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At GMS, we've been helping Canadians for more than 75 years to get the health and travel insurance they want and need. The same pioneering spirit that started our story is what drives us to do things differently today. Insurance, honestly, is our promise, and it's what we do at GMS. We care about our customers, our community, and each other. As a non-profit organization, we're proud to reinvest our profits into the health of the communities we serve and that have supported us since 1949.

We want our employees to feel good about coming to work and being in a workplace that promotes flexibility, growth, and a healthy work-life balance. If you'd like to be part of a team that truly takes care of our customers, our communities, and each other, this could be your chance.

Here's the role

We are currently looking to fill a vacancy for a foundational Human Resources Business Partner (HRBP), internally designated as HRBP Level 1.

The Human Resources Business Partner serves as the primary HR contact for assigned client groups, partnering with leaders and employees to support business objectives and workforce needs. This role provides both operational and strategic HR support across the employee lifecycle, including recruitment, employee relations, performance management, organizational effectiveness, and workforce planning.

The HRBP builds trusted relationships with leaders and employees, provides guidance on people-related matters, and helps implement practical HR solutions that support organizational success. To effectively partner with leaders, the HRBP must operate across a broad range of HR disciplines. Success in this role is built on a strong foundation of technical HR knowledge, sound judgment, and the ability to translate learning and experience into practical people solutions. The HRBP balances a partnership-focused approach with hands-on HR execution.

Position Responsibilities

- Serve as the primary HR contact for assigned client groups, building trusted relationships and delivering responsive, consistent, and effective HR service.
- Partner with assigned leaders to understand business priorities, workforce needs, and organizational challenges,



providing proactive HR guidance and support.
- Advise, coach, and provide guidance to leaders on employee relations matters, performance concerns, accommodation and disability management, workplace conflict resolution, organizational change initiatives, and HR policies and practices.
- Deliver end-to-end HR support and execution on a broad range of HR disciplines including the employee lifecycle, workforce planning, recruitment, onboarding & offboarding, talent management, job evaluation, performance management, and employee development.
- Track, analyze, and maintain workforce data and HR metrics to identify trends, support decision-making, and provide recommendations to leaders and the HR team. Prepare, analyze, and provide reporting, data, and metrics as required.
- Maintain and manage HR documentation, employment letters, employee records, employee resources, employee and organizational data within HR and payroll systems, and related HR administration.
- Ensure HR programs, practices, and decisions comply with employment legislation, labor regulations, internal policies, and organizational standards, identifying and escalating risks as appropriate.
- Support compensation processes, including annual salary reviews, job evaluation activities, and related compensation administration as assigned.
- Provide operational support for benefit and pension programs, employee communications, and annual HR processes as required.
- Support the implementation of HR projects, annual initiatives, audits, compliance activities, policy reviews, records retention requirements, and departmental priorities.
- Provide cross-functional support and backup to other HR team members and contribute to a collaborative, high-performing HR team environment.

Competencies




- Critical Thinking & Judgment: Identifies issues or patterns within area of knowledge and experience. Uses available information, logic, and sound judgment to assess cause and impact, determine options, and make informed day-to-day decisions. Knows when to escalate or seek guidance.
- Results Orientation: Maintains focus and effectiveness in challenging or fast-paced situations. Manages shifting priorities, solves problems under pressure, and ensures work is completed to a high standard. Demonstrates persistence and follow-through to achieve results, even when faced with ambiguity or competing demands.
- Communication: Adapts communication style for different audiences. Effectively conveys complex or challenging information, ensuring understanding across diverse perspectives. Able to consume various forms and sources of information and communicate complex information in accessible terms.
- Impact & Influence: Actively listens to understand diverse perspectives. Respects differing viewpoints and engages in open, constructive dialogue. Shares ideas confidently, contributing to discussions with curiosity and a willingness to explore new thinking.

Education & Experience
- Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of experience and education.
- 3+ years of Human Resources experience with at least 2 years in an HR advisory capacity.
- Experience working across multiple HR functions.
- CPHR designation (completed or in progress) considered an asset.

When you become a GMSer, you can expect:
- Competitive salary and bonus opportunities.
- Personal and career development initiatives.
- Social events, volunteer opportunities, and a whole lot of fun.
- Free coffee - yes, really! And if tea is more of your vibe, we've got that covered too!

Are we a fit?

If you think so, please apply by August 28, 2026. We'd love to reach out to everyone who applies, but we just don't have enough hands! If you're selected for an interview, we'll be in touch. If not, please consider us again in the future.

📌 Human Resources Business Partner (Regina)
🏢 CareerBeacon
📍 Regina