Our client is seeking an experienced Senior Human Resources Business Partner to work closely with senior leadership in a energetic, 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 strong 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