HR Business & Talent Partner

HR Business & Talent Partner

As the HR Business & Talent Partner you will support operational teams to build and execute workforce strategies, talent plans, and recruitment initiatives that strengthen organizational effectiveness and enable business success. The work spans both staff and craft populations and requires an understanding of the labour environments and markets in which the business operates or may expand. In this role you will proactively engage with people leaders and employees to build strong, trusted relationships and credibility, both personally and for HR overall. Serving as a key conduit for business leaders to access HR support, acting as the main point of contact for workforce planning, talent acquisition, and day to day people guidance. Aligning recruitment strategies to operational realities, and the role ensures candidates experience a smooth, high quality process from first contact through onboarding. Working closely with Labour Relations, HR COEs, HR Shared Services (Employee Services), and hiring managers to anticipate talent requirements, understand evolving labour dynamics, and identify trends that may influence workforce availability or organizational priorities. Bring your expertise to ensure both operational and recruitment activities are executed effectively, and enterprise-wide HR programs and initiatives are deployed consistently across the operating group. Join our HR team and support our operations in Reno, NV today!

Essential Responsibilities:

• Partner with HR leadership and Operating Group leaders to align people strategies with business goals and translate priorities into actionable workforce plans
• Serve as a trusted advisor to leaders and employees, providing coaching on performance, engagement, and effective people management practices
• Deliver data-driven insights on workforce trends, labour dynamics, and market conditions to inform talent planning and operational decision-making
• Lead annual and ongoing workforce planning cycles, identifying talent gaps, succession risks, and capability needs across staff and craft populations
• Collaborate with Labour Relations and HR COEs to integrate labour considerations, regional realities, and compliance requirements into workforce and HR strategies
• Support organizational design, new roles, and process improvements using sound change management and continuous improvement principles
• Drive effective implementation of enterprise HR programs within the business, ensuring strong communication, adoption, and measurable impact
• Partner with hiring managers to develop tailored recruitment strategies; create postings, source and assess candidates, coordinate interviews, and guide selection decisions
• Build proactive talent pipelines and external market relationships, while collaborating with early careers teams and supporting recruitment events to strengthen long-term talent attraction

Qualifications:

• Minimum 4+ years of progressive HR experience, including Business Partnering and expertise within HR COEs and/or Service Centre environments in complex organizations
• Proven ability to advise and influence operational leaders in a consultative capacity, aligning people strategies with business objectives
• Strong data literacy, leveraging analytics to generate operational insights and partner with leaders on practical, localized solutions
• Demonstrated experience leading change initiatives and implementing people solutions in medium to large, complex environments
• End-to-end recruitment expertise, managing sourcing, screening, assessment, and selection across diverse and fast-paced operational settings
• Skilled in developing talent acquisition strategies that reflect workforce planning needs, labour market conditions, and both staff and craft hiring realities
• Strong business acumen with the ability to quickly understand operational drivers and connect HR initiatives to measurable business impact
• Solid knowledge of employment standards and human rights legislation, applying sound judgment, diplomacy, and compliance in HR and talent decisions
• Highly organized and technically proficient, with strong communication, stakeholder management, and collaboration skills to manage competing priorities and drive high-quality outcomes