HR Business Partner

Key Responsibilities Serve as a strategic partner to business leaders, aligning HR strategies with organizational objectives to enhance overall business performance. Execute HR processes across the employee lifecycle, employee engagement, learning & development, change management, and compliance initiatives. Provide expert guidance, coaching, and support to managers and employees, fostering a high-performance culture and a positive work environment. Collaborate with business leaders to forecast talent needs and develop recruitment strategies. Partner with hiring managers to create job descriptions that accurately reflect role requirements and attract top talent. Participate in interview process, ensuring an equitable and effective selection process. Follow and improve upon existing programs that support smooth new-hire integration, including orientation, training, and stakeholder introductions. Provide ongoing support to new hires, addressing concerns and ensuring a positive onboarding experience. Oversee the Development & Performance Review (DPR) process, ensuring alignment with organizational goals and continuous feedback. Guide managers through the salary review and variable compensation process, ensuring alignment with performance evaluations and budget constraints. Lead the Talent Review Process, identifying high-potential employees and facilitating succession planning discussions. Act as a trusted advisor to business leaders, directors, and managers, providing guidance on employee relations matters and best practices. Mediate conflicts between employees or between employees and management, fostering resolution and workplace harmony. Work with leaders to develop and implement programs to enhance employee engagement, morale, and job satisfaction. Support career development initiatives, including training programs, career pathing, and leadership development. Analyze employee feedback and engagement survey results, working with leadership to address concerns and enhance workplace culture. Conduct thorough investigations related to employee complaints, ensuring confidentiality, fairness, and adherence to company policies. Maintain compliance with local labor laws, company policies, and regulatory requirements. Provide training to managers and employees on compliance-related matters, such as workplace conduct and anti-harassment policies. Lead and contribute to HR projects such as job grading, HRIS/payroll implementation, diversity & inclusion initiatives, and organizational culture programs. Requirements Bachelor’s degree in a discipline related to HR (e.g. business, psychology, sociology, etc.) Masters of Industrial Relations (MIR) degree is an asset CHRL/SHRM designation preferred 7 plus years of broad HR experiences in the “Key Responsibilities and Accountabilities” areas noted above Significant HR experience supporting teams located in USA and Canada. Prior experience as a positive change agent in a business environment Successful experience working collaboratively with cross-functional teams including international teams. Excellent analytical, problem-solving, and attention-to-detail skills. Strong knowledge of US employment legislation. Ability to manage multiple priorities in a fast-paced environment while ensuring accuracy and compliance. Must be proficient in the use of MS Office suite of software products Strong knowledge of payroll systems and HRIS platforms; experience with ADP, TriNet, and Oracle would be an asset. Resourceful, diplomatic, customer service oriented. Strong analytical, decision making, negotiation, project management and problem-solving skills. Well-developed organization and prioritization skills, detailed oriented. Consistently demonstrating a high degree of business acumen, emotional intelligence, good judgement and initiative. #J-18808-Ljbffr