People Business Partner

Jobber; Edmonton; On-site; CAD 98,000 - 133,000; Full time

Job summary

Jobber is seeking a People Business Partner to join the People team in Edmonton. This role embeds in a business unit and partners with senior leaders to drive practical and strategic HR outcomes, from performance and rewards to employee relations.

You'll coach managers, handle leaves and documentation, and shape people strategies with the aid of AI tools. You will balance execution with strategic advice, ensuring workforce health and growth across the group.

Qualifications

• Track record of advising and influencing senior leaders, including persuading where needed.
• Experience with performance management and employee relations.
• Experience running end-to-end performance and compensation cycles for multiple teams.
• Working understanding of employment legislation and how it applies to our business.
• Demonstrated AI fluency with tangible examples.
• Comfort with the administrative side and documentation accuracy.
• Credibility from following through with commitments.
• Strong written and verbal communication skills.
• Ability to stay resilient in messy or ambiguous environments.

Responsibilities

• Know your group's strategy, structure, and drivers well enough to build a people agenda that gets ahead of capability, engagement, retention, and succession risk.
• Advise managers and senior leaders across performance, development, compensation, team structure, and change. Communicate for leaders who do not know People, and persuade where you need to.
• Coach first-term and early-tenure managers to lead people effectively.
• Identify recurring questions and create scalable guidance.
• Run performance management end to end: expectations, documentation, improvement plans, and difficult conversations and exits.
• Lead talent review, calibration, and compensation cycles: promotions and succession gaps.
• Own the employee lifecycle: leaves, accommodations, return to work, internal moves, exits, payroll coordination.
• Manage employee relations independently, including sensitive cases and escalation as needed.
• Assess structures and spans of control, and adapt as growth changes the organization.
• Track leading indicators, listen cycles, and turn results into action plans for leadership.
• Drive people initiatives end to end; adapt or build programs as needed.
• Leverage AI in decision-making and drafting to enhance judgment and efficiency.

Skills

Advising executives

Performance management

Employee relations

Compensation cycles

Employment law

AI fluency

Administration

Communication

Resilience

Job description

Do you want to support Jobberino's to do their best work?

Then Jobber might be the place for you! We’re looking for a People Business Partner to be part of our People department.

Jobber exists to help people in small businesses be successful. We work with small home service businesses, like your local plumbers, painters, and landscapers, to transform the way service is delivered through technology. With Jobber they can quote, schedule, invoice, and collect payments from their customers while providing an easy and professional customer experience. Running a small business today isn’t like it used to be—the way we consume and deliver service is changing rapidly, technology is evolving, and customers expect more. That’s why we put the power and flexibility in their hands to run their businesses how, where, and when they want!

Our culture of transparency, inclusivity, collaboration, and innovation has been recognized by Great Place to Work, Canada’s Most Admired Corporate Cultures, and more. Jobber has also been named on the Globe and Mail’s Canada’s Top Growing Companies list, and Deloitte Canada’s Technology Fast 50™, Enterprise Fast 15, and Technology Fast 500™ lists. With an Executive team that has over thirty years of industry experience of leading the way, we’ve come a long way from our first customer in 2011—but we’ve just scratched the surface of what we want to accomplish for our customers.

The team:

The People team builds the environment where Jobberinos do their best work: how people are hired, onboarded, grown, paid, and supported when life gets complicated.

We are a small team, which means a lot of ground to cover and real ownership of it. You are closely embedded in the business and find out quickly when something worked. You’ll work at two altitudes: strategic (the diagnosis and the advice) and execution (the documentation and the follow-through that makes it better next time). AI is how we cover both, and we are rebuilding the way this team works around it rather than running it as a side project.

The role:

Reporting to the Senior Manager, People, the People Business Partner is an intermediate level role embedded in a business unit, and the person leaders go to when they need both practical and strategic support. You adapt frameworks to the situation in front of you, and where there is no precedent, you build the approach. You work independently and check in on the decisions that matter.

This is a hands‑on role at both ends of the range. You will partner directly with the senior leaders and executives who run your group, bringing them a recommendation rather than a question. You will spend time coaching managers who are leading people for the first time, becoming their essential partner as they learn, and you will also spend real time on leave administration, performance documentation, and employee relations case management. This role provides a great balance for someone who wants both the strategy and the execution.

You will build for where Jobber is going, not just where it is. Structures will change, manager expectations will shift, and AI will change what a team can do. With your strong business knowledge, you will bring forward your viewpoint to influence the department’s health and success.

The People Business Partner will:

• Know your group's strategy, structure, and drivers well enough to build a people agenda that gets ahead of capability, engagement, retention, and succession risk.
• Advise managers and senior leaders across performance, development, compensation, team structure, and change. Communicate for leaders who do not know People, and persuade where you need to.
• Coach first‑time and early‑tenure managers through the hard parts of people leadership. Leaving them more capable and equipped to lead afterward.
• Identify when the same question keeps returning, and build the guidance once to multiply your impact and allow managers to be self‑sufficient.
• Run performance management end to end: expectations, documentation standards, improvement plans, and the difficult conversations and exits that follow.
• Bring judgment to talent review and compensation cycles: calibration, leveling, promotions, and succession gaps named before someone resigns.
• Own the employee lifecycle for your group: leaves, accommodations, return to work, internal moves, and exits, including the administration and coordination with managers, payroll, and providers that keeps it accurate and humane.
• Manage employee relations independently, including ambiguous and legally sensitive cases, with a firm grip on employment legislation and clear escalation when it is warranted.
• Assess structures, spans of control, and decision rights when performance or growth raises structural questions. Identify a people problem from a design problem, and support leaders through the changes that follow.
• Track leading indicators across engagement, performance, and retention, run your group's listening cycles, and turn results into action plans leaders commit to.
• Drive people initiatives end to end. Adapt an existing program where one fits, build the approach where nothing does.
• Use AI in the work, not around it. Delegate research and drafting to agents so your time goes to judgment, analyze your group's data to arrive at leadership conversations with a point of view, and pressure test your recommendations before you take them forward.
• Bring forward the gaps. When a manual process or documentation hole keeps generating the same escalation, propose what should replace it.
• Partner with Talent Development, Total Rewards, and Talent Attraction so your group gets one answer, not three. Stay current on where People practice and tech are heading, and bring what works back to the PBP team, because the pattern you found almost always exists elsewhere.

To be successful, you should have:

• A proven track record of advising and influencing senior leaders and executives, including the ones who needed persuading and who did not arrive with the problem framed. Ideally somewhere that was growing while you were there.
• Performance management and employee relations experience you can speak to specifically, including the cases that did not go the way you planned.
• Experience running performance and compensation cycles end to end for a multi‑team group, not supporting someone else’s.
• A working understanding of employment legislation and how it applies to our business. When we expand into new regions, you get yourself up to speed quickly.
• Real AI fluency. You can point to work you do differently now than a year ago, and to something you have built or automated yourself.
• Comfort with the administrative side. Getting the documentation, systems, and detail right matters to the person on the other end.
• Credibility that comes from following through. You do what you say, which is why leaders trust you with the hard things.
• Strong written and verbal communication. You can prepare a brief for leadership and deliver content at a department All Hands.
• The resilience to keep moving when the situation is messy and the answer is not obvious yet.

Compensation:

At Jobber, we believe that compensation should be transparent, fair, and reflective of your experience and growth. This role has a minimum annual salary of $98,300, a midpoint of $115,700, and a maximum salary of $133,100, designed to show the progression from learning the ropes to truly excelling.

We design our compensation to reflect each new hire’s skills, experience against the complexity of the role, ensuring a fair and competitive salary. Our range is intentionally broad to support growth and long‑term impact, with fully established hires typically starting around the midpoint. The higher end of the range is reserved for those who have demonstrated deep expertise and lasting contributions, while offers below the midpoint reflect strong potential with room to develop. This approach ensures that compensation aligns with both an individual’s current capabilities and their opportunity for future growth.

Base salary is just one part of a total compensation package that will include equity rewards, annual stipends for health and wellness, retirement savings matching, and an extended health package with fully paid premiums for body and mind. Your professional growth matters to us too! You’ll have access to a dedicated talent development program that includes career coaching and opportunities for career development.

We believe in transparency and open conversations about compensation. If you have any questions about our approach, we’re happy to discuss them throughout the hiring process!

Location:

We believe great collaboration is intentional, and sometimes that means coming together in person to build, brainstorm, and connect. To support this, the role is open to candidates based in one of our hub cities: Edmonton, Toronto, Vancouver, or Kitchener‑Waterloo.

What you can expect from Jobber:

• A total compensation package that includes an extended health benefits package with fully paid premiums for both body and mind, matching in RRSP, TFSA or FHSA, and stock options.
• A dedicated Talent Development team and access to coaching, learning, and leadership programs to help you grow your career, reach your goals, and unlock your full potential.
• A unique opportunity to build, grow, and leave your impact on a $400‑billion industry that has no dominant player...yet.
• To work with a group of people who are humble, supportive, and give a sh*t about our customers.

We believe that diverse teams perform better and that fostering an inclusive work environment is a key part of growing a successful team. We welcome people of diverse backgrounds, experiences, and perspectives. We are an equal opportunity employer, and we are committed to working with applicants requesting accommodation at any stage of the hiring process.

A bit more about us:

Job by job, we’re transforming the way service is delivered. Your lawn care provider, home cleaning service, plumber or painter could use Jobber to better connect with their customers, save time in the office, invoice faster, and get paid! We’re bringing tens of thousands of people together with technology to deliver billions of dollars a year in services to happy customers. Jobber exists to help make these small businesses successful, and when they’re successful we all win!