Vice President - Field Human Resources, PTL

Position Summary:
This position is a key member of the HR Leadership team, partnering with leaders in Penske Truck Leasing (PTL) Field Operations to create talent strategies that drive the business forward.

The Vice President, Field Human Resources will design and operationalize a comprehensive plan to deploy the Enterprise HR Strategy across the field organization, ensuring consistent standards, strong talent practices, and full compliance. This leader will create a clear, measurable roadmap for implementation, prioritize initiatives that close capability and performance gaps in field locations, and translate enterprise programs into practical, location-level solutions. The role requires building credibility with operators, driving manager capability, and influencing outcomes through a matrixed HR team while maintaining a focus on talent, standards, consistency, and regulatory compliance.

In addition, this leader must partner closely with leaders from labor relations, talent development, staffing, and total rewards to ensure HR strategies are executed effectively in the field and are fully aligned with workforce realities. The role will also collaborate with functional leadership teams—including finance, maintenance, rental, and sales—to align priorities, integrate people-related initiatives, and ensure HR support is connected to operational needs and business performance.

Qualified candidates for this role will have at least 12 years of progressive multi-site HR experience, 7 years of team leadership, and strong communication and influencing skills. This position will be based out of Penske’s corporate office located in Reading, PA, 75 miles northwest of Philadelphia. This is an office first position at least 4 days in office per week. This role will require travel up to 50%.

Major Responsibilities
• Translate the Enterprise HR Strategy into a practical, measurable deployment plan for the field organization. 
• Establish and maintain consistent HR standards, policies and practices across field locations. 
• Lead a matrixed HR team (direct and dotted-line) responsible for talent acquisition, development, performance management, employee relations and compliance in the field. 
• Partner with Senior Vice Presidents and Area Vice Presidents to build leadership capability, strengthen frontline coaching and improve team performance. 
• Drive talent programs: workforce planning, succession planning, high-potential identification, and targeted development initiatives. 
• Ensure compliance with federal, state and local employment laws and enterprise policies; prepare for and respond to audits and investigations. 
• Implement metrics, dashboards and reporting to measure deployment progress, talent outcomes and compliance performance. 
• Lead change management for HR program rollouts and serve as an advisor on organizational design and people-related risks. 
• Manage HR resources and budgets for field programs; recruit, coach and develop HR business partners.
• Partner with Labor Relations to support collective bargaining strategy, manage grievance processes, and ensure consistent application of labor agreements in the field. 
• Collaborate closely with Total Rewards to align compensation structures, incentive plans and benefits design initiatives with field roles and market realities. 
• Work with the Staffing teams to align sourcing and hiring strategies, reduce time-to-fill for critical roles and support scalable onboarding for field hires. 
• Partner with the Talent Development team to ensure field needs are reflected in enterprise solutions and that rollouts are smooth and locally executable.
• Other duties and tasks assigned by supervisor