Head of HR Business Partners

Daimler Truck•Portland, OR

1d•Hybrid

About The Position

The Director, HR Business Partners serves as a strategic advisor to senior business leaders and leads a team of HR Business Partners supporting DTNA’s manufacturing, engineering, operations, and corporate functions. In addition, this role is responsible for HR operation operations within the Aftermarket Solutions group and acts as liaison to HR leader for Daimler Financial Services US to align operations aspects of HR delivery. This role ensures the integration of HR strategy with business objectives, drives organizational effectiveness, and enables leaders to deliver strong business results through their people.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
10+ years of applicable experience in with 5+ years of progressive HR experience, including senior‑level HR Business Partner leadership.
Proven HR experience supporting complex, matrixed organizations within manufacturing, engineering, or industrial environments.
Demonstrated experience advising executive leaders and influencing decisions at the Executive / Opcom level.
Strong background in organizational design, change management, and talent management.
Experience leading and developing HR teams.
Solid knowledge of U.S. employment law and employee relations practices; labor relations experience strongly preferred.

Nice To Haves

Key Competencies Strategic thinking and business acumen Executive presence and influence Data‑driven decision making Change leadership Coaching and talent development Collaboration across global and functional boundaries Ability to operate effectively in a fast‑paced, operationally complex environment

Responsibilities

Act as a strategic advisor to senior leaders (Top Executives/Opcom), influencing business outcomes through workforce, organization, and leadership strategies.
Translate business strategy into integrated HR solutions across talent management, succession planning, workforce planning, performance management, engagement, and culture.
Partner with global HR colleagues to align US/Canada priorities (including alignment with Mexico) with Daimler Truck global frameworks while ensuring local relevance.
Lead, coach, and develop a team of HR Business Partners, ensuring consistent, strategic and administrative HR support across assigned functions.
Establish clear expectations, operating rhythms, and capability standards for the HRBP team, focusing on strategic impact while maintaining consistency on functional HR topics.
Serve as escalation point for complex employee relations, organizational design, and leadership issues.
Lead organization design, restructuring, and change initiatives, including workforce transitions, site transformations, and leadership changes.
Support major business transformations including restructuring, M&A, and operating model changes.
Drive talent reviews, succession planning, and leadership development initiatives for senior leaders and critical roles.
Partner with Talent Acquisition and Culture & Development leadership to ensure strong talent pipelines for key technical, leadership, and hard‑to‑fill roles.
Coach leaders on performance management, leadership effectiveness, and team dynamics.
Ensure consistent application of HR policies, employee relations practices, and labor relations frameworks (including union environments where applicable).
Partner with Employment Law, Labor Relations, and Compliance to manage risk, investigations, and sensitive people matters.
Ensure compliance with federal, state, and local employment laws and Daimler Truck policies.
Work closely with Talent Acquisition, Total Rewards, Labor Relations, Benefits and Culture & development) to deliver seamless and scalable HR solutions.
Provide business context and feedback to these departments to continuously improve HR programs and processes.

Benefits

annual variable pay bonus program
company paid company vehicle with insurance and fuel card
401k company contribution with company match up to 6% as well as non-elective company contribution of 3 - 7% depending on age
non-qualified deferred compensation plan with company contribution of 7% of variable pay
starting at 4 weeks paid vacation
13+ holidays per calendar year
Paid parental leave
employee assistance program
comprehensive health care plans and wellness programs
onsite fitness (at some locations)
tuition assistance program
volunteer paid time off
short-term and long-term disability plans