Bachelor's degree in Information Systems, Software Engineering, or Business Administration, or 3-5 years of relevant experience.
Understanding of HR Ecosystems like SAP SuccessFactors, Taleo, or similar platforms.
Strong knowledge of Agile/Scrum methodologies and product lifecycle management.
Ability to translate complex HR processes into technical specifications and measurable business value.
Proven track record of effective cross-functional communication.
Strong problem-solving skills with the ability to manage competing priorities.
Fluency in English for collaboration with global teams.
Responsibilities
Own and prioritize the operational HR technology backlog and enhancement roadmap.
Serve as the primary product interface between HR stakeholders and IT teams.
Lead continuous improvement initiatives and manage feature releases.
Define and monitor D&T performance metrics and analytics governance.
Approve User Acceptance Testing (UAT) sign-offs and ensure quality standards.
Design and lead discovery sessions to map future-state solutions.
Act as a strategic escalation point for complex functional issues.
Promote HR data products and digital tools to enhance adoption and maturity.
Benefits
Annual bonus based on company financial results.
Generous paid time off.
Pension plan with collective saving opportunities.
Fully paid industry-leading healthcare.
Flexible work schedule and summer schedule variations.
Holiday season shutdown for work-life balance.
Access to educational resources and discounts on BRP products.
Full Job Description
In this role, you will define, lead, and execute the product vision and strategy for the HR Technology Ecosystem within BRP Global Services. Positioned at the intersection of Human Resources, the IT Centre of Excellence (CoE), Data and Analytics, and HR Operations, you will act as the key strategic bridge, translating business and employee needs into scalable digital solutions. You will own the operational HR technology backlog and enhancement roadmap, drive continuous improvement, and maximize the digital value delivered across global HR systems.
YOU'LL HAVE THE OPPORTUNITY TO:
Drive the Strategic Roadmap and Product Backlog: Own, define, and prioritize the operational HR technology backlog and enhancement roadmap in close alignment with the HR D&T Manager and global HR strategy.
Bridge HR and IT Teams: Serve as the primary product interface between HR business stakeholders, the IT CoE team, System Administrators, and the Analytics team to translate business requirements into refined user stories and clear technical acceptance criteria.
Lead Agile Governance and Continuous Improvement: Prioritize continuous improvement initiatives, small/medium change requests, and feature releases to ensure steady digital enhancement alongside major PMO projects.
Govern D&T Performance Metrics and Analytics: Define, monitor, and manage the D&T KPI scorecard and analytics governance (including system RFT, self-service adoption rates, and transaction speed) to drive continuous optimization.
Ensure User Acceptance and Release Quality: Define acceptance criteria, approve User Acceptance Testing (UAT) sign-offs, and validate that delivered IT solutions meet quality standards and business objectives.
Facilitate Discovery and Agile Workshops: Design and lead discovery sessions and workshops with key stakeholders to map future-state solutions and refine user journeys.
Support Operational Continuity: Serve as a strategic escalation point for complex L2/L3 functional issues while supporting the HR Tech Ops team during sprint execution.
Promote Product Advocacy: Act as an ambassador for HR data products and digital tools, fostering strong adoption and digital maturity across regions. Proactively identify the documentation to be made available with a view to continuous improvement.
YOU'LL THRIVE IN THIS ROLE IF YOU HAVE THE FOLLOWING SKILLS AND QUALIFICATIONS:
Education and Experience: A bachelor's degree in Information Systems, Software Engineering, Business Administration, or 3 to 5 years of proven experience in a related field.
Technical Mastery: Understanding of HR Ecosystems (e.g., SAP SuccessFactors, Taleo, Synerion, Qualtrics, or similar HR Tech platforms) and integrations.
Agile Expertise: Strong knowledge of Agile/Scrum methodologies, backlog prioritization frameworks, user story drafting, and product lifecycle management.
Business Acumen and Analytical Thinking: The ability to translate complex HR processes and workforce data into clear technical specifications and measurable business value.
Cross-Functional Collaboration: A proven track record of bridging communication gaps between teams.
Problem Solving and Prioritization: The ability to manage competing priorities, balance trade-offs between speed and scope, and resolve complex roadblocks.
Language Proficiency: Fluency in English is required to collaborate effectively with cross-functional teams and global stakeholders.
Do you have other skills? Tell us what makes you unique and why you would be a good addition to the team.
AT BRP, WHEN WE TALK ABOUT BENEFITS, WE GO ALL IN.
Let's start with a strong foundation - You want it, we have it:
Annual bonus based on the company's financial results
Generous paid time away
Pension plan
Collective saving opportunities
Industry leading healthcare fully paid by BRP
What about some feel good perks:
Flexible work schedule
A summer schedule that varies by department and location
Holiday season shutdown
Educational resources
Discount on BRP products
#LI-Hybrid #LI-ÉC1
About BRP Inc.
BRP Inc. is a Canadian company that designs, develops, manufactures, distributes, and markets powersports vehicles and propulsion systems. The company's products include Ski-Doo and Lynx snowmobiles, Sea-Doo watercraft, Can-Am on- and off-road vehicles, Alumacraft and Manitou boats, Evinrude and Rotax marine propulsion systems, and Rotax engines for karts, motorcycles, and recreational aircraft. BRP was founded in 1942 and is headquartered in Valcourt, Quebec.
