About The Role

A Day in the Life

The Vice President Human Resources, Field is responsible for setting and executing the people strategy across core field and operational divisions supporting our businesses and support areas spanning rental, fleet, mobility, and services. This leader serves as a strategic human resources partner to senior business leaders and drives enterprise-aligned HR priorities that strengthen organizational capability, workforce effectiveness, compliance, culture, and the employee experience across geographically dispersed field operations.

This role provides executive-level HR consultation and thought partnership across people, policy, labor and employee relations, organizational design, talent strategy, change management, and performance. The Vice President leads and develops a high-performing HR team, uses data and business insights to identify trends and risks, and partners cross-functionally to deliver practical solutions that support business performance and a positive, consistent employee experience.

The salary range for this position is starting at $200,000 - $250,000.

What You’ll Do

Develop and execute the field HR strategy in alignment with organizational priorities, operational objectives, and workforce needs across the assigned region, division, or functional scope.
Serve as a strategic advisor to senior functional leaders spanning rental, fleet, mobility and service business and operational areas on people strategy, workforce planning, organizational effectiveness, talent risks, culture, and change leadership.
Provide strategic HR leadership for the rental business, including Customer Operations, Customer Experience and other teams, in close partnership with the VP Human Resources International and Senior Director supporting our corporate functions, to ensure aligned and consistent support in delivery of business partnerships.
Lead, coach, and develop a geographically dispersed team of HR Business Partners and HR leaders supporting both union and nonunion environments.
Partner with Labor Relations to prepare for and participate in collective bargaining, grievance management, arbitration strategy, labor contract administration, and ongoing union-management relations.
Oversee complex employee relations matters, investigations, performance concerns, and escalations; identify trends, address root causes, and ensure consistent, fair, and compliant resolution.
Drive a culture of compliance by partnering with Legal, Compliance, HR Shared Services, Labor Relations, Safety, and business leaders to ensure consistent application of policies, practices, and employment-related requirements.
Support talent management processes, including succession planning, talent reviews, leadership development, performance management, retention strategies, and workforce capability planning.
Use HR metrics, workforce analytics, and business data to identify opportunities, measure impact, inform decision-making, and proactively address turnover, engagement, compliance, and organizational health trends.
Champion employee experience, engagement, inclusion, and leadership accountability by ensuring HR programs, communications, and field support are practical, accessible, and consistently executed.
Identify and recommend solutions related to organization design, compensation, safety, training, leadership capability, workforce planning, and operational effectiveness.

Key Leadership Expectations

Act as an enterprise-minded HR leader who translates business priorities into people strategies and measurable outcomes.
Build trust and credibility with senior leaders, field teams, HR partners, and cross-functional stakeholders through sound judgment, confidentiality, and consistent execution.
Model inclusive leadership, decision-making, accountability, and a strong commitment to compliance and employee experience.

What We’re Looking For

12+ years of progressive Human Resources experience, including broad HR business partner, field HR, employee relations, talent management, and/or organizational effectiveness experience.
6+ years of experience providing HR partnership and consultation to executive-level leaders required.
Experience leading HR teams and developing HR talent across multiple locations or a geographically dispersed workforce required.
Labor relations experience required, including collective bargaining, grievance management, arbitration preparation, and union contract interpretation.
Bachelor’s degree in Human Resources, Business Administration, or a related field required; equivalent relevant experience may be considered. Advanced degree preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Advanced knowledge of federal, state, and local employment laws and the ability to apply employment practices consistently in complex, multi-state environments.
Demonstrated ability to influence, coach, and advise senior leaders while balancing employee advocacy, business objectives, compliance, and risk mitigation.
Strong business and financial acumen, with the ability to connect HR strategies to operational performance, workforce productivity, and organizational outcomes.
Experience using HR data, workforce analytics, and reporting to identify trends, communicate insights, and drive action.
Excellent verbal and written communication skills, including the ability to communicate effectively with executives, field leaders, HR teams, and front-line employees.
Proven ability to lead through ambiguity, drive organizational change, manage competing priorities, and make sound decisions in a fast-paced environment.
Courageous, inclusive, accountable leadership style with a strong commitment to employee experience, compliance, collaboration, and high performance.
Highly preferred to be hybrid 3 days a week in Atlanta, GA or Estero, FL but open to remote
Travel is required.