HR Business Partner
C
CologixData centers
Workplace type: RemoteFull-TimeMiddle
Salary$95,000 - $120,000 a year. This position will also be eligible for an annual bonus.
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Job Details
- Languages
- Conversational or fluent French language skills preferred
- Experience
- Minimum of 7+ years of progressive HR experience
- Required Skills
- Microsoft ExcelPowerPoint
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
- Minimum of 7+ years of progressive HR experience.
- Strong background in manager development, performance management, and business partnering.
- Ability to advise and influence managers and business leaders and handle sensitive employee matters with discretion and sound judgment.
- Experience supporting talent management, organizational development, and employee engagement initiatives.
- Strong understanding of employment laws and HR practices in the United States and Canada.
- Ability to interpret workforce data and recommend actionable solutions.
- Ability to manage competing priorities and balance day-to-day HR responsibilities with longer-term initiatives.
- Proficiency in Microsoft Office, particularly Excel and PowerPoint.
- Dayforce or comparable HRIS experience preferred.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or applicable Canadian HR designation preferred.
- Conversational or fluent French language skills preferred.
Responsibilities
- Develop and deliver manager training with HR leadership and support consistent application of HR policies and procedures.
- Administer employee leaves across the US and Canada, including FMLA, state and provincial leave programs, disability-related absences, and other applicable leaves.
- Guide employees and managers on leave eligibility, documentation, leave status, and return-to-work processes.
- Coordinate workplace accommodations and return-to-work arrangements, maintain leave records in Dayforce, and coordinate with Payroll and Total Rewards.
- Partner with leadership on talent development needs, talent reviews, succession planning, employee development, and retention initiatives.
- Review exit feedback and turnover trends to identify retention risks and recommend improvements.
- Support HR initiatives such as engagement surveys, policy development, organizational design, and process improvements.
- Analyze workforce metrics and support consistent HR policies and programs across the US and Canada.
- Coordinate regulatory reporting and monitor employment law changes, providing compliance guidance to managers.
- Assist with employee relations and performance management processes, escalating complex matters and analyzing performance trends.
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