The OpportunityThe Senior HR Business Partner serves as a strategic advisor and operational partner, partnering across all levels of the organization to translate business priorities into people strategies and outcomes. The role partners closely with leaders to strengthen organizational capability, build high-performing teams, and drive initiatives that support business performance, employee engagement, and long-term growth.
Operating within a fast-paced and dynamic environment, the Senior HR Business Partner balances strategic thinking with hands-on execution, providing leadership across complex workforce challenges, employee relations matters, organizational change, talent initiatives, and leadership development. Through strong partnerships, coaching, and practical problem-solving, the role proactively identifies opportunities, influences decisions, and delivers scalable people solutions that strengthen culture, enhance organizational effectiveness, and enable sustainable business results.
What You'll DoBusiness Partnership & Leadership Support- Partner with business and operational leaders to align people strategies with business priorities, workforce needs, and long-term organizational objectives.
- Act as a strategic advisor and coach to leaders on organizational effectiveness, leadership capability, team performance, and workforce challenges.
- Lead and influence people-related decisions through periods of organizational change, growth, and evolving business priorities.
- Build strong partnerships across all levels of the organization to anticipate needs and proactively identify opportunities and risks.
Employee Relations & People Support- Lead complex employee relations matters, investigations, workplace concerns, and performance management issues with sound judgment and a balanced business and employee perspective.
- Serve as a trusted advisor to leaders and employees through sensitive and complex people situations.
- Maintain strong visibility and engagement to identify trends, emerging issues, and opportunities to mitigate.
- Maintain current knowledge of employment legislation and evolving regulatory requirements, applying practical judgment and business-focused recommendations.
- Champion a values-driven employee experience that strengthens trust, accountability, engagement, and culture.
- Ensure consistency and effectiveness in workforce practices and decision-making.
Leadership Coaching & Capability Development- Coach leaders on leadership effectiveness, organizational design, succession, and talent decisions.
- Lead initiatives that strengthen leadership capability and build organizational effectiveness across teams and functions.
- Facilitate tools, frameworks, and practices that improve team performance and leadership effectiveness.
Talent, Performance & Development- Partner with Talent Acquisition and business leaders to define talent requirements, shape organizational structures, and support effective hiring decisions.
- Lead and facilitate talent discussions, performance management processes, succession planning, and development planning activities.
- Identify, assess, and accelerate high-potential talent to strengthen leadership pipelines and organizational capability.
- Support organizational development initiatives and business transformation efforts through effective change leadership and stakeholder engagement.
Program Delivery & Organizational Effectiveness- Lead the implementation and continuous evolution of people programs, ensuring alignment with organizational priorities and operational realities.
- Partner with leaders on workforce planning, talent reviews, succession strategies, and organizational design initiatives.
- Translate enterprise programs and strategic initiatives into practical solutions that support business performance and adoption.
- Provide guidance on compensation philosophy, reward programs, pay structures, and talent decisions to ensure consistency and market competitiveness.
- Support salary planning, promotions, market analysis, and reward initiatives with a data-informed approach.
HR Operations & Continuous Improvement- Provide leadership and oversight for regional HR processes including onboarding, offboarding, leaves, accommodations, and employee lifecycle activities.
- Ensure accuracy, quality, and compliance across HR systems, employee records, and documentation practices.
- Partner with Payroll, Total Rewards, and broader HR teams to ensure effective and accurate execution of employee lifecycle transactions.
- Use workforce insights, trends, and analytics to support recommendations and influence business decisions.
- Identify opportunities to improve processes, simplify ways of working, and enhance employee and leader experiences.
- Promote a culture of accountability, continuous improvement, and operational excellence.
OTHER DUTIESWill be required to perform other duties as requested, directed or assigned. Regular attendance in conformance with the standards, which may be established by Village Farms International, Inc. from time to time, is essential to the successful performance of this position.
This role is on-site, which requires you to work on facility at all times in a Senior HRBP role or directly supporting operations.
What You Bring- Bachelor's degree in Human Resources, Business, or related field; graduate degree considered an asset.
- 10+ years of progressive HR leadership experience supporting complex operations.
- Deep expertise in employee relations, leadership coaching, and organizational effectiveness.
- Experience influencing executive and senior leadership teams.
- Demonstrated experience building programs and leading transformational initiatives.
- Strong business and operational acumen with an enterprise mindset
- Exceptional relationship-building and influencing skills
- Proven change leadership and program development capability
- Strong coaching, mentoring, and leadership development skills
- Ability to balance strategic thinking with hands-on execution
- Demonstrated ability to drive results through collaboration and influence rather than direct authority
- You identify patterns, anticipate needs, and create solutions before problems fully emerge.
- You think beyond today's issues and connect decisions to broader organizational impact.
- You thrive in complexity and ambiguity and use it as an opportunity to create clarity and momentum.
- You influence through trust, relationships, judgment, and credibility rather than authority.
- You bring a builder mindset - strengthening capability, improving systems, and creating better ways of working
Success profile:
- Enterprise & Business Acumen - Understands the broader business landscape and connects people strategies and decisions to operational and organizational outcomes. Thinks beyond the function to drive enterprise impact.
- Influencing & Relationship Management - Builds credibility and trusted partnerships across leaders and teams, using strong judgment and influence to align stakeholders and drive decisions.
- Change Leadership & Program Development - Leads and enables change by building practical solutions, improving programs and processes, and creating scalable approaches that strengthen organizational effectiveness.
- Coaching & Talent Development - Develops leaders and teams through coaching, feedback, mentorship, and capability-building initiatives that improve performance and growth.
- Strategic Execution & Prioritization - Translates strategy into action by balancing long-term thinking with day-to-day execution, effectively prioritizing initiatives and delivering measurable outcomes.
- Collaborative Leadership & Organizational Impact - Leads through influence, collaboration, and accountability, effectively driving results through others across all levels of the organization
