Senior People Business Partner

• Serve as a trusted advisor to business leaders, developing a strong understanding of their organization, priorities, talent, and challenges and translating business needs into practical people solutions.
• Partner with leaders on organizational effectiveness, including team structures, roles and responsibilities, reporting relationships, workforce needs, and organizational changes.
• Support leaders in evaluating talent and organizational decisions, considering business objectives, employee impact, cost, risk, and long-term effectiveness.
• Lead the people-related planning and execution associated with organizational changes, ensuring decisions are thoughtfully implemented, communicated, and documented.
• Coach leaders through performance management matters, helping establish clear expectations, providing effective feedback, addressing performance concerns, and determining appropriate next steps.
• Develop and support performance improvement plans and related documentation when needed.
• Lead and resolve employee relations matters, including employee concerns, workplace conflicts, policy issues, investigations, disciplinary actions, and other complex employee situations.
• Conduct workplace investigations and provide clear, well-supported recommendations based on the facts, business context, applicable policies, and risk.
• Help leaders distinguish between performance, capability, behavior, role clarity, organizational, and management issues to identify the right solution to a problem.
• Provide candid counsel and constructive challenge to leaders, including when a different approach may better support the business or organization.
• Partner with Talent Acquisition, Total Rewards, People Operations, HRIS, Legal, and other People Team functions to execute solutions effectively.
• Identify recurring themes or organizational challenges and recommend practical actions to improve leader effectiveness, employee experience, and business outcomes.
• Support the implementation of broader People Team programs and priorities within assigned business areas.
• Maintain strong ownership and follow-through, remaining engaged from initial assessment through successful execution and resolution.

Skills and Competencies

• Strong business acumen and the ability to connect people and organizational decisions to business outcomes.
• Deep working knowledge of employee relations, performance management, and HR best practices.
• Demonstrated ability to advise and influence leaders on complex and sensitive people matters.
• Strong consultative and problem-solving skills, including the ability to identify root causes, challenge assumptions, and develop practical recommendations.
• Ability to assess risk thoughtfully and balance legal, employee, and business considerations.
• Experience supporting organizational design, workforce planning, organizational change, and talent decisions.
• Strong judgment and the ability to make effective decisions in situations that may be ambiguous or have competing considerations.
• Ability to move comfortably between strategic consultation and detailed, hands-on execution.
• Excellent written and verbal communication skills, including the ability to navigate difficult conversations effectively.
• High level of ownership, discretion, and follow-through.
• Ability to manage multiple priorities and sensitive matters in a fast-paced, evolving environment.
• Proficiency with HCM systems; Workday experience preferred.

Experience and Education Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
• 5+ years of progressive HR experience, with a focus on business partnership and employee relations.
• Experience supporting employees and leaders in both the United States and Canada strongly preferred.
• Working knowledge of Canadian employment practices and provincial employment standards, with experience navigating employee relations, performance management, and organizational changes in a Canadian context strongly preferred.
• Demonstrated experience advising and influencing business leaders on complex people decisions.
• Experience supporting organizational change, workforce planning, or organizational effectiveness initiatives preferred.
• Experience working in a fast-paced, changing, or decentralized business environment preferred.
• HR certification (e.g., SPHR, SHRM-SCP, CHRP, CHRL) is preferred.