Our client is seeking an experienced Senior Human Resources Business Partner to work closely with senior leadership in a dynamic, multi-functional business environment. This is a strategic HR role focused on aligning people initiatives with business objectives, strengthening organizational capabilities, and supporting operational effectiveness. The successful candidate will provide HR leadership across a diverse range of business functions, including technical, commercial, operational, and corporate teams. This position requires someone who can operate as both a trusted strategic advisor and a hands-on partner to leadership. Key Responsibilities Strategic HR Partnership Act as a trusted advisor to senior management, providing guidance on people strategy, organizational effectiveness, and workforce priorities. Translate business goals and operational requirements into practical, results-oriented HR initiatives. Collaborate with functional leaders to understand workforce challenges, future talent requirements, and organizational risks. Influence business decisions through HR expertise, workforce analytics, and solid commercial judgment. Provide proactive guidance on leadership effectiveness, employee engagement, and organizational health. Adapt HR strategies to support both corporate and operational employee populations. Workforce Planning & Organizational Effectiveness Lead workforce planning initiatives, evaluating current capabilities, future talent requirements, and succession vulnerabilities. Work with business leaders to develop headcount plans and workforce budgets. Support organizational changes, including restructuring, reporting relationships, role alignment, and team redesign. Assess organizational structures, management layers, spans of control, and decision-making accountability. Participate in job analysis, position evaluation, role mapping, and job-level assessments.



Identify opportunities to improve productivity, remove duplication, and build sustainable organizational structures. Support workforce planning across technical, manufacturing, commercial, and corporate functions. Talent Management & Succession Planning Partner with leadership to identify high-potential employees, business-critical positions, and emerging talent needs. Facilitate talent reviews and succession planning for leadership, specialist, and functional roles. Develop practical succession strategies and support internal talent movement. Work with learning and talent development teams to establish targeted development opportunities. Assess future technical and professional capability requirements. Support internal career development and mobility across geographically dispersed teams. Strengthen talent pipelines for operational, technical, commercial, and leadership positions. Performance Management & Employee Development Guide leaders through performance management activities, including objective setting, feedback, calibration, and development planning. Coach managers on effective performance conversations and performance differentiation. Evaluate workforce performance trends and identify opportunities for improvement. Assist leadership in addressing performance concerns and strengthening team effectiveness. Connect performance outcomes with succession planning, employee development, and career progression. Promote accountability, continuous feedback, and a high-performance culture. Leadership Development & Organizational Capability Identify leadership development needs and collaborate with internal specialists to implement appropriate solutions. Support leadership development programs, functional training initiatives, and technical skills development. Work with business leaders to anticipate changing skill requirements and capability gaps. Contribute to technical career development frameworks and knowledge-

📌 Senior Human Resources Business Partner (Toronto)
🏢 DM Lyons Consulting
📍 Toronto