Position Title: HR Business Partner

Department: Shared Human Resources

Reports To: Human Resources Manager, Corporate

Salary Range: $72,000 - $99,000 per year

Overview

We are seeking a dynamic, execution-focused Human Resources Business Partner (HRBP) to join our high‑impact Corporate HR team. You will act as a trusted partner for people managers and their teams, driving organizational capability, talent strategy, and operational excellence across assigned functions.

Specific Responsibilities

Business Partnership

- Understand the critical objectives of the business and partner with the greater HR network to influence culture, create a positive employee experience, and champion relevant organizational changes and initiatives.
- Provide proactive data‑driven insights regarding attrition, engagement, workforce demographics, and hiring pipelines to guide leadership decision‑making.
- Deploy and facilitate core global HR lifecycle initiatives, including annualized performance evaluations, talent reviews, alignment metrics, and succession planning within your groups.
- Support complex employee matters.

Recruitment and Onboarding

- Actively develop hiring plans in collaboration with business leaders.
- Own end‑to‑end recruitment for assigned groups, building an agile pipeline for critical functional roles.
- Source, screen, interview, and short‑list top‑tier talent, ensuring an exceptional candidate experience aligned with our employer brand.
- Collaborate closely with the HR Coordinator on interview logistics, background verifications, and compliance‑driven global contract documentation.
- Partner with leaders to ensure recent hires are properly onboarded.

Performance Management and Employee Relations

- Manage and facilitate the annual performance management cycle, supporting leaders in goal development, training new hires and leaders, and facilitating calibration sessions.
- Identify, evaluate, and resolve employee relations issues that foster collaboration and improved performance, escalating highly sensitive cases to the HR Manager as appropriate.
- Participate and/or lead progressive disciplinary actions, terminations, restructuring, and change management activities.

Talent Management and Employee Development

- Coach and advise leaders on talent management best practices related to attracting,



developing, and retaining employees.
- Partner with the business and employees to define and develop career development plans, establish and maintain succession plans, and foster and promote internal mobility.
- Initiate and support or lead investigations into complaints, performance issues, and sensitive matters.

Compensation and Benefits

- Administer the annual compensation review process within the guidelines of the annual performance review cycle.
- Recommend and develop the business case for compensation adjustments as required.
- Assist employees with benefits enrollment, clarify complex benefits claims, and support claims management and return‑to‑work activities.

Functional Enhancements

- Contribute to continuous improvement ideas to enhance HR tools and processes and actively participate in global HR initiatives.
- Participate in or lead continuous improvement events and enterprise or multi‑segment HR projects.

Additional Responsibilities

- Provide ongoing support and guidance to employees and leaders on HR programs, practices, policies, legislation, and regulatory requirements.
- Support management of illness or disability of employees related to occupational or non‑occupational absences, including development of RTW plans, accommodation, and injury/illness reporting.
- Mentor and direct junior team members as needed.
- Demonstrate a continuous improvement mindset related to health and safety, employee wellness offerings, and environmental initiatives, ensuring data accuracy and integrity within all HR systems.

Qualifications

Education

- Post‑secondary degree specializing in Human Resources Management, Business Administration, or an equivalent field.
- Completion or pursuit of the Certified Human Resources Professional (CHRP) designation is an asset.

Experience

- Three (3) to five (5) years of progressive HR experience in an HR Business Partner or HR Generalist capacity,



preferably within a corporate environment.
- Proven knowledge and experience across recruitment and selection, compensation practices, employee relations, and performance management.
- Practical knowledge and experience in the application of the Employment Standards Act (ESA) or local employment standards legislation.
- Ability to have difficult conversations with employees.
- Agile professional who can manage multiple demands while staying strategically focused.
- Proven ability to work closely with leaders to resolve employee issues.
- Outstanding consultative communication style with the ability to influence, guide, and coach managers constructively without sacrificing relationship capital.
- Past experience navigating matrixed corporate structures, multi‑country frameworks, or teams across differing timezones is an exceptional asset.
- Demonstrated ability to invite diverse perspectives, promote an inclusive work environment, and support workforce diversity.
- Microsoft Office 365 proficiency and experience with HRIS systems.
- AI literacy (Artificial Intelligence) is an asset.

The Compensation offered will be based on the local job market and may vary depending on factors such as the job‑related knowledge, skills, experience of the selected candidate, as well as other objective business considerations. The total compensation package may also include other elements, such as an annual cash incentive in addition to a full range of medical, retirement, and/or other benefits. Details of these benefit plans will be provided when the selected candidate receives an offer of employment.

ATS is in compliance with the Accessibility for Ontarians with Disability Act (AODA), 2005 and will, upon request, assist those who may require specific accommodations due to personal disability. We would ask those who require assistance to notify our offices as soon as possible if accommodation is necessary.

The ATS applicant tracking system may utilize AI software with pre‑defined, rule‑based filters to organize and manage application materials. Rule‑based filters operate solely on fixed criteria and do not perform autonomous evaluation or generate independent recommendations. All hiring decisions continue to involve human review and judgment.

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📌 HR Business Partner (Cambridge)
🏢 ATS
📍 Cambridge