Metrolinx is connecting communities across the Greater Golden Horseshoe. Metrolinx operates GO Transit and UP Express, as well as the PRESTO fare payment system. We are also building new and improved rapid transit, including GO Expansion, Light Rail Transit routes, and major expansions to Toronto’s subway system, to get people where they need to go, better, faster and easier.

Metrolinx is an agency of the Government of Ontario. At Metrolinx, equity, diversity and inclusion are essential to living our values of serving with passion, thinking forward and playing as a team. We are seeking a Strategic HR Business Partner to help senior leaders make better workforce and organizational decisions.

This is a strategic advisory role for someone who can connect business priorities with practical people solutions. The role serves as a strategic HR advisory partner to executive leaders, supporting portfolio-level workforce planning, organizational design, leadership effectiveness, employee engagement, and enterprise change initiatives. It requires someone who can bring structure to complex issues, use data and business context, and provide recommendations that leaders can act on.

Candidates may come from HR or from another senior business background, such as operations, consulting, finance, organizational change, strategic planning, or people leadership. The key requirement is experience advising leaders and applying strong judgment to complex business, workforce, or organizational issues. This role is an in-office position based at our downtown Toronto location.

Our HR team is highly collaborative, and much of our work benefits from in-person co-creation, relationship-building, and hands-on partnership with leaders across the organization. Metrolinx HR team has been recognized by HRD Canada as one of the 2025 Top HR Innovators and Most Innovative HR Teams , celebrated for reshaping the HR landscape with pioneering strategies in wellness, talent management, and recruitment. Learning and development opportunities Comprehensive health and dental benefits, and wellness spending account Defined Benefit OMERS Pension plan Metrolinx is committed to helping our leaders achieve their goals through continuous learning, career development, and support.

The Strategic Human Resources Business

Partner (SHRBP) provides strategic advice to Metrolinx executives on workforce and organizational matters that affect business delivery. The role helps leaders assess people risks, understand workforce impacts, and make decisions about structure, talent, leadership, engagement, and change.



The SHRBP is accountable for translating executive business priorities into integrated workforce strategies, organizational recommendations, and practical action plans that enable portfolio and enterprise outcomes.

This includes using workforce data, understanding operational context, partnering with HR Centres of Expertise, and helping leaders move from issue identification to practical action. The role is best suited to someone who has worked with senior leaders, can simplify complex problems, and can balance business needs with sound workforce and organizational advice. Partner with senior divisional leaders to shape integrated people and workforce strategies that advance enterprise priorities, including strategic workforce planning, organizational design, succession planning, talent and performance strategy, leadership effectiveness, employee engagement, and transformation initiatives.

Data Analytics & Workforce Insights: Use workforce data, HR metrics, and business insights to identify organizational risks, emerging trends, and capability gaps, and develop evidence-based recommendations that inform executive decision-making and strengthen business outcomes. HR Policy, Risk & CoE Partnerships: Provide strategic guidance on HR policy, program, labour, and legislative considerations by assessing enterprise risk, business impact, and organizational implications, while partnering with HR Centres of Expertise to develop integrated, scalable, and fit-for-purpose solutions.

Change Leadership & Transformation: Advise and partner with leaders on the people, culture, and organizational impacts of enterprise initiatives, restructures, operating model changes, and transformation projects, ensuring workforce implications are understood and aligned with long-term business objectives. Serve as a trusted advisor and thought partner to executives and senior leadership teams, providing strategic coaching, challenge, and guidance that strengthens leadership effectiveness, decision-making, accountability, and organizational performance.

Employee Engagement & Organizational Effectiveness: Lead a deliberate, data-informed approach to employee engagement and organizational effectiveness, including interpretation of engagement insights, leader-driven action planning, culture and accountability strategies,



and evaluation of progress against measurable outcomes.

Strategic People Risk & Organizational Guidance: Provide senior leaders with strategic advice on complex people, culture, and organizational risks, ensuring issues are considered in the context of business objectives, workforce impacts, leadership accountability, and enterprise priorities. Completion of a university degree or college diploma in a related discipline to Human Resources Management/Business Administration, or equivalent experience; CHRP and/or CHRL is an asset. ~10-15 years of progressive experience providing strategic HR, business, or organizational advisory support in a large, complex, multi-stakeholder environment, with demonstrated impact at the senior leadership or executive level. ~ Demonstrated ability to translate business priorities into integrated people strategies across areas such as workforce planning, organizational design, talent and succession, leadership effectiveness, employee engagement, performance strategy, and culture change. ~ Strong executive communication and advisory skills, including the ability to synthesize complex issues, develop clear recommendations, prepare business cases and briefing materials, and influence senior decision-making. ~ Proven ability to act as a trusted thought partner to senior leaders and executives, bringing sound judgment, constructive challenge, and credible advice on complex workforce, culture, leadership, and organizational matters. ~ Strong business and financial acumen, including the ability to use data, workforce insights, and cost considerations to identify risks and opportunities and align people strategies to enterprise and divisional objectives. ~ Advanced knowledge of organizational design, change leadership, transformation, and project governance principles, with the ability to shape and guide initiatives that have broad workforce and organizational impact. ~ As an alternative to the HR experience requirement above, equivalent senior-level experience in a non-HR discipline, such as operations, consulting, finance, organizational change, strategic planning, or people leadership, may be considered where the candidate has demonstrated accountability for complex business, workforce, or organizational outcomes. We are committed to the requirements of the Accessibility for Ontarians with Disabilities Act so if you require accommodation during the hiring process, please let our Recruitment team know by contacting us at: (phone hidden) or email [email protected] be advised that a Criminal Record Check may be required of the successful candidate.

📌 Human Resources, HRBP, Manufacturing (Toronto)
🏢 Metrolinx
📍 Toronto