What we are looking for

The Senior Human Resources Business Partner (SHRBP) works as a strategic partner and internal advisor, driving initiatives that directly impact employee engagement, organizational effectiveness, organizational change, operational efficiency and workplace culture.

While championing retention, equity and holistic professional development for mid-level managers and early-career talent the SHRBP is also a trusted strategic advisor to the senior leadership team.

Duties and Responsibilities

Strategic Alignment and Advisory

- Proactively partner with leaders to identify and understand the strategic people issue specific to their business units. Deliver innovative HR solutions that support the achievement of current, emerging and shifting operational objectives.
- Act as a trusted advisor providing advice, guidance and high-impact coaching across all job levels; advising executives and senior management on leadership dynamics and succession, while counseling leaders and employees on performance, career progression and professional development.
- Cultivate deep, consultative relationships with business leaders, ensuring that all advice, guidance and interventions directly align with business priorities.
- Lead and contribute to cross-functional HR projects and strategic initiatives aligned with the overarching People Strategy.

Workforce Strategy, Analytics and Total Rewards

- Act as a key partner in building, forecasting and managing annual workforce plans and headcount budgets. Conduct capability gap analyses, identify critical and vulnerable roles and drive proactive succession planning and talent pipeline strategies to ensure sustainable operational capacity.




- Translate complex data sets, dashboards, turnover trends, retention risks and compensation equity metrics into actionable, evidence-based business insights.
- Partner closely with the Organizational Design and Total Rewards team to guide business leaders through annual compensation cycles, merit reviews and performance incentive programs. Provide strategic advisory on promotional off-cycles, job evaluations, market rate adjustments and customized retention packages in compliance with corporate compensation governance.

Organizational Effectiveness, Change and Workplace Relations

- Champion organizational change by collaborating with business leaders, talent management and other internal departments to build and execute timely, structured communication, restructuring and action plans.
- Manage sensitive, confidential and complex HR issues. Conduct thorough, objective investigations into workplace complaints and disputes, liaising with internal and external legal counsel as required to mitigate risk and ensure compliance.
- Champion employee engagement initiatives, facilitating employee and leadership feedback through surveys, focus groups and analytics and co-creating actionable improvement plans with business units.

Culture, Employee Engagement and Culture





- Drive an exceptional employee experience across the full employee lifecycle by actively fostering a culture of inclusion, psychological safety and employer branding initiatives.
- Monitor emerging industry trends, legislative updates and HR best practices, actively benchmarking with industry peers to ensure internal policies, systems and programs remain up-to-date, competitive and compliant.
- Liaise with the Marketing and Communications team on all employee-facing communication initiatives to ensure consistent, transparent messaging.

Professional Competencies

- Develop and Mentor others: Supporting others to develop and learn, recognizing their achievements, and building an organizational culture where knowledge and growth are valued and rewarded.
- Demonstrate Mature Confidence: Demonstrating confidence and realistic trust in one's own abilities. Understanding and managing their own emotions and drives, and the impact of self on others to minimize counterproductive actions, instill trust and inspire others.
- Think Strategically: Seeing and synthesizing different sides of an issue, examining the full range of options and outcomes, and building intellectual frameworks to guide analysis and action.
- Make Decisions: Using critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity.
- Drive Success: Understanding the workings, structure, culture, as well as the distribution of power within and beyond the organization; utilizing this understanding to solve problems and achieve desired outcomes.

📌 Senior HR Business Partner (Canada)
🏢 Payments Canada
📍 Canada