NWI Precision specializes in high-precision machining of helicopter masts, turbine shafts, engine thrust links, and nuclear pressure vessel components for the aerospace and nuclear industries worldwide. Operating from a 120,000 sq. ft. facility at 9 Fenmar Drive in Toronto, our dedicated team is committed to delivering the highest quality products to specifications and on time. As our operations continue to grow, we are seeking a highly organized and experienced HR Business Partner.

The HR Business Partner (HRBP) reports to the Director, Human Resources and partners with leaders, managers, and employees to align people practices with business objectives and improve organizational effectiveness.

This role leads the implementation and adoption of HR policies, procedures, systems, and programs, with a particular focus on the employee handbook, Workday, manager development, and consistent application of organizational standards. The HRBP takes ownership of driving change from planning through implementation, training, adoption, and follow-up.

As a trusted business partner, the HRBP builds strong relationships while holding employees and managers accountable for following policies, procedures, and performance expectations. The successful candidate combines sound HR judgment, practical problem‑solving, and change leadership to strengthen manager capability, employee engagement, compliance, and continuous improvement within a manufacturing setting.

TECHNICAL DUTIES AND RESPONSIBILITIES:

1. Business Partnership and Change Management

- Partner with leaders and managers to understand business priorities and translate them into effective HR strategies and initiatives.
- Lead and support change management initiatives,



including the implementation and ongoing adoption of the employee handbook, HR policies, procedures, and organizational processes.
- Develop communication, training, and implementation plans that build understanding, stakeholder buy‑in, and sustained adoption of change.
- Build trust and credibility across the organization while constructively challenging practices that do not align with company expectations.
- Identify opportunities to improve HR processes, automate workflows, and enhance organizational effectiveness.

2. Workday and HR Process Ownership

- Work with HR team to drive the effective adoption and ongoing use of Workday, ensuring managers and employees understand how to use the system and fulfill their responsibilities.
- Assist with developing and delivering training, guidance, and resources to support Workday use, including performance reviews, employee changes, approvals, and required HR activities.
- Monitor system adoption, data accuracy, process completion, and compliance with established timelines; address gaps and follow through with responsible stakeholders.
- Identify and implement process improvements in partnership with the Director, Human Resources and relevant stakeholders.

3. Manager Coaching, Employee Relations and Accountability

- Serve as a primary point of contact for employee relations matters, providing timely, objective,



and practical guidance to employees and managers.
- Coach managers on performance management, attendance, employee communication, conflict resolution, documentation, progressive discipline, and policy application.
- Build manager capability and reinforce accountability for addressing employee issues, meeting management responsibilities, and following established processes.
- Hold managers and employees accountable for compliance with company policies, procedures, conduct expectations, and performance standards through consistent guidance, follow‑up, and appropriate escalation.
- Maintain and update the employee handbook, HR policies, procedures, and supporting documentation to ensure they remain current, accessible, and consistently applied.
- Lead or support workplace investigations, conflict resolution, and corrective action, ensuring matters are handled fairly, consistently, confidentially, and in accordance with applicable requirements.

4. Performance, Talent and Compensation

- Coordinate performance review and merit cycles with the Director, Human Resources, ensuring timely completion, accurate implementation, and consistent practices.
- Support onboarding, employee training, leadership development, succession planning, and ongoing development of internal talent and skills.
- Partner with managers to identify skill gaps, workforce needs, critical roles, and opportunities to improve retention and internal mobility.
- Support job description updates, compensation reviews, and the development and maintenance of compensation structures. Understanding of job evaluation, market benchmarking, internal equity, and compensation

📌 Human Resources Business Partner (Toronto)
🏢 NWI Precision
📍 Toronto