Job Purpose

This role designs, operationalizes, and continuously evolves Herc Rentals' enterprise talent management and leadership development strategy, ensuring a strong, future-ready leadership pipeline. This is an opportunity to define and execute the next stage of the company’s Talent Management strategy and approach, creating practical, scalable, measurable solutions that meet today's business needs while preparing leaders for tomorrow's challenges.  As Herc grows across North America expanding our branch network, integrating acquisitions, and scaling field operations in a safety-critical, customer-facing industry this role builds the leadership bench needed to sustain operational excellence, customer focus, and profitable growth.

Serving as strategic advisor and execution partner to senior leaders and field Human Resources, the role is accountable for setting direction, driving adoption, governing, enabling leaders, and delivering measurable results across the enterprise.  Working closely with Talent Acquisition & Internal Mobility, Field Operations Learning & Development, field Human Resources and senior business leaders, this role ensures a consistent leadership philosophy, shared tools, disciplined execution, and clear ownership of talent management across the people and culture ecosystem. Programs are designed to reflect the realities of networked branch and district operations while maintaining enterprise standards, and to help leaders and teams confidently adopt enterprise talent management processes and practices.

What you will do...

Talent Management Strategy & Execution

• Contribute as a member of the Talent Leadership Team, partnering with colleagues to shape the direction, priorities and effectiveness of the company’s People & Culture strategy
• Own and operationalize the enterprise talent management framework and key processes including talent reviews, high-potential identification, succession planning, and leadership development.
• Partner with Sales, Operations, and field Human Resources to translate business strategy into clear talent management priorities, execution plans, and measurable outcomes.
• Improve the quality and use of workforce and talent information, build talent from within and support adoption of consistent talent management approaches enterprise wide
• Enable development from within by increasing talent visibility, career pathways, priority experiences and leadership readiness, helping the business build capability and create opportunities for people to grow and develop

Leadership Development & Program Execution

• Design, launch, and oversee leadership development programs across all levels, from front-line managers to senior leadership.
• Ensure leadership experiences are practical, experience-based, performance-oriented, and tied to business outcomes.
• Continue the build-out and implementation of a leadership development framework and ecosystem that enables leaders to continuously develop leadership skills while also addressing the need to strengthen the bench of future, high potential leaders.

Succession Planning & Executive Development

• Lead enterprise succession planning for field operations, enabling the identification and development of future field leaders
• Facilitate succession reviews with senior leaders, ensuring disciplined follow-through and accountability for closing readiness gaps.
• Support executive development and coaching aligned to readiness gaps, including building executive sponsorship credibility for AI-enabled transformation.

Assessment, Data & Insight Application

• Leverage assessments and talent analytics to inform decisions while reinforcing leadership accountability and judgment.
• Track metrics for leadership effectiveness, bench strength, pipeline health, and AI/digital capability maturity.
• Translate insights into concrete development, succession, and training actions, including targeted AI interventions where gaps are identified.

Change Leadership & Enterprise Enablement

• Reinforce leadership expectations and cultural priorities through consistent systems, messaging, and behaviors.
• Enable leaders to navigate growth, transformation, acquisitions, and AI-driven change through practical capability building and structured change support.

Requirements

• Bachelors degree in Human Resource Management, Business, Organizational Development, or a related field; MBA degree preferred.
• 10 years of experience leading at an enterprise level talent management and/or people and culture strategy for a geographically dispersed, branch or store-based business preferred.
• Proven ability and expertise in managing and guiding talent management frameworks, systems, and leadership development programs.
• Strong track record in organization design, including leadership succession strategies and approaches, and leadership development initiatives.
• Demonstrated experience in bringing modern learning strategies and future-of-work concepts to life within a large organization, while astutely meeting the organization where they are today.
• Exceptional stakeholder management capabilities coupled with a cooperative and highly communicative working style.
• Preferred experience in distributed, branch-based, or field-operations-focused environments (e.g., rental, distribution, transportation, logistics, industrial services, construction).

Skills

• Strategic thinking and executive influence
• Business acumen and project management
• Enterprise leadership development and succession planning
• Change leadership and organizational effectiveness
• Data and insights expertise; data-informed decision making; measurement and evaluation
• AI literacy and responsible AI leadership, including hands-on familiarity with enterprise AI/digital tools and the ability to translate technical capability into practical, role-based training
• Instructional design and curriculum development for adult learners in blended (live, digital, on-demand) formats
• Stakeholder partnership across corporate, field, and technology/IT environments