Senior Human Resources Business Partner in Toronto at Achievers

Strategic Business Partnership:

• Serve as the primary Employee Success partner to client groups.
• Develop a deep understanding of business strategy, organizational priorities, financial objectives, and operational challenges.
• Build trusted relationships with leaders at all levels of the organization.
• Provide coaching and guidance on leadership effectiveness, team performance, workforce planning, employee experience, and organizational effectiveness.
• Act as a thought partner during planning conversations, helping leaders identify risks, opportunities, and implications before decisions are made.
• Influence business decisions by providing insights, recommendations, and alternative perspectives.

Talent Strategy & Organizational Effectiveness:

• Partner with leaders to develop talent strategies that support business objectives.
• Lead talent review, succession planning, performance management, and leadership development discussions.
• Identify retention risks and develop proactive mitigation strategies.
• Facilitate organizational design and workforce planning conversations.
• Help leaders assess team effectiveness, organizational health, operating models, leadership capability, and future workforce needs.
• Support change management initiatives that improve organizational performance and employee adoption.

Workforce Planning & Business Insight:

• Leverage people data, engagement insights, talent trends, workforce metrics, and business indicators to identify opportunities and risks.
• Translate data into meaningful recommendations and business actions.
• Assess workforce capacity, organizational design, and future capability requirements.
• Partner with leaders to evaluate how work should be organized, including opportunities to improve effectiveness through automation, process redesign, and technology.
• Support annual and mid-year talent, compensation, headcount, and planning cycles.
• Help leaders identify opportunities to redesign work, leverage AI-enabled solutions, and improve organizational productivity.

Leadership Coaching & Employee Relations:

• Provide coaching and guidance to leaders on performance management, employee relations, team dynamics, and leadership effectiveness.
• Partner with managers to address employee concerns and complex workplace situations.
• Ensure consistent application of company policies and employment practices.
• Support investigations, conflict resolution, accommodations, and employee relations matters while balancing business and employee needs.
• Escalate risk appropriately and provide recommendations for resolution.
• Build manager capability by enabling leaders to independently navigate people decisions, talent conversations, workforce planning, and organizational challenges.

Change Leadership & Transformation:

• Support business transformations and organizational change initiatives.
• Partner with leaders to assess change impacts and develop adoption plans.
• Help leaders build readiness and capability during periods of growth, change, or restructuring.
• Promote continuous improvement and challenge legacy ways of working when more effective solutions exist.
• Drive adoption of HR programs, processes, systems, and technology solutions.

Cross-Functional Partnership:

• Collaborate closely with Talent Acquisition, Learning & Development, Compensation, Payroll, Benefits, Employee Experience, Operations, and HR Technology teams.
• Share insights, best practices, and lessons learned across business groups.
• Contribute to enterprise-wide Employee Success initiatives and strategic priorities.
• Partner across the organization to ensure a consistent employee experience.

How We Expect HR Business Partners to Operate:

• Lead with curiosity, business acumen, and a deep understanding of business priorities.
• Seek involvement early in workforce planning and organizational decision-making.
• Use evidence, insights, and recommendations to influence decisions.
• Challenge assumptions constructively and respectfully.
• Take ownership and drive accountability for outcomes.
• Continuously improve, simplify, and scale work through technology, AI, and innovation.
• Operate as trusted advisors who help leaders make better business decisions.

• 5-8+ years of progressive Human Resources experience, including Business Partner experience.
• Experience supporting senior leaders in a fast-paced environment.
• Strong employee relations, coaching, and organizational effectiveness capabilities.
• Demonstrated ability to influence without authority.
• Experience leveraging workforce data and insights to drive decisions.
• Strong business acumen and problem-solving skills.
• Exceptional communication, facilitation, and relationship-building skills.
• Ability to manage ambiguity and navigate complex organizational challenges.

Preferred Qualifications:

• Experience supporting technology, SaaS, or high-growth organizations.
• Experience with organizational design, workforce planning, and change management.
• Experience working with HRIS platforms such as Workday.
• Familiarity with AI-enabled ways of working and workforce transformation initiatives.
• Experience supporting global teams and distributed workforces