HR Business Partner

HR Business Partner

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Mississauga, Ontario

Human Resources

Permanent

30/11/2022

200843

Join a top employer and advance your career. Aplin has partnered with a Mississauga, Ontario-based company to hire an HR Business Partner.

Purpose:

Contributes to the overall success of Business Human Resources activities ensuring specific individual goals, plans and initiatives are executed/delivered in support of the team’s business strategies and objectives. The HR Business Partner is responsible for supporting the Vice President, Human Resources, and business lines on strategic talent needs and delivery of HR strategic plans and initiatives. The HRBP provides HR advice and counsel to leaders in the areas of talent and HR strategy to help meet their business needs for overall strategies and guidelines.
 
Perks & Benefits: 
  • Compensation: 75-85k plus bonus
Responsibilities: 
  • Champions a customer focused culture to deepen client relationships and leverage broader client relationships, systems, and knowledge
  • Participates and represents HR in strategic business plan development and ongoing business meetings/decisions with business line leaders.  Identifies the right HR strategy and solutions to meet business objectives, provide strategic direction for the business
  • Owns the talent strategy for the business and provides strategic insights and solutions to leaders on talent priorities and needs.  Delivers input and feedback on program/policy design to the leadership team and provides recommendations on program execution
  • Facilitates local HR compliance needs (e.g. reporting) with HR Services.  Collaborates with HR team to deploy services that are required to be executed in the areas of development & training, recruitment & onboarding, performance, and compensation reviews
  • Proactively utilizes a wide range of HR data to identify themes/trends and recommend effective HR strategies to meet the business needs
  • Advocates and champions the HR operating model within the business.  Proactively contributes to the transformation of the HR operating model, with the aim of creating an integrated function that is scalable, flexible, and efficient
  • Understands how the organization’s risk appetite and risk culture should be considered in day-to-day activities and decisions
  • Actively pursues effective and efficient operations of his/her respective areas, while ensuring the adequacy, adherence to, and effectiveness of day-to-day business controls to meet obligations with respect to operational risk
  • Champions a high-performance environment and implements a people strategy that attracts, retains, develops, and motivates their team by fostering an inclusive work environment, communicating vision/values/business strategy, and managing succession and development planning for the team
Qualifications: 
  • Minimum of 3 years of relevant HR experience
  • Undergraduate degree, preferably with a focus on business/human resources or work-related experience
  • CHRP, CHRL, or other HR designation, or in progress is an asset.
  • Strong communications skills (verbal and written) and interpersonal skills. Ability to deal effectively with all levels of the organization. Able to collaborate with HR stakeholders and business partners and coach managers
  • Strong ability to strategically influence and persuade senior leaders
  • Identifies solutions through effective questioning
  • Strong problem solving, conflict management, and negotiation skills
  • Strong ability to effectively perform in a complex, high-change environment while being a positive steward
  • Results-oriented and able to effectively execute in a fast-paced environment
  • Strong strategic capabilities to assess issues and their potential impact on the organization’s image and reputation
  • Excellent project management skills to oversee the execution of complex communications strategies
  • Ability to build strong cross-cultural and cross-divisional team relationships
  • Strong business acumen and understanding to allow appropriate partnership with client groups
  • Understands how the data relates to actions and results for an individual person or team
  • Team member engagement
  • Recruitment and selection


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