Human Resources Business Partner

Caldwell; Calgary; On-site; CAD 110,000 - 140,000; Full time

Job summary

Caldwell is partnering with a well-established Calgary-headquartered organization investing significantly in evolving its People & Culture function. This HR Business Partner role partners with leaders to translate business priorities into practical people strategies and to coach through performance and employee matters.

You will support workforce planning, succession planning and organizational change, balancing immediate needs with longer-term priorities by leveraging workforce data and

Qualifications

• A relevant undergraduate degree in Business, Human Resources or a related discipline
• 10+ years of progressive HR experience, including direct partnership with business leaders
• Demonstrated experience coaching leaders and navigating employee relations and performance matters
• Experience supporting organizational change, workforce planning and talent decisions
• Strong business acumen, judgment and comfort operating through ambiguity and change

Responsibilities

• Partner with leaders to translate business priorities into practical people strategies
• Coach leaders through performance and employee relations matters
• Support workforce planning and talent decisions across the organization
• Help teams navigate organizational change and drive adoption of new ways of working
• Use workforce information and employee feedback to identify issues and opportunities for leaders

Skills

HRBP

Coaching leaders

Workforce planning

Employee relations

Change management

Organizational development

Education

Undergraduate degree in Business, HR or related discipline

Job description

Caldwell is partnering with a well-established Calgary-headquartered organization that is investing significantly in the evolution of its People & Culture function.

This is an opportunity to partner closely with business leaders during a period of meaningful transformation, helping shape a more strategic HRBP model while supporting leaders through workforce planning, organizational effectiveness, talent development, employee relations and change. It is an environment where someone who enjoys influencing, building trusted relationships and helping create what "great" looks like will have the opportunity to make a real impact.

The HR Business Partner will work directly with leaders to understand their business priorities and translate them into practical people strategies. This includes coaching leaders through performance and employee matters, identifying talent and organizational risks, supporting workforce and succession planning, and helping teams navigate organizational change. The role will also use workforce information and employee feedback to identify issues and opportunities and help leaders make informed decisions.

The People & Culture function itself is evolving. While there are still transactional and administrative elements to the HRBP role today, the organization is intentionally moving toward a model where its Business Partners spend more time advising leaders, solving business problems and contributing to organizational effectiveness. This means the successful candidate needs to be equally comfortable rolling up their sleeves with the realities of today and helping build toward where the function is going.

We are looking for an experienced HR Business Partner who brings sound judgment, strong business acumen and the confidence to constructively challenge and influence leaders. You will be comfortable operating in an environment where priorities and processes continue to evolve, and able to balance the immediate needs of the business with longer-term people and organizational priorities.

Candidates must bring:

• A relevant undergraduate degree in Business, Human Resources or a related discipline
• 10+ years of progressive HR experience, including direct partnership with business leaders
• Demonstrated experience coaching leaders and navigating employee relations and performance matters
• Experience supporting organizational change, workforce planning and talent decisions
• Strong business acumen, judgment and comfort operating through ambiguity and change