Hr business partner

Position Summary:

The Human Resources Business Partner plays a key role in enabling Flexpipe’s success by supporting leaders across multiple client groups, including engineering, operations, manufacturing, technology, finance, and sales, in the delivery of people strategies and programs. This role collaborates closely with the HR Manager to implement and support core HR functions such as workforce planning, talent management, employee engagement, recruitment, compensation guidance, and organizational effectiveness.

The ideal candidate will bring strong working knowledge of modern HR practices, along with the confidence to influence and guide others through change. This role is both strategic and hands-on, requiring the ability to solve complex people challenges, coach leaders, and contribute to a positive and evolving employee experience. As part of a collaborative HR team, the HR Business Partner supports initiatives that strengthen culture, build leadership capability, and position the business for continued growth and resilience.

Key Responsibilities:

• Strategic HR Partnership and Business Alignment: Act as a trusted advisor to business leaders by supporting the execution of HR strategies that align with operational goals. Partner with the HR Manager to address workforce planning needs, support organizational changes, and implement talent strategies that enable agility and business growth.
• Employee Relations, Coaching, and Leader Enablement: Provide expert guidance on sensitive employee relations issues including conflict resolution, investigations, performance management, and progressive discipline. Coach managers to build leadership capability and ensure consistent application of policies, while modeling professionalism and trust-building throughout the organization.
• Talent Acquisition, Onboarding, and Workforce Development: Support recruitment efforts, workforce forecasting, and role alignment in collaboration with hiring managers. Guide onboarding processes that strengthen early engagement and retention. Contribute to succession planning and the delivery of development plans to grow key capabilities across the business.
• HR Metrics, Total Rewards, and Compliance: Leverage HR data and analytics to monitor trends, track key performance indicators, and provide insights that inform decision-making. Partner on compensation and rewards decisions, supporting fairness and internal equity. Ensure compliance with employment legislation, policies, and audit-readiness across HR practices.
• Employee Experience, Engagement, and Culture: Advance Mattr’s employee experience by supporting engagement initiatives, mental health and wellbeing programs, and inclusive culture-building activities. Champion feedback loops, recognition programs, and communication tools that foster a connected, positive workplace.

Education / Experience:

• Minimum 2-year College Diploma with 4-5 years of progressive HR experience

OR

• 3-year University Degree (in related field) with a minimum of 4 years of progressive HR experience
• Equivalent combinations of experience and education may be considered.