We're looking for a People Partner to support people-related programs, processes, and initiatives by applying established people frameworks, policies, and practices. The role uses judgment, analysis, and problem-solving to assess workforce needs, interpret guidelines, and provide people partnering support that contributes to a positive and consistent employee experience.
What You'll DoWhat You'll Bring What We Offer Essential Duties & Responsibilities
- Strategically partners with clients to understand business challenges, objectives, and organizational needs, develop strategies and implement solutions to achieve maximum organizational performance and efficiency.
- Leads assigned clients on all things people and culture, including engaging global points of contact in the People function.
- Continues to drive cost effectiveness by employing relevant strategies and achieving or exceeding synergy savings targets.
- Acts as a trusted advisor, challenges assumptions and effectively drives accountability and a performance-driven culture.
- Contribute, communicate, and collaborate globally across the People function.
- Provide advice and counsel to managers and employees on all performance related issues, including program management of high growth talent, development roadmaps, organizational planning, compensation strategies, and performance improvement.
- Analyze and activate on people-related data and information to identify themes, risks, and opportunities for improvement.
- Partner with managers and Senior Leadership to understand workforce needs, business trends, and provide guidance.
- Own employee relations matters as directed by gathering information, assessing situations, and supporting resolution in accordance with procedures, company policies, and alignment with legal landscape.
- Contribute to workforce planning activities by providing counsel and data to business leadership.
- Conduct performance management, employee development, and engagement processes through guidance, and coaching of leadership.
- Maintain accurate records and ensure appropriate handling of confidential and sensitive information.
- Bring a collaborative, solutions-oriented approach to emerging people needs and ad hoc initiatives across the organizarion.
Job Level Competencies
- Thorough knowledge of principles, theories and concepts in area of discipline. Competent in all job functions and has a general understanding of the industry's practices, techniques and standards.
- Develops solutions for a variety of situations and works on projects requiring evaluation and analysis. May refer to policies, practices and precedents for guidance; determines best course of action to achieve results.
- Work is performed independently and requires the exercise of judgment and discretion. May receive some limited guidance for new assignments. Work may be reviewed for overall adequacy.
- Collaborates with management and team members within the department/function and other areas of the organization. May represent department internally or externally.
- Actively seeks feedback and learning opportunities; reflects on successes and setbacks.
- Knowledge with Canadian Labor Laws, more specifically Ontario and Quebec
Qualifications
- Bilingual (English/French) Speaking and Writing
- Typical experience: 4+ years in related role or experience.
- Actual experience may vary depending on role complexity, geography, and internal development opportunities or a comparable mix of training, education, and experience.
- Comprehensive knowledge of human resources principles and people practices.
- Ability to analyze information and apply judgment within established policies and procedures.
- Effective problem-solving and decision-making skills.
- Strong interpersonal, written, and verbal communication skills.
- Ability to manage multiple priorities in a structured environment.
- Ability to maintain confidentiality and handle sensitive information with discretion.
- Ability to interpret guidelines and apply them to varied situations.
- Proficiency with systems, documentation tools, and standard business applications.
- Preferred Qualifications
Education: University degree in Human Resources, Psychology or Education or experience within HR function required. - Prior experience in a people partnering, employee relations, or human resources or similar role.
- Strong understanding of workforce planning, performance management, and engagement practices.
- Experience leveraging HRIS Platforms (UKG, Workday, SuccessFactors) to build and maintain workforce reporting cadences, translating headcount, attrition, and engagement data into actionable insights that inform business partner conversations and people strategy. Experience partnering with business leaders to design and drive change management plans for organizational restructures, policy rollouts, and process improvements, aligning stakeholders, reducing friction and improving adoption across teams.
- Relevant professional certification in human resources or people management.
Working Conditions & Physical DemandsThis position requires the ability to remain in a stationary position for extended periods and involves frequent use of a computer and other standard office equipment. It also requires effective communication in person and through digital channels, occasional movement within the workspace, and handling of light materials (typically under 10 pounds). Specific vision abilities include close vision and the ability to adjust focus. It may be performed in an office, remote, or hybrid work environment, depending on business needs and applicable work arrangements. Standard working hours apply, though flexibility may be required to accommodate deadlines or collaboration across time zones. Travel may be required depending on business needs. Reasonable accommodation(s) may be made to enable individuals with disabilities to perform the essential functions.
Title Regulations Statement: The use of the title "Manager or Director" as a suffix in job title reflects functional or project responsibility and does not indicate people management or supervisory responsibilities. The role is classified as an individual contributor position. The title aligns with internal job architecture and may not imply managerial status as defined under local labor or employment regulations.
The responsibilities listed above are not all inclusive and may be changed at any time based on the needs of the business.
