Sr. Director, HRBP (SP&T and G&A)

Ceridian HCM, Inc; Canada; On-site; CAD 125,000 - 150,000; Full time

Job summary

A leading human capital management company is seeking a Sr. Director, HR Business Partner in Canada to drive strategic alignment between business and people strategies. This role requires extensive HR leadership experience and experience in large-scale transformations. The ideal candidate will coach high-performing HRBP teams and ensure HR practices drive engagement and business results. The company values diversity and offers competitive pay and benefits while supporting personal and professional growth.

Benefits

Comprehensive wellness initiatives

Competitive pay and benefits

Volunteer days and community impact opportunities

Qualifications

• 15 years of HR leadership experience advising C-suite executives in global business.
• Experience in technology companies and large-scale organizations is preferred.
• Proven ability to lead organizational transformations.

Responsibilities

• Drive alignment between business and people strategy for enterprise growth.
• Establish trust-based relationships with senior leaders and key stakeholders.
• Lead HRBP teams that deliver strategic value and foster engagement.

Skills

HR leadership

Change management

Data-driven decision making

Business acumen

Coaching and developing

Education

Bachelor’s degree in Human Resources or related field

HR certification (e.g., SHRM-SCP, SPHR)

Job description

Posted Wednesday, December 10, 2025 at 5:00 AM | Expires Wednesday, February 11, 2026 at 4:59 AM

Dayforce is a global human capital management (HCM) company headquartered in Toronto, Ontario, and Minneapolis, Minnesota, with operations across North America, Europe, Middle East, Africa (EMEA), and the Asia Pacific Japan (APJ) region.

Our award-winning Cloud HCM platform offers a unified solution database and continuous calculation engine, driving efficiency, productivity and compliance for the global workforce.

Our brand prom ise - Makes Work Life Better ™ - Reflec ts our commitment to employees, customers, partners and communities globally.

Effective November 1, 2025 this position is not open to residents of Quebec; applicants must reside in a province or territory of Canada other than Quebec to be considered. Any roles available in Quebec will be posted separately.

About the opportunity

The Sr.Director, HR Business Partner (HRBP) serves as the primary strategic advisor to C-Suite executives and/or senior regional or functional leadership teams within our Engineering and Corporate functions. This role drives alignment between business strategy and people strategy, leading organizational transformation and ensuring the HR agenda enables enterprise growth and performance.

The Sr.Director, HRBP acts as a strategic connector across functions and geographies, representing business priorities to HR Centers of Excellence (COEs) and ensuring globally consistent, locally relevant HR solutions. This leader builds and leads high-performing HRBP teams that deliver exceptional strategic value and ensure HR practices and programs drive engagement, inclusion, and business results.

What you'll get to do

Strategic Alignment & Advisory

• Align business strategy with functional or regional people strategy and the overarching HR functional strategy, ensuring a unified enterprise-wide approach.
• Challenge assumptions and push leadership thinking by using data-driven insights to influence decisions that are scalable and aligned with enterprise priorities.
• Establish strong, trust-based relationships with senior business leaders, key stakeholders, and HR Centers of Excellence (COEs) to enable strategic partnership .
• Follow a data-driven approach to proactively assess organizational health, enabling better decisions related to talent, structure, and workforce planning.
• Partner with COEs to deliver large-scale transformation initiatives (e.g., organizational design, culture change, M&A, change management) with global consistency.
• Represent and incorporate the voice of the business into COE program design and proactively provide insights and feedback.
• Provide proactive guidance to senior leaders on executive succession planning, leadership pipeline development, and long‑term talent strategy.
• Consult on highly sensitive executive‑level employee relations issues, including regulatory investigations and senior leader terminations.
• Lead HRBP teams with clear expectations, coaching, development, and adoption of best practices.
• For international scope: Partner with HRBP Leaders and site leadership to ensure that functional strategies, programs, and processes meet regional requirements and regulatory obligations.
• Cascade priorities and ensure alignment between global and regional HRBP teams.

Strategic Partnership

• Serve as the primary HR advisor and thought partner to senior business leaders, shaping people strategy in alignment with organizational objectives .
• Partner with the C P O and business executives to design and execute workforce strategies that enable innovation, agility, and long‑term growth.
• Translate business priorities into actionable HR initiatives that drive talent, leadership, and organizational effectiveness outcomes.
• Influence C‑Suite and regional leadership on talent strategy, succession planning, culture transformation, and change management.

Organizational Development & Transformation

• Lead enterprise or regional organizational design and transformation initiatives to optimize structure, efficiency, and scalability.
• Shape and reinforce company culture through leadership development, employee engagement, and inclusion efforts.
• Guide senior leaders through complex change initiatives, ensuring communication, alignment, and adoption across the organization.
• Partner with HR COEs to ensure talent programs (e.g., compensation, performance, leadership development) are effectively designed and executed for functional or regional populations.

Leadership & Team Development

• Build, lead, and coach a team of high‑performing HR Business Partners who deliver strategic consulting to their client groups.
• Provide mentorship, guidance, and direction to elevate HRBP capabilities globally and regionally.
• Foster a collaborative, inclusive HR culture that emphasizes partnership, accountability, and innovation.
• Partner with Talent Management, Total Rewards, and other COEs to drive workforce planning, succession management, and leadership development initiatives.
• Provide counsel on executive talent decisions, retention strategies, and key capability gaps.
• Ensure that performance management processes are effective, fair, and linked to business outcomes.

Business Partnership & Collaboration

• Serve as a bridge between the business and HR COEs, representing enterprise and functional needs during program design and implementation.
• Act as a strategic connector across geographies and functions to align global initiatives with local execution.
• Collaborate with HR Operations and Shared Services to ensure service excellence, operational consistency, and data‑driven decision‑making.
• Leverage people analytics to inform strategic planning, measure progress, and drive accountability.

Skills and experience we value

• 15 years of progressively expanding HR leadership responsibility, advising and supporting C‑suite executives in global business environments.
• Experience working in technology companies and large‑scale global or matrixed organizations.
• Proven ability to create holistic people strategies aligned with business strategy.
• Significant experience leading large‑scale change initiatives and organizational transformations.
• Strong business acumen with the ability to understand financial, operational, and talent‑related drivers.
• People manager experience, including coaching and developing senior HRBPs.
• Demonstrated use of AI tools to increase HR efficiency and insight generation.
• Bachelor’s degree in Human Resources, Business Administration, or related field required ; advanced degree or HR certification (e.g., SHRM‑SCP, SPHR, CIPD) strongly preferred.

What’s in it for you

Dayforce is fueled by the diversity of our talented employees. We are an equal opportunity employer and consider and embrace ALL individuals and what makes them unique. We believe our employees should be happy and healthy, with peace of mind and a sense of fulfillment.

We encourage individuals to apply based on their passions.

Dayforce encourages personal and professional growth. We offer excellent time away from work programs, comprehensive wellness initiatives and recognition through competitive pay and benefits.

With a commitment to community impact, including volunteer days and our charity, Dayforce Cares we provide opportunities for you to thrive both in your career and personal life. Our focus is not just on your job but on supporting you to be the best version of yourself.

About the Salary Ranges

Please note that the salary range mentioned in this job description should serve simply as a guide. The final compensation offered may vary based on a variety of factors, including bonuses and/or incentives, or a candidate’s experience, skills, budget and location. Our company is committed to providing a fair, equitable, and competitive package that reflects the value an individual brings to the organization.

Proficiency in English is required for this position as this role will regularly interact with English‑speaking stakeholders, co‑workers, managers and/or clients across the world. Further, our back office support teams, including but not limited to Human Resources, are primarily English speaking. Employees need to be able to communicate with these departments in English to appropriately administer their business relationship. Due to the significant high volume of interactions with these English‑speaking co‑workers, managers, stakeholders and/or clients, which is inherent to this position, it is not possible to reorganize the company's activities to avoid this requirement.

Fraudulent Recruiting

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Dayforce actively monitors all job applications to ensure authenticity. Submissions determined to be fraudulent or misleading will be declined from the recruitment process