POSITION OVERVIEWThe Human Resources Business Partner (HRBP) is a strategic advisor who partners with leaders to translate business priorities into people strategies that drive organizational performance, workforce readiness, and employee engagement.
As a trusted advisor, the HRBP provides thought leadership on organizational effectiveness, workforce planning, leadership capability, talent management, and employee experience. The HRBP leverages data, market intelligence, and business insights to influence decisions and enable sustainable business results.
Operating in a dynamic and evolving environment, the HRBP plays a critical role in helping leaders navigate growth, organizational evolution, and changing workforce needs. Working closely with HR Centres of Expertise and key business stakeholders, the HRBP drives integrated people solutions that support BDC's strategic objectives and long-term success.
CHALLENGES TO BE METStrategic Business Partnership- Partner with business leaders to understand strategic priorities and translate them into integrated people and talent strategies.
- Serve as a trusted advisor and coach to leaders on organizational effectiveness, workforce planning, leadership effectiveness, employee engagement, talent strategy, and succession planning.
- Build strong relationships with leaders and key stakeholders to influence decision-making and drive business outcomes.
- Understand external trends, industry dynamics, and workforce challenges to provide relevant and forward-thinking advice.
Talent and Workforce Strategy- Lead talent discussions, succession planning, leadership development, and workforce planning activities within assigned business groups.
- Identify talent risks, critical capability gaps, and future workforce needs while recommending proactive solutions.
- Support the delivery and adoption of BDC talent processes, including performance management, talent reviews, and development planning.
- Help leaders understand the workforce, talent, and organizational implications of emerging trends, including technology and AI-enabled ways of working.
Organizational Effectiveness- Advise leaders on organizational design, role clarity, team effectiveness, and operating model evolution.
- Partner with leaders to align organizational structures, talent, and capabilities with evolving business priorities.
- Provide coaching and strategic guidance to leaders as they navigate growth, transformation, and organizational change.
- Identify people-related risks and opportunities associated with business decisions and recommend practical solutions.
Data, Insights and Decision Support- Leverage people analytics, workforce data, market intelligence, and business insights to identify trends, anticipate risks, and inform strategic decisions.
- Use evidence-based recommendations to influence talent, workforce, diversity, and organizational strategies.
- Monitor key people metrics and provide actionable insights to business leaders.
- Challenge assumptions and guide leaders toward informed, data-driven decisions.
WHAT WE ARE LOOKING FOR- Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology, or a related field.
- Minimum of 8 years of progressive HR experience, including experience as an HR Business Partner or strategic HR advisor.
- Experience supporting leaders and executives in complex, matrixed, or evolving business environments.
- Strong expertise across key HR disciplines, including talent management, succession planning, workforce planning, organizational development, performance management, compensation, and leadership coaching.
- Experience in organizational design, organizational effectiveness, leadership development, or change management is considered an asset.
- Strong business acumen with the ability to align people strategies to business priorities and objectives.
- Strong analytical skills and the ability to leverage data and insights to support decision-making.
- Demonstrated interest in and ability to leverage technology, digital solutions, and AI tools to enhance productivity, decision-making, and the employee experience.
- Excellent relationship-building, influencing, communication, facilitation, and coaching skills.
- Ability to act as a trusted advisor, provide constructive challenge, and influence decision-making at all levels.
- High degree of resilience, adaptability, and comfort navigating ambiguity and change.
- Results-oriented, with the ability to manage competing priorities and deliver in a fast-paced environment.
- Excellent verbal and written communication skills in both English and French.
- CHRP/CRHA designation is considered an asset.
