Senior Human Resources Business Partner

DM Lyons Consulting; Toronto; Sur place; CAD 90 000 - 130 000; Plein temps

Résumé du poste

DM Lyons Consulting seeks an experienced Senior HR Business Partner to work closely with senior leadership in a dynamic, multi-functional environment. This role combines strategic advisory with hands-on partnership to align people initiatives with business objectives.

The successful candidate will lead workforce planning, talent management, performance development, and leadership capability across manufacturing, technical, commercial, and corporate teams in Ontario.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.

Responsabilités

• Act as trusted advisor to senior management on people strategy and workforce priorities.
• Translate business goals into practical HR initiatives.
• Lead workforce planning and succession planning across functions.
• Guide performance management activities and development planning.
• Support leadership development and capability building.
• Advise managers on employee relations and HR policy interpretation.
• Collaborate with compensation on salary decisions and internal mobility.
• Partner with HR operations to streamline services and adopt digital tools.

Connaissances

Strategic HR

HR Analytics

Leadership coaching

Employee relations

Workforce planning

Organizational design

Stakeholder management

Change management

Performance management

Talent management

Formation

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field

Outils

HR systems

MS Excel

Description du poste

Our client is seeking an experienced Senior Human Resources Business Partner to work closely with senior leadership in a dynamic, multi-functional business environment.

This is a strategic HR role focused on aligning people initiatives with business objectives, strengthening organizational capabilities, and supporting operational effectiveness.

The successful candidate will provide HR leadership across a diverse range of business functions, including technical, commercial, operational, and corporate teams. This position requires someone who can operate as both a trusted strategic advisor and a hands‑on partner to leadership.

Key Responsibilities

Strategic HR Partnership

• Act as a trusted advisor to senior management, providing guidance on people strategy, organizational effectiveness, and workforce priorities.
• Translate business goals and operational requirements into practical, results-oriented HR initiatives.
• Collaborate with functional leaders to understand workforce challenges, future talent requirements, and organizational risks.
• Influence business decisions through HR expertise, workforce analytics, and strong commercial judgment.
• Provide proactive guidance on leadership effectiveness, employee engagement, and organizational health.
• Adapt HR strategies to support both corporate and operational employee populations.

Workforce Planning & Organizational Effectiveness

• Lead workforce planning initiatives, evaluating current capabilities, future talent requirements, and succession vulnerabilities.
• Work with business leaders to develop headcount plans and workforce budgets.
• Support organizational changes, including restructuring, reporting relationships, role alignment, and team redesign.
• Assess organizational structures, management layers, spans of control, and decision‑making accountability.
• Participate in job analysis, position evaluation, role mapping, and job-level assessments.
• Identify opportunities to improve productivity, remove duplication, and build sustainable organizational structures.
• Support workforce planning across technical, manufacturing, commercial, and corporate functions.

Talent Management & Succession Planning

• Partner with leadership to identify high‑potential employees, business‑critical positions, and emerging talent needs.
• Facilitate talent reviews and succession planning for leadership, specialist, and functional roles.
• Develop practical succession strategies and support internal talent movement.
• Work with learning and talent development teams to establish targeted development opportunities.
• Assess future technical and professional capability requirements.
• Support internal career development and mobility across geographically dispersed teams.
• Strengthen talent pipelines for operational, technical, commercial, and leadership positions.

Performance Management & Employee Development

• Guide leaders through performance management activities, including objective setting, feedback, calibration, and development planning.
• Coach managers on effective performance conversations and performance differentiation.
• Evaluate workforce performance trends and identify opportunities for improvement.
• Assist leadership in addressing performance concerns and strengthening team effectiveness.
• Connect performance outcomes with succession planning, employee development, and career progression.
• Promote accountability, continuous feedback, and a high‑performance culture.

Leadership Development & Organizational Capability

• Identify leadership development needs and collaborate with internal specialists to implement appropriate solutions.
• Support leadership development programs, functional training initiatives, and technical skills development.
• Work with business leaders to anticipate changing skill requirements and capability gaps.
• Contribute to technical career development frameworks and knowledge‑transfer planning.
• Provide coaching to managers on leadership effectiveness, team dynamics, and employee development.
• Support graduate development and early‑career initiatives where applicable.

Employee Relations & Leadership Advisory

• Advise managers on employee relations matters, workplace concerns, investigations, performance issues, and HR policy interpretation.
• Promote consistency, fairness, and sound judgment in the application of employment policies and practices.
• Support management in resolving complex employee situations while considering business needs, employee experience, and organizational risk.
• Collaborate with HR leadership and legal resources on sensitive or higher‑risk matters.
• Identify recurring employee relations challenges and recommend preventative measures.

Compensation & Workforce Management

• Collaborate with compensation specialists on salary decisions, promotions, organizational changes, and internal pay equity.
• Provide insight and business context to support compensation and talent decisions.
• Participate in annual salary reviews, incentive planning, promotion cycles, and talent assessment processes.
• Identify retention risks involving key employees and specialized talent.
• Support responsible workforce cost management while maintaining essential business capabilities.

HR Operations & Continuous Improvement

• Partner with HR operations, technology teams, and Centres of Excellence to improve the delivery of HR services.
• Recommend opportunities to streamline workflows, standardize practices, and introduce automation.
• Support the implementation and adoption of HR systems and digital tools.
• Provide input on process improvements that enhance the employee and manager experience.
• Participate in broader HR transformation and organizational improvement initiatives.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Minimum 8 years of progressive HR experience, including substantial experience in a Human Resources Business Partner capacity.
• Demonstrated success partnering with senior leaders in a complex, multi‑functional organization.
• Experience in manufacturing, industrial, engineering, technology, building systems, or a similarly technical business environment is strongly preferred.
• Strong background in organizational design, workforce planning, succession planning, talent management, performance management, and employee relations.
• Experience supporting organizational restructuring, business transformation, or significant change initiatives.
• Understanding of HR practices across both professional/corporate and operational or manufacturing workforces.
• Strong business acumen, financial awareness, and ability to connect HR initiatives to operational results.
• Ability to collaborate effectively across multiple business units, locations, and geographically dispersed teams.
• CHRL, CHRP, SHRM, or an equivalent professional HR designation is considered an asset.