Senior Human Resources Manager

The Sterling Choice; Delta; On-site; CAD 110,000 - 160,000; Full time

Job summary

The Sterling Choice is seeking an experienced Senior Human Resources Business Partner to serve as a trusted advisor to business leaders, aligning talent strategies with business objectives and strengthening leadership capability.

This role requires an executive-facing partner who can drive day-to-day HR initiatives, build high-performing teams, and foster an engaging employee experience in a fast-paced environment.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• 8+ years of progressive Human Resources experience including significant HR Business Partner experience.
• Strong knowledge of employee relations, employment law, organizational development, talent management, and performance management.
• Demonstrated success partnering with senior leadership and influencing business decisions.
• Exceptional communication, coaching, and relationship-building skills.
• Ability to manage multiple priorities while thriving in a fast-paced, evolving environment.
• Experience using workforce metrics and data to drive informed business decisions.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) is considered an asset.

Responsibilities

• Strategic Business Partnership with leaders to develop people strategies that support goals.
• Coach on organizational design, workforce planning, leadership effectiveness, and team development.
• Collaborate with leaders to navigate changes, transformation, and evolving workforce needs.
• Build trusted relationships across all levels and identify risks, opportunities, and solutions.
• Serve as primary advisor on employee relations, performance management, investigations, and policy interpretation.
• Provide practical recommendations while ensuring fair employment practices.
• Foster a positive culture centered on accountability, collaboration, and engagement.
• Stay current on employment laws and HR best practices to mitigate risk.
• Coach managers to strengthen leadership capabilities and succession planning.
• Support leadership development initiatives and development programs.

Skills

Executive stakeholder management

Coaching

Communication

Relationship-building

Organizational design

Workforce planning

Talent management

Change management

Employee relations

Employment law

Education

Bachelor's degree in Human Resources

Job description

I'm seeking an experienced Senior Human Resources Business Partner to serve as a trusted advisor to business leaders while driving strategic people initiatives across the organization. This role is responsible for aligning talent strategies with business objectives, strengthening leadership capability, and fostering a high-performing, engaged workforce.

The ideal candidate is equally comfortable influencing executive leaders and executing day-to-day HR initiatives. This position requires someone who thrives in a fast-paced environment, enjoys solving complex business challenges, and is passionate about building strong teams, enhancing organizational effectiveness, and creating a positive employee experience.

Key Responsibilities

Strategic Business Partnership

• Partner with senior leaders to develop people strategies that support business goals, operational priorities, and future growth.
• Provide coaching and guidance on organizational design, workforce planning, leadership effectiveness, and team development.
• Collaborate with leaders to navigate organizational changes, business transformation, and evolving workforce needs.
• Build trusted relationships across all levels of the organization while proactively identifying risks, opportunities, and solutions.

Employee Relations & HR Leadership

• Serve as the primary advisor on employee relations matters, including performance management, workplace investigations, conflict resolution, and policy interpretation.
• Provide practical, business-focused recommendations while ensuring fair and consistent application of employment practices.
• Foster a positive workplace culture centered on accountability, collaboration, and employee engagement.
• Stay current on employment laws and HR best practices to ensure organizational compliance and mitigate risk.

Leadership Development

• Coach managers and business leaders to strengthen leadership capabilities and improve team performance.
• Support succession planning and leadership development initiatives that build organizational bench strength.
• Facilitate leadership tools, frameworks, and development programs that enhance management effectiveness.

Talent Management

• Partner with hiring leaders and Talent Acquisition to identify workforce needs and support strategic hiring decisions.
• Lead talent review discussions, succession planning, performance management, and employee development initiatives.
• Identify high-potential employees and help create development plans that support long-term organizational growth.
• Support change management initiatives that drive employee adoption and organizational success.

Organizational Effectiveness & Compensation

• Partner with leadership on organizational structure, workforce planning, and talent strategies that improve business performance.
• Provide guidance on compensation philosophy, salary administration, incentive programs, promotions, and market competitiveness.
• Assist leaders in making data-driven talent and organizational decisions through workforce analytics and reporting.
• Support enterprise-wide HR initiatives while ensuring successful implementation across business units.

HR Operations & Process Improvement

• Oversee key employee lifecycle processes, including onboarding, offboarding, leave administration, accommodations, and employee records.
• Partner closely with Payroll, Benefits, Talent Acquisition, and other HR functions to ensure a seamless employee experience.
• Maintain compliance with employment regulations while ensuring the accuracy and integrity of HR systems and documentation.
• Continuously evaluate HR processes and recommend improvements that increase efficiency, consistency, and service delivery.
• Champion a culture of operational excellence, continuous improvement, and accountability.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• 8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting multiple business functions.
• Strong knowledge of employee relations, employment law, organizational development, talent management, and performance management.
• Demonstrated success partnering with senior leadership and influencing business decisions.
• Exceptional communication, coaching, and relationship-building skills.
• Ability to manage multiple priorities while thriving in a fast-paced, evolving environment.
• Experience using workforce metrics and data to drive informed business decisions.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) is considered an asset.