Human Resources Business Partner - Ontario, Canada

CMA CGM; Brampton; On-site; CAD 70,000 - 90,000; Full time

Job summary

A global logistics company in Brampton is looking for an HR Business Partner to support its HR initiatives during a maternity leave replacement. The successful candidate will develop and implement HR strategies, manage talent acquisition, and ensure compliance with labor laws. Candidates should have a Bachelor's degree in HR or Business Administration and at least 3 years of HR experience. This is a great opportunity to contribute to a dynamic workplace culture.

Qualifications

• Minimum 3 years' experience in HR.
• Strong knowledge of HR best practices and labor laws.

Responsibilities

• Oversee talent acquisition and onboarding.
• Provide guidance on organization design and workforce planning.
• Ensure compliance with labor laws and company policies.
• Analyze HR data and metrics.

Skills

Excellent interpersonal and communication skills

Proven ability to build strong relationships

Strong problem-solving and conflict resolution skills

Ability to work independently and in a team

Education

Bachelor's degree in human resources or related field

Master's degree preferred

Job description

Company Overview

CEVA Logistics is one of the leading logistics companies globally, with over 1,500 facilities in more than 170 countries offering a complete range of contract logistics, freight forwarding, transportation and distribution management services. It offers supply chain support, along with logistics consultation, industry specific customization, global level freight management and system implementation. Our culture is embodied by Boldness, Imagination, Exemplary and Excellence. With these values at the core of our business, our workplace employs 110,000 diverse, cohesive team members who hold each other accountable and encourage each other to create a safe and inclusive work environment.

Position Overview

Maternity Leave Replacement for (1) one year.

The HR Business Partner (HRBP) serves as a strategic partner to business leaders and employees, providing HR guidance and support. The HRBP will work closely with management to develop and implement HR strategies that are consistent with the Regional HR direction and align with business goals, enhance employee engagement, and promote a culture of continuous improvement. He/she is responsible for talent management, talent acquisition, organization development and HR KPIs for scope population.

Responsibilities

Talent Management

• Oversee talent acquisition, onboarding, performance management, and succession planning to ensure the organization attracts, retains, and develops top talent.
• Launch talent management processes (annual performance review, objective setting, people review, training & development plans) to manage population and develop necessary training and communication tools to ensure robust deployment and understanding.
• Provide day‑to‑day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions).
• Collaborate with management to design succession plans for key talents and key job positions.
• Identify training needs for business units and individual executive coaching needs.
• Lead Training Plan process, Success Planning activities, Individual Development Plans and facilitate discussions with the management team to bring the best solutions for employees.

Organization Design & Workforce Planning

• Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention.
• Provide guidance on organization design (new roles, replacement strategy, job architecture) and ensure consistent application of Group and Ceva principles.
• Provides guidance and input on business unit restructurings, workforce planning and succession planning.

HR Metrics & Reporting

• Update monthly Talent metrics and HR KPIs (turnover, time to fill, gender balance, etc.) for scope population.
• Analyze HR data and metrics to identify trends and provide insights to support decision‑making.

Compliance

• Ensure compliance with labor laws, regulations, and company policies. Stay updated on HR best practices and legal requirements.
• Maintains in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.

Employee Relations

• Address employee concerns, conduct investigations, and provide guidance on conflict resolution and disciplinary actions.

Qualifications

Education and Experience

• Bachelor’s degree in human resources, Business Administration, or related field (Master’s degree preferred).
• Minimum 3 years’ experience in HR.
• Strong knowledge of HR best practices, labor laws and regulations.

Skills

• Excellent interpersonal and communication skills.
• Proven ability to build strong relationships with stakeholders at all levels.
• Strong problem‑solving and conflict resolution skills.
• Ability to work independently and as part of a team in a fast‑paced environment.

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Equal Opportunity

CEVA is an equal‑opportunity employer who agrees not to discriminate against any employee or job applicant and is committed to a diverse and inclusive workforce. Accommodations are available upon request for candidates with disabilities taking part in all aspects of the selection process.

We thank all candidates for applying, however, only successful candidates will be contacted for an interview.