HRBP Manager

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.

Job Overview

The Manager Human Resources Business Partner serves as a senior strategic advisor to leaders across complex and high-impact business areas translating business priorities into integrated people strategies that strengthen organizational capability leadership effectiveness workforce performance and employee experience. The role operates with a high degree of independence and enterprise influence using workforce insights organizational design talent planning and change leadership to anticipate business needs and shape sustainable solutions.

Although the position has no direct reports it leads through influence across PP&C centers of expertise shared services and cross-functional stakeholders. The role is accountable for the quality of people-related decisions the effectiveness of workforce plans and the disciplined execution of talent performance engagement and organizational-change priorities within its client groups.

Responsibilities and Duties

Strategic Workforce and Organizational Effectiveness

Partner with senior leaders to translate business strategy into a multi-year people agenda identifying the organizational capabilities workforce structure and leadership requirements needed to deliver business outcomes.

Lead organizational design role clarity span and layer reviews workforce planning and operating-model discussions for complex or evolving functions.

Challenge assumptions and provide objective counsel on organization talent culture and workforce risks balancing business priorities employee impact and enterprise standards.

Anticipate future capability gaps and develop practical strategies to build buy borrow or redeploy talent in partnership with Talent Acquisition Talent Management and business leaders.

Talent Performance and Leadership Strategy

Lead the talent agenda for assigned client groups including talent reviews succession planning performance differentiation leadership assessment development planning and critical-role coverage.

Coach senior leaders on team effectiveness leadership capability accountability and the actions required to strengthen performance and retention.

Use talent and business data to identify capability risks succession gaps retention concerns and development priorities; convert findings into measurable action plans.

Ensure performance and talent processes are executed with rigor consistency inclusion and clear follow-through.

Transformation and Change Leadership

Lead the people and organization workstream for significant transformations restructures integrations operating-model changes and strategic initiatives.

Develop stakeholder communication adoption and change-risk plans that enable leaders and employees to transition effectively.

Assess organizational readiness identify resistance or cultural barriers and recommend interventions that improve adoption and sustain change.

Partner across PP&C and the business to ensure workforce talent employee-relations and communications implications are addressed early and cohesively.

Workforce Insights and Decision Support

Build and maintain a fact-based view of workforce health using metrics such as attrition retention engagement internal mobility performance succession coverage spans and layers workforce cost and talent risk.

Translate data into clear business insights scenarios and recommendations for leaders rather than reporting metrics in isolation.

Establish regular people-review cadences with leaders and track progress against agreed workforce and talent outcomes.

Identify systemic themes and elevate enterprise-level opportunities to PP&C leadership and centers of expertise.

Leadership Advisory Employee Relations and Culture

Act as a trusted advisor on complex employee-relations performance conduct and organizational issues applying sound judgment appropriate escalation and consistent risk management.

Coach leaders through sensitive decisions and difficult conversations while ensuring alignment with company policies local labor requirements and Element values.

Use engagement feedback skip-level discussions new-manager assimilations and organizational listening to diagnose root causes and recommend targeted actions.

Advance an inclusive high-performance culture by embedding engagement well-being diversity equity inclusion and belonging into leadership and talent decisions.

Coordinate with PP&C operations and centers of expertise to ensure high-quality execution of employee lifecycle actions while maintaining focus on strategic priorities.

Whats in it for You

At Element we recognize our teams efforts with a competitive compensation package and benefits that go beyond legal requirements:

Competitive base salary

Annual bonus

Savings fund and savings account

Retirement plan with company contribution

Grocery and restaurant vouchers

Support for sports activities

Additionally we offer non-monetary benefits that enhance your quality of life serve the needs of you and your family and foster a culture of wellness: medical and life insurance flexible schedules a hybrid work model and free parking.

We are a culture of innovation empowerment decision-making and accountability.

Candidates must be willing to comply with a pre-employment background check.

Element Fleet Management and its wholly owned subsidiaries are an equal opportunity employer committed to diversity equity inclusion and belonging. We are pleased to consider all qualified applicants for employment without regard to race color religion gender identity age sex sexual orientation disability national origin Aboriginal/Native American status protected veterans status or any other legally-protected factors. Disability-related accommodations during the application and interview process are available upon you require an accommodation with our hiring process please send an email to or call.