HR Business Partner

Accountabilities:

• • Partner with business leaders across multiple functions on workforce planning, organizational design, talent assessment, succession planning, role clarity, and organizational capability building.
  • Provide strategic people insights and identify workforce trends, opportunities, and risks to support informed business decisions.
  • Contribute to national HR initiatives, culture programs, organizational changes, and cross-functional projects.
  • Advise leaders on complex and sensitive employee relations matters, including investigations, complaints, conflict resolution, documentation, and appropriate corrective actions.
  • Partner with legal counsel and relevant regulatory bodies when required, ensuring fair, consistent, and legally compliant outcomes.
  • Maintain strong awareness of applicable provincial and federal employment legislation and proactively help mitigate employment-related risks.
  • Support immigration-related matters, including work authorization, LMIA, and RCIP programs, to help retain and support high-potential employees.
  • Partner with Compensation and Benefits teams on employee inquiries, promotions, demotions, salary changes, pay-scale alignment, and statutory requirements.
  • Support talent reviews, succession planning, performance management, leadership development, and employee development planning.
  • Coach leaders to strengthen their talent management capabilities, accountability, and effectiveness.
  • Collaborate with HR specialist teams to implement and optimize HR programs, tools, processes, and change initiatives.
  • Guide employees and leaders through organizational transitions such as restructurings, layoffs, mergers, technology adoption, transfers, promotions, and terminations.
  • Continuously identify opportunities to improve HR services, processes, onboarding practices, and organizational effectiveness.
  • Maintain accurate and compliant onboarding, transition, and separation documentation while advising leaders on sensitive employment decisions.

  Requirements:

  • Bachelor’s degree in Human Resources, Business, or a related field; CPHR designation is an asset.
  • 3–5 years of experience in Human Resources, ideally with a strong HR Generalist or HR Business Partner background.
  • Thorough knowledge of HR policies, practices, procedures, and applicable provincial and federal employment legislation.
  • Experience supporting employee relations matters, investigations, performance management, compensation, talent management, and organizational change.
  • Strong proficiency with Microsoft Office, including Excel, PowerPoint, Word, and Teams, as well as experience with Workday HRIS.
  • Strong facilitation, project management, negotiation, conflict resolution, coaching, and consultative skills.
  • Ability to influence leaders, think strategically, identify opportunities, and initiate meaningful improvements.
  • Excellent communication skills and the ability to work effectively with stakeholders at different organizational levels.
  • High emotional intelligence, discretion, sound judgment, and the ability to maintain strict confidentiality.
  • Ability to adapt quickly to changing business environments and work effectively across virtual, remote, and hybrid settings.
  • Strong organizational skills and the ability to manage multiple priorities in a dynamic environment.
  • Willingness and ability to travel within the assigned geographic area and, when required and approved, to relevant support locations.

  Benefits:

  • RRSP plan.
  • Paid holidays.
  • Paid time-off programs.
  • Medical, dental, and life insurance coverage.
  • Monthly bonus/incentive potential.
  • Tuition reimbursement.
  • Training and development opportunities designed to support long-term career growth.
  • Strong internal mobility and promotion-from-within opportunities.
  • Opportunity to contribute to both local HR operations and broader national initiatives.