HR Business Partner
New
CanadaFull-TimeSenior
Salary$80,000 to $119,000 CAD, plus bonus opportunities
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Job Details
- Experience
- 8+ years of progressive Human Resources experience, including at least 3 years in an HR Business Partner or similar strategic HR role.
- Required Skills
- Change Management
Requirements
- 8+ years of progressive Human Resources experience, including at least 3 years in an HR Business Partner or similar strategic HR role.
- Strong expertise in employee relations, talent management, organizational development, leadership coaching, and performance management.
- Demonstrated ability to build trusted relationships and influence leaders at all organizational levels.
- Experience supporting high-growth, fast-paced organizations through periods of transformation, scaling, and change.
- Strong understanding of workforce planning, organizational effectiveness, and people strategy development.
- Proven ability to balance employee advocacy with business needs while exercising sound judgment and discretion.
- Excellent communication, consulting, interpersonal, coaching, and conflict-resolution skills.
- Strong analytical capabilities with experience interpreting data, identifying trends, and developing actionable recommendations.
- Experience leading HR projects, process improvements, and cross-functional initiatives from planning through execution.
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Experience supporting compensation planning, organizational design, workforce planning, or change management initiatives is an asset.
- Professional HR certification (such as SHRM-CP, SHRM-SCP, PHR, or SPHR) is preferred.
Responsibilities
- Partner with leaders, managers, and employees to develop and implement people strategies that support business objectives and organizational growth.
- Act as a trusted advisor on organizational effectiveness, workforce planning, talent management, employee engagement, and leadership development initiatives.
- Provide data-driven insights on organizational health, talent risks, workforce trends, and opportunities for improvement.
- Coach and support managers on performance management, employee development, conflict resolution, leadership effectiveness, and team engagement.
- Lead and support talent reviews, succession planning, career development discussions, and retention strategies.
- Manage employee relations matters, including investigations, workplace concerns, conflict resolution, and performance-related issues.
- Partner with stakeholders on organizational design, restructuring efforts, change management initiatives, and workforce planning activities.
- Support compensation-related decisions, promotions, job leveling, and annual performance and talent processes.
- Drive compliance, consistency, and operational excellence across HR programs, policies, and practices.
- Lead cross-functional HR projects and initiatives, utilizing metrics and analytics to evaluate effectiveness and drive continuous improvement.
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