Senior Director, HRBP & Talent Acquisition
Schaumburg, IL | Hybrid (3 days in-office) | Full-time
We are looking for a strategic HR leader to lead our HRBP and Talent Acquisition organizations. Reporting to the Chief People Officer, this is a strategic leadership role: a key partner to the CPO and the broader executive team, and a leader who can help our HR and Recruiting teams continue to grow into the next chapter of their work.
Both teams bring real strength today. We are investing in this leadership hire to add senior-level strategic capacity, provide strong coaching and development, and connect the day-to-day work of HR and Recruiting more tightly to long-term business strategy. The right leader will partner closely with both teams—building on what is already working, broadening their strategic influence across the business, and giving them the support and tools to do their best work.
We are seeking someone with genuine depth in both HR and Talent Acquisition, who has led both functions and understands what great looks like in each.
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Serve as a strategic advisor and thought partner to the CPO and executive team on workforce strategy, organizational design, leadership effectiveness, talent planning, and culture.
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Translate business strategy into integrated people and talent strategies with clear, measurable outcomes.
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Champion HR and Talent Acquisition as business-driving functions, ensuring the work of both teams is connected to enterprise priorities and visible to senior leaders.
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Act as the senior sponsor and budget owner for our DEIB programming – including communications, events, and Employee Resource Groups, working alongside the employee leaders of each ERG and workstream to amplify their ideas, remove barriers, and help bring their initiatives to life.
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Lead, coach, and support the HR team as they continue to expand their role as strategic business partners across the organization.
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Work alongside the team to evolve our HRBP operating model—creating clearer engagement with the business, stronger consulting capability, and the right balance between strategic work and operational excellence.
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Set direction across organizational design, workforce planning, succession, talent reviews, performance management, total rewards, and employee relations.
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Invest in the tools, data, and rituals that help HR influence business decisions with evidence and insight.
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Drive culture and engagement initiatives that connect directly to retention, performance, and business results.
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Ensure we maintain strong operational discipline and compliance across employment law, benefits, HRIS, and policy.
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Lead and coach the Recruiting team as they expand their role as strategic talent advisors to hiring leaders—shaping hiring strategy, sharing market intelligence, and influencing workforce decisions.
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Continue to strengthen our talent acquisition operating model: intake discipline, structured interviewing, scorecards, calibrated decision-making, offer negotiation and effective closing.
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Build out proactive sourcing capability, talent pipelines, and talent mapping for critical and recurring roles.
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Steward the employer brand, candidate experience, and full-funnel TA metrics (quality of hire, time to fill, source effectiveness, offer acceptance, first-year retention).
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Support recruiters in consulting on role design, leveling and compensation positioning - broadening the value they bring to the business.
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Determine the right mix of in-house, contract, and agency capacity to flex with business demand.
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Foster a culture of accountability, collaboration and continuous improvement.
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Get to know each member of both teams; understand their strengths, ambitions, and development goals, and build a plan that supports their growth.
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Establish a clear operating cadence, KPIs, and service levels that help both teams focus their energy where it matters most.
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Continue modernizing tools, processes, and how we use our tech stack (HRIS, ATS, analytics) to support how the teams work together to drive impact.
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Foster tight integration between HR and Recruiting so that hiring, onboarding, development, and retention operate as one connected talent lifecycle.
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10+ years of progressive HR leadership experience, including direct, hands-on accountability for both HR and Talent Acquisition functions.
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A track record of leading HR and/or recruiting teams in ways that expanded their strategic impact and developed individual contributors as well as managers along the way.
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Direct experience as a strategic partner to C-suite or senior executive leadership.
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Deep expertise in HRBP operating models, organizational design, workforce planning, talent management, total rewards, and employee relations.
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Deep expertise in modern talent acquisition: sourcing strategy, employer branding, structured interviewing, TA analytics, and recruiter enablement.
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Strong knowledge of HR and TA technology stacks (Workday a plus).
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Working knowledge of US employment law and multi-state compliance.
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Strategic mindset paired with the operational rigor to deliver results.
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Strong executive presence and the ability to influence senior leaders.
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Demonstrated business acumen with the ability to connect people strategy to business performance, identify talent implications and guide leaders
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Data-fluent: builds business cases with evidence, sets meaningful KPIs, and uses data to inform decisions.
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Outstanding people leader and coach who brings out the best in established teams and helps individuals grow.
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High judgment in ambiguity, comfort leading through change, and a bias toward action.
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A collaborative, team-first leadership style; builds trust quickly and leads with respect.
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Bachelor's degree required; advanced degree (MBA, MS in HR, or related) preferred.
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SHRM-SCP, SPHR, or equivalent certification preferred.
This role is based in Schaumburg, IL on a hybrid schedule, with three days per week in our new Schaumburg office. Candidates must reside in the greater Chicago area and be open to traveling to our Alpharetta, GA office once per quarter.
CORE VALUES
At Wheels, we believe in fostering a culture that is built on our Core Values and Guiding Principles. We cultivate a culture of excellence and innovation by upholding these values, driving our collective success and growth.
Integrity – Always act with integrity and honesty.
One Team – Treat others with dignity and respect; act as a cohesive, inclusive and accountable team that is making a difference.
Innovation – Drive continuous improvement, spark creativity and embrace next generation thinking.
Customer Success – Ensure that customer and driver success is at the heart of everything we do.
CULTURAL ATTRIBUTES
At Wheels, our culture guides us how we work every day, and we look for team members who show these behaviors:
Discipline Drives Quality – Plan the Trip: Think proactively, hold a high bar, follow through by leveraging experience and systems. To produce quality outcomes, we must be intentional and deliberate in everything we do, from big bets to daily execution.
Intellectually Curious – Fuel Your Minds: Be bold, challenge assumptions, think differently, look outside the box. Strive to unlock your own thinking and create new possibilities.
Commit and Deliver – Own It: Take responsibility for your work, from start to finish, and be accountable for the results. Think and act like an owner of the business.
Relationships Matter – Share the Ride: Trust is central, both with key internal and external stakeholders. Relationships are not a side effect of work but a driver of success.
DISCLAIMER
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
Wheels recognizes benefits are a significant part of your employee experience, and we've created a robust benefits package that is market-leading, competitive offerings so you and your family can receive outstanding care. Please click here for an overview of the benefits available to you and your family.
Pay Range:
$175,000 - $225,000
The base salary range for this position is listed above. This position is eligible to participate in the annual incentive plan which is based on company performance and individual performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience, education, certifications, skill level and expertise, and may vary from the amounts listed here.
