HR Business Partner - Corporate

Symcor; Mississauga; Hybrid; CAD 90,000 - 130,000; Full time

Job summary

Symcor is seeking an experienced HR Business Partner to support corporate client groups totaling 350+ employees and contractors. The role emphasizes strong business partnering with People Leaders in a fast-moving tech-enabled environment.

Hybrid role with 1–2 onsite days weekly; onboarding requires 2–3 onsite visits per week for the first three months to support integration and collaboration.

Qualifications

• Degree or diploma in Human Resources, Business Administration or related field.
• CHRP/CHRL designation completed or in progress is an asset.

Responsibilities

• Build trusted partnerships with People Leaders to understand teams, priorities and challenges.
• Manage a high-volume, varied client portfolio, balancing priorities and HR initiatives.
• Coach and advise leaders on employee relations, performance, attendance, investigations, and policy interpretations.
• Partner with leaders on workforce planning, org design, team effectiveness and communications.
• Lead HR programs: talent reviews, succession planning, performance calibration and engagement actions.
• Identify trends and risks using HR data and feedback to inform practical recommendations.

Skills

Business partnering

Relationship building

Coaching

Employee relations

Workforce planning

Talent management

Performance management

Data analytics

HR metrics

Communication

MS 365 tools

Copilot for HR

Canada Labour Code knowledge

Education

Bachelor's degree in HR/Business Administration

CHRP or CHRL designation (asset)

Tools

Microsoft 365

Copilot

Job description

The Opportunity

We are looking for an experienced HR Business Partner to support Corporate Client Groups of approximately 350+ employees, plus contractors, with a focus on technology and innovation-focused teams.

This role is for an HR professional who already has meaningful business partnering experience and enjoys working directly with People Leaders in a fast-moving environment. You will build a strong understanding of your client groups, provide practical and well-reasoned advice, and help leaders work through people, talent and organizational challenges.

You will be the primary HR partner to a broad group of People Leaders and will manage a varied portfolio of work at any given time. Success in this role requires someone who can quickly assess what matters, manage competing priorities, exercise sound judgment, and move comfortably between immediate employee matters and broader talent and business priorities.

You will work closely with HR Centres of Excellence and colleagues across Talent Acquisition, Total Rewards, Employee Experience, Organizational Development, HR Operations and Legal. Your role is not simply to coordinate HR processes. You will bring the business context, ask the right questions, identify risks and opportunities, and help translate HR expertise into practical solutions for your client groups.

This is a strong opportunity for an HRBP who has built a solid foundation in business partnering and is ready to take ownership of a sizeable and complex corporate portfolio.

This is a hybrid role with onsite expectations of 1 to 2 days per week and as business needs require. New employees are to be onsite 2 to 3 times per week during their first three months to support onboarding and collaboration.

About the Role

• Build trusted partnerships with People Leaders by developing a strong understanding of their teams, business priorities, talent and organizational challenges, and providing practical HR guidance that supports sound decision-making.
• Manage a high-volume and varied client portfolio, balancing multiple priorities, leader needs and HR initiatives while exercising judgment about where attention and intervention will have the greatest impact.
• Coach and advise leaders on employee relations, performance management, workplace concerns, attendance, accommodations, investigations, policy interpretation and other sensitive or complex employee matters.
• Partner with leaders on workforce and organizational decisions, including workforce planning, organizational and role changes, team effectiveness, talent needs and employee communications.
• Lead HR programs within assigned client groups, including talent review and succession planning, performance management, year-end compensation planning, engagement surveys and related action planning.
• Identify and issue‑spot people and organizational challenges by bringing together business context, HR data, employee feedback and leader insights. Develop practical recommendations rather than simply identifying issues.
• Partner effectively with HR Centres of Excellence to bring the right expertise into client matters while representing the needs and context of the business and helping drive solutions to completion.
• Support complex employee matters and organizational changes in partnership with leaders, Legal and other HR partners, balancing business needs, employee considerations, policy and legislative requirements.
• Use HR data and analytics to identify trends, risks and opportunities and translate insights into meaningful recommendations for leaders.
• Facilitate effective leader discussions, including talent reviews, calibration sessions, employee feedback discussions and targeted education sessions.
• Communicate clearly and credibly with leaders and employees, including supporting difficult or courageous conversations.

What You Need to Succeed:

Education

• Degree or diploma in Human Resources, Business Administration, Employee Relations or a related discipline, or an equivalent combination of education and relevant work experience.
• CHRP or CHRL designation, completed or in progress, is considered an asset.

Experience

• 7+ years of progressive Human Resources experience, including demonstrated experience working as an HR Business Partner or in a comparable senior HR advisory role.
• Demonstrated experience independently supporting a meaningful client group and advising multiple People Leaders on a broad range of people and organizational matters.
• Experience partnering with People Leaders and senior leadership teams and providing advice that considers both business needs and HR implications.
• Experience supporting corporate, technology, financial services, professional or similarly complex client groups is preferred.
• Hands‑on experience advising leaders on employee relations and performance matters, as well as participating in broader talent, engagement, compensation, workforce planning or organizational initiatives.
• Experience operating in an environment with multiple concurrent priorities and time‑sensitive employee and business matters.

Skills and Capabilities

• Strong business partnering capability, with the confidence to ask questions, understand the business context and provide a clear point of view and recommendation.
• Strong relationship‑building and coaching skills, with the ability to establish credibility with a diverse and demanding group of People Leaders.
• Sound judgment and strong prioritization skills, including the ability to determine what requires immediate attention, what can wait and when additional expertise or escalation is required.
• Ability to work independently through ambiguity and move work forward without requiring highly prescriptive direction.
• Ability to constructively challenge, influence and work through differing perspectives while maintaining strong relationships with business and HR partners.
• Strong employee relations capability and discretion when handling confidential, sensitive or complex matters.
• Ability to move beyond individual transactions to identify patterns, underlying issues and broader implications for the client group.
• Confidence using data, employee feedback and HR metrics to support recommendations and decision‑making.
• Strong written and verbal communication, facilitation and coaching skills.
• Comfort working in a technology‑enabled environment and using Microsoft 365 tools, including Word, Excel, PowerPoint, Outlook, Teams and Copilot.
• Demonstrated experience using AI tools thoughtfully to improve HR practice, including synthesizing information, drafting communications, analyzing themes, preparing recommendations and improving day‑to‑day efficiency.
• Working knowledge of Canadian employment standards and employment‑related legislation; knowledge of the Canada Labour Code is an asset.