HR 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.

The Human Resources Business Partner (HRBP) acts as a strategic partner to the business, responsible for driving talent initiatives aligned with organizational objectives. This role supports change management, builds strong employee relations, and fosters a culture of high performance, inclusion, and growth.

This role will be directly responsible for:

- Align the talent strategy with business goals, ensuring effective implementation of HR initiatives.
- Lead change management processes to support organizational transformations.
- Manage internal communication and build strong relationships with leaders and employees.
- Analyse HR data and present key metrics to support data-driven decision-making.
- Partner with leaders on performance reviews, talent assessments, and succession planning.
- Promote leadership development and effective leadership practices.
- Proactively address and resolve employee relations issues and workplace conflicts.
- Provide mentoring and coaching to leaders and teams to support professional growth.
- Ensure compliance with internal policies, labor laws, and regulations.
- Drive diversity, equity, and inclusion in all talent processes and decisions.
- Maintain a strong internal customer focus by delivering high-quality HR support.
- Adapt quickly to organizational and market changes, proposing HR innovative solutions.

Principal

**Responsibilities**:
Strategic Talent Alignment
- Partner with business leaders to align people’s strategies with organizational goals, ensuring PP&C initiatives support business success.

Performance Management and Talent Development
- Drive performance review cycles, succession planning, leadership development and IDPs.
- Partner with managers to assess and grow talent capabilities.

Employee Relations & Conflict Management
- Address workplace issues and conflicts, ensuring fair and timely resolution while promoting a positive work environment.
- Use EthicsPoint as a tool to register compliance cases for Global purpose reporting, analysis, investigation and resolution of each case.

Change Management
- Lead and support from an HR perspective, change initiatives to enable agile transitions and cultural alignment during organizational transformations.

HR Metrics and Data Analysis
- Analyze HR data to drive strategic decisions (for example attrition, retention, workforce trends, span control)

Engagement & Communication Management
- Maintain strong, trust-based relationships with stakeholders (leadership team).
- Facilitate clear communication and alignment across teams.
- Lead and conduct Skip level and New Manager’s Assimilation processes, to understand leadership opportunities and deliver recommendations to improve team’s engagement.
- EES- Bimonthly check in with EES committees to track progress and success.
- Active participation in engagement activities, making sure all actions are inclusive and consider all facilities.
- Promote well-being culture and practices.

Coaching & Mentoring
- Support the development of leaders and teams through ongoing coaching and guidance.

Diversity, Equity, Inclusion & Belonging
- Promote DEIB principles through inclusive practices and awareness-building, reinforcing a culture of belonging.
- Work with PP&C team and the business to promote and encourage BSC DEIB’s KPI’s occur organically.

Coordinate and execute transactional HRPB activities:

- Promotions, lateral movements, present offer letters, support recruitment interviewing processes, onboarding interviews, hiring process, employee terminations, exit interviews.

Education and Experience
- Bachelor’s degree in Human Resources, Psychology, Business Administration, or related field.
- 5+ years of experience as an HRBP or in strategic HR roles.
- Proven experience leading organizational change, leadership development, and conflict resolution.
- Strong analytical skills for interpreting HR data and generating strategic insights.
- Excellent negotiation and relationship management abilities at all organizational levels.
- Strong communication, coaching, and mentoring skills.
- Knowledge of local labor legislation.
- Customer-centric mindset, agility, and results orientation.

Knowledge and Competencies

Knowledge
- HR Strategy and business acumen: understanding of how PP&C contributes to business success.
- Labor Law: Local labor general regulations.
- Talent Management: Concepts and practices related to performance, succession and development.
- HR Analytics and Metrics: Ability to analyze data and provide insights for decision-making.
- Employee relations
- Understanding of conflict resolution, engagement, and employee e