Senior Director, HRBP & Talent Acquisition

Wheels, Inc.•Schaumburg, IL

2d•$157,100 - $219,900•Hybrid

About The Position

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.

Requirements

10+ years of progressive HR leadership experience, including direct, hands-on accountability for both HR and Talent Acquisition functions.
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.
Direct experience as a strategic partner to C-suite or senior executive leadership.
Deep expertise in HRBP operating models, organizational design, workforce planning, talent management, total rewards, and employee relations.
Deep expertise in modern talent acquisition: sourcing strategy, employer branding, structured interviewing, TA analytics, and recruiter enablement.
Strong knowledge of HR and TA technology stacks (Workday a plus).
Working knowledge of US employment law and multi-state compliance.
Strategic mindset paired with the operational rigor to deliver results.
Strong executive presence and the ability to influence senior leaders.
Demonstrated business acumen with the ability to connect people strategy to business performance, identify talent implications and guide leaders.
Data-fluent: builds business cases with evidence, sets meaningful KPIs, and uses data to inform decisions.
Outstanding people leader and coach who brings out the best in established teams and helps individuals grow.
High judgment in ambiguity, comfort leading through change, and a bias toward action.
A collaborative, team-first leadership style; builds trust quickly and leads with respect.
Bachelor's degree required.
Candidates must reside in the greater Chicago area and be open to traveling to our Alpharetta, GA office once per quarter.

Nice To Haves

Advanced degree (MBA, MS in HR, or related) preferred.
SHRM-SCP, SPHR, or equivalent certification preferred.

Responsibilities

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.
Translate business strategy into integrated people and talent strategies with clear, measurable outcomes.
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.
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.
Lead, coach, and support the HR team as they continue to expand their role as strategic business partners across the organization.
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.
Set direction across organizational design, workforce planning, succession, talent reviews, performance management, total rewards, and employee relations.
Invest in the tools, data, and rituals that help HR influence business decisions with evidence and insight.
Drive culture and engagement initiatives that connect directly to retention, performance, and business results.
Ensure we maintain strong operational discipline and compliance across employment law, benefits, HRIS, and policy.
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.
Continue strengthening our talent acquisition operating model: intake discipline, structured interviewing, scorecards, calibrated decision-making, offer negotiation and effective closing.
Build out proactive sourcing capability, talent pipelines, and talent mapping for critical and recurring roles.
Steward the employer brand, candidate experience, and full-funnel TA metrics (quality of hire, time to fill, source effectiveness, offer acceptance, first-year retention).
Support recruiters in consulting on role design, leveling and compensation positioning - broadening the value they bring to the business.
Determine the right mix of in-house, contract, and agency capacity to flex with business demand.
Foster a culture of accountability, collaboration and continuous improvement.
Get to know each member of both teams; understand their strengths, ambitions, and development goals, and build a plan that supports their growth.
Establish a clear operating cadence, KPIs, and service levels that help both teams focus their energy where it matters most.
Continue modernizing tools, processes, and how we use our tech stack (HRIS, ATS, analytics) to support how the teams work together to drive impact.
Foster tight integration between HR and Recruiting so that hiring, onboarding, development, and retention operate as one connected talent lifecycle.