others every day. We are re-defining the fleet management industry to be people first, then business – delivering on our promise of a superior client experience. This takes hard work and innovation, and we need more like-minded people on our team.

About the Role

We’re looking for a strategic and influential leader to join our team as HRBP Director. In this role, you will lead a team of 1–2 HR professionals and act as a key liaison with HR Centers of Excellence, including Compensation, Talent, DE&I, and Learning & Development. You will partner with senior leaders, functional heads, and executive committees across multiple business units and geographic regions (US, CAN, IR, ANZ, and MEX) to shape talent strategy and people outcomes. This role holds strong influence across the organization and is accountable for aligning HR strategies with business objectives to drive performance, engagement, and transformation.

What You’ll Do

• Partner with executive and senior business leaders to align HR strategies with business objectives, ensuring workforce design, succession planning, and leadership development drive business performance.

• Serve as a key member of the business leadership team, influencing decisions related to structure, talent, and culture.

• Provide data-driven insights and thought leadership on workforce trends, engagement, and retention.

• Lead all people management initiatives for respective function – develop and execute HR strategies in partnership with VPs and SVPs

• Accountability for the tracking and achievement of KPIs – i.e. Time to fill positions, manager effectiveness, contingent and FTE headcount

Talent Strategy, Development & Succession Planning

• Lead the execution of talent management initiatives including succession planning, leadership development, and high-potential identification.
• Partner with Learning & Development and Talent Acquisition to strengthen the internal talent pipeline, promote mobility, and build leadership capability across the function.
• Ensure DE&I principles are embedded in all talent decisions.

Change Leadership & Employee Engagement

• Advise leaders on organization design, restructuring, and change management strategies to ensure successful transformation initiatives.
• Drive initiatives that improve employee engagement and foster a positive, inclusive culture.
• Support and coach leaders on effectively managing change, building trust, and maintaining communication transparency.

HR Team Leadership & Operational Excellence

Basic Qualifications

• Bachelor’s degree in human resources, Business Administration, or related field required; Master’s or MBA preferred.
• 10+ years of progressive HR experience, including at least 5 years in a senior HRBP or HR leadership capacity.
• Demonstrated success in driving organizational transformation, talent management, and leadership development.
• Proven ability to operate as a strategic thought partner and trusted advisor to senior executives.
• Experience leading high-performing HR teams in a complex, matrixed organization.
• Professional certifications (SPHR, SHRM-SCP) are preferred.

Knowledge and Competencies:

• Strategic Influence & Decision-Making: Shapes business strategy through HR insight and analytics; guides leaders on complex organizational decisions with significant business implications.
• Complexity & Independent Judgment: Operates autonomously in high-impact decisions related to talent, organization design, and cultural transformation.
• Leadership & Autonomy: Leads and mentors HR professionals, fostering a high-performance, collaborative HR function.
• Innovation & Problem Solving: Uses data-driven insights and design thinking to reimagine HR programs and improve talent outcomes.
• Change Leadership: Champions change management, ensuring smooth implementation of reorganizations, M&A integration, or new business models.
• Business Acumen: Deep understanding of financial, operational, and strategic levers to link HR solutions to measurable business results.
• DE&I and Culture Advocacy: Promotes equity, inclusion,