POSITION OVERVIEWThe Human Resources Business Partner (HRBP) acts as a strategic advisor to the Chief Information Officer (CIO) and their leadership team, ensuring talent, leadership, and organizational strategies are aligned with BDC's business and technology priorities.
As a trusted advisor, the HRBP partners with leaders to achieve business objectives by developing the organizational capabilities, talent, and leadership practices required to execute the strategy. The incumbent plays a key role in workforce planning, talent management, leadership development, organizational design, and organizational effectiveness.
In an environment characterized by rapid technological transformation, evolving skill requirements, and accelerating business needs, the HRBP supports leaders in adapting their teams and operating models. This includes challenges related to digital transformation, artificial intelligence, data management, cybersecurity, operating model evolution, and the development of future organizational capabilities.
Working closely with HR Centres of Expertise and business partners across the organization, the HRBP helps build a high-performing, agile organization that is ready to meet both current and future challenges.
CHALLENGES TO BE METStrategic Business Partnership- Act as a strategic partner to the CIO and leadership team, aligning HR strategies with business and technology priorities.
- Advise leaders on organizational capability growth, transformation, and workforce evolution.
- Influence talent, leadership, organizational, and culture-related decisions to support business objectives.
- Stay informed on market trends, technology developments, and evolving skill requirements to provide strategic recommendations to leaders.
Talent and Workforce Strategy- Develop and implement talent strategies to attract, develop, and retain the critical skills required to execute the IT strategy.
- Advise leaders on succession planning, leadership development, and preparing the workforce of the future.
- Identify talent risks, skill gaps, and future organizational capability needs.
- Support leaders in adapting roles and competencies resulting from emerging technologies and new ways of working.
Organizational Effectiveness and Transformation- Partner with leaders on organizational design and structure evolution to support strategic priorities.
- Advise leadership teams on transformation initiatives, modernization efforts, and operating model evolution.
- Support leaders through change management and the adoption of new ways of working.
- Assess the organizational and people impacts of transformation initiatives and recommend strategies to drive engagement and performance.
Data, Analytics, and Decision-Making- Leverage HR data, workforce analytics, and market trends to inform strategic decisions.
- Provide leaders with data-driven insights and recommendations to support talent and workforce planning.
- Track and measure key performance indicators related to talent, engagement, productivity, and organizational effectiveness.
- Foster a data-driven decision-making culture within leadership teams.
WHAT WE ARE LOOKING FOR- Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Psychology, or a related field.
- Minimum of eight (8) years of progressive HR experience, including experience as an HR Business Partner or strategic HR advisor.
- Strong experience supporting leaders, management teams, and executive teams in complex, matrixed, and fast-changing environments.
- Deep expertise across key HR disciplines, including talent management, succession and workforce planning, organizational development, performance management, compensation, and leadership coaching.
- Strong understanding of organizational and digital transformation, including skills evolution, organizational agility, and modernization of work practices.
- Strong analytical mindset with the ability to leverage data, trends, and metrics to generate value-added recommendations.
- A keen interest in emerging technologies, digital solutions, and artificial intelligence, along with a desire to use these tools to enhance the employee experience and organizational effectiveness.
- Excellent relationship-building, communication, and influencing skills, with the ability to engage stakeholders at all levels of the organization.
- Ability to challenge the status quo constructively, navigate ambiguity, and demonstrate resilience in a transformation environment.
- Results-oriented with the ability to manage multiple priorities while maintaining a high level of quality and impact.
- Experience supporting technology, digital, or transformation-focused functions.
- Knowledge of issues related to skills evolution, artificial intelligence, and operating model transformation.
