Director, HR Business Partner

WEX•Portland, ME

9d•$177,100 - $205,600•Hybrid

About The Position

The Director, HRBP is a high-impact, executive-level people strategist who serves as a trusted advisor to WEX’s Executive Leadership Team (ELT) and Senior Leadership Team (SLT) within the Corporate organizations. Reporting directly to the VP of Business Excellence & Strategic HRBP Partnerships, this leader acts as the primary architect of workforce capability, talent density, and structural agility across the business. The ideal candidate is a data-driven, business grounded changemaker who excels at translating complex business roadmaps into proactive organizational designs. This leader will play a critical role in advancing WEX’s transition toward an AI-native operating model, shifting HR delivery from a responsive support function to a predictive, prescriptive consulting engine that directly drives enterprise velocity and growth. This position involves leading, growing, and developing a small team. This position is flexible for a hybrid schedule based out of Portland, ME.

Requirements

Undergraduate degree in Human Resources, Business Administration or a related field
10+ years of progressive HR leadership experience
Significant experience operating in a large global organization
Ability to leverage data-driven insights to influence the "why" of business decisions.
Proven success in leading large-scale restructures and complex M&As.
Demonstrated ability to build trust and credibility with executive leaders as a "Trusted Advisor".
Ability to influence, challenge, and coach executives with a data-driven and objective perspective.
A steady leader who can navigate ambiguity and maintain organizational focus during periods of change.
Systems thinker capable of moving away from individual HR function thinking to broader employee lifecycle thinking.

Nice To Haves

Master’s Degree
Professional Certification: SPHR, SHRM-SCP, or executive coaching certification.

Responsibilities

Serve as a strategic partner and executive coach to ELT and SLT members, influencing high-stakes business decisions, leadership modeling, and succession planning.
Lead macro-level organizational design initiatives, conducting comprehensive structural assessments to eliminate operational drag, reduce sequential bottlenecks, and optimize cross-functional velocity.
Collaborate with leadership to translate AI initiatives into practical workforce design, role evolution, and upskilling strategies for the business.
Act as a core architect for large-scale change management initiatives, structural reorganizations, and corporate integrations, ensuring a unified front and seamless talent continuity during major corporate transitions.
Design and execute robust, data-backed talent strategies that elevate the global talent density footprint and secure leadership pipelines for business-critical seats.
Partner seamlessly with HR Centers of Excellence (Total Rewards, Global Talent Acquisition, Talent Management, Employee Relations, and Workforce IQ) to ensure enterprise people programs are customized and flawlessly executed to meet specific business objectives.
Combine business metrics, talent data, and market trends to help leaders solve organizational challenges, address capacity constraints, and retain critical talent.