HRBP Manager

Element Fleet Management México; United States; Hybrid; MXN 900,000 - 1,300,000; Full time

Benefits offered by this job

Annual bonus

Savings fund

Retirement plan

Vouchers (groceries/restaurant)

Sports activities

Flexible schedules

Hybrid work model

Free parking

Life insurance

Job summary

Element Fleet Management México is seeking a Senior Manager, Human Resources Business Partner to serve as a strategic advisor to leaders across diverse business areas. You will translate priorities into integrated people strategies, shape organizational capability, and influence talent and performance across PP&C centers of expertise.

This role leads through influence, coaching senior leaders on team effectiveness, and driving change across transformations with a focus on inclusion and

Qualifications

• Senior strategic advisor to leaders across complex business areas.
• Translate business priorities into integrated people strategies.
• Lead workforce and talent planning with influence across centers of expertise.
• Coach leaders on organizational effectiveness and change leadership.

Responsibilities

• Partner with senior leaders to translate business strategy into a multi-year people agenda.
• Lead organizational design, role clarity, and workforce planning for complex functions.
• Provide objective counsel on organization, talent, culture, and workforce risks.
• Develop practical talent strategies with Talent Acquisition and Talent Management.
• Lead the people workstream for major transformations and change initiatives.
• Build a fact-based view of workforce health using key metrics and insights.

Job description

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.

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.

What’s In It For You

At Element, we recognize our team's 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 request. Should you require an accommodation with our hiring process please send an email to [e-mail] or call 55 5018 7100.