Senior Manager, HR Business Partner

What you'll do

• Partner with senior business leaders to design and execute people strategies that drive organizational effectiveness, talent retention, and high-performance culture
• Lead complex employee relations investigations and resolution processes, applying sound judgment and ensuring legal compliance across Canadian and global jurisdictions
• Lead a team of global People Business Partners while partnering with senior business leaders to design and execute people strategies
• Consult on org design, workforce planning, and restructuring initiatives, providing data-informed recommendations to business and People leadership
• Coach and develop people managers on leadership effectiveness, performance management, and team engagement
• Collaborate with Centers of Excellence (Talent Acquisition, Total Rewards, L&D, People Ops) to deliver integrated HR programs aligned to business priorities
• Build trusted relationships with assigned business unit leaders, conduct landscape assessment of current people priorities and talent gaps
• Complete at least one end-to-end org design or workforce planning initiative within first six months
• Lead employee relations cases independently, support a performance cycle, and co-develop a people roadmap aligned to company objectives
• Resolve 90%+ of employee relations cases within agreed SLA timelines
• Deliver at least one documented org design or workforce planning project within the first 6 months
• Demonstrate measurable improvement in manager effectiveness scores in assigned client groups within 12 months
• Contribute to a regrettable attrition rate at or below team target for assigned business units

Requirements

• 7+ years of progressive HR Business Partner experience, including at least 3 years in a senior or lead HRBP role supporting complex, fast-paced organizations
• Demonstrated experience leading org design, workforce planning, and change management initiatives at scale
• Deep expertise in Canadian employment law and employee relations practices across multiple provinces; global employment law knowledge is a valuable asset
• Proven ability to build trusted advisory relationships with VP and C-suite leaders, influencing decisions through data, business acumen, and credibility
• Track record of coaching and developing managers and teams to elevate leadership capability and engagement

Benefits