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About the Role

Co-lead the HR Business Partnering function, providing strategic advisory support to executives and senior leaders. This hands-on role involves advising leaders, driving initiatives, delivering work, and influencing decisions. Inform, advise, and communicate HR strategy for internal client groups, addressing complex business challenges, shaping company culture, driving employee engagement, and supporting organizational evolution. Provide expert advice on advanced human resources solutions to achieve strategic goals and business outcomes. Collaborate with the People Leadership Team to ensure strategy and priority alignment and consistent high-level advisory capability across business units.

Responsibilities

Translate corporate objectives into actionable workforce initiatives, blending long-term workforce planning with immediate leadership coaching.
Develop a comprehensive understanding of key business priorities and proactively challenge senior leaders on organizational structure and talent differentiation.
Diagnose organizational barriers to success through consultative partnership with senior leadership, driving proactive solutions.
Act as the primary strategic interface for Executives, collaborating with the Vice President, People to identify, map, and address long-term people priorities and risks.
Collaborate on high-level business conversations that promote workforce evolution, addressing future capability gaps and contributing to a future-focused workforce plan.
Co-lead and mentor the HR Business Partner team, ensuring consistent delivery of high-quality consultative services and strategic alignment.
Guide senior people leaders on the philosophy, strategy, and application of critical talent management practices, including Organizational Design, High-Potential Identification, Strategic Workforce Planning, and Succession Planning.
Collaborate with the People Leadership Team to define strategic requirements for talent programs.
Act as a Culture Ambassador and steward, leading by example to support a positive work environment and coaching executives on driving culture and engagement.
Provide expert counsel on leadership behaviors, total rewards philosophy, and cultural integration in complex environments.
Operate as a strategic thought leader, conceptualizing innovative ideas and championing change management plans.
Provide high-level strategic counsel on high-risk employee relation matters, advising executives on legal, financial, and reputational risks.
Interpret employment standards and applicable employment legislation (including the Canada Labour Code) to guide executive decision-making and policy direction.
Serve as a senior advisor to the VP, People, Executives, and Vice Presidents on sensitive, confidential, and reputational people issues.
Guide the interpretation and evolution of organizational policies, ensuring frameworks support business flexibility and adhere to cultural goals and legal requirements.
Develop trusted partnerships to advise leaders on complex performance calibration, executive leadership disputes, and organization-wide policy adherence strategies.
Act as the strategic lead for escalated employee relations cases, determining the desired outcome and legal approach.
Act as a true partner to senior leaders, empowering internal clients with insights, coaching, and strategic frameworks.
Prioritize building and nurturing high-trust relationships, effectively influencing senior stakeholders and navigating organizational politics.
Apply a data-driven mindset to synthesize deep insights from workforce analytics, making evidence-based recommendations.
Demonstrate outstanding professional communication skills to navigate conflict, manage stressful situations, and mediate discussions at the executive level.
Offer innovative, forward-looking solutions to meet long-term organizational business objectives by identifying critical gaps.
Develop and maintain relationships internally and externally to benchmark enterprise-wide Human Resources strategies.
Partner with the Director, HR Operations and Continuous Improvement and Director, Talent Management to ensure business requirements are clearly defined and communicated.
Represent the Strategic Advisory function at senior leadership forums, steering committees, and cross-functional projects.
Collaboratively develop, implement, and maintain a divisional strategy in line with the organizational strategy.
Collaboratively provide strong leadership to the divisional team, ensuring necessary tools and support.
Jointly monitor and measure performance of divisional goals against Payments Canada’s strategic goals.
Collaboratively attract and retain professionals with the skill sets and competencies needed to deliver strategic priorities.
Share responsibility and accountability for all aspects of the talent management cycle for the team.
Provide dependable and articulate consultancy to the executive team and key internal/external stakeholders.

Requirements

Bachelor’s Degree in Business, Human Resources, Social Science or related field.
Approximately seven to ten (7–10) years of strong HRBP or strategic partnering experience.
Five (5) years of experience in a leadership capacity.
Over five (5) years’ experience in strategic HR planning.
Experience working with senior executives.
Demonstrated ability to consult, influence and partner with VPs and Executives in development and execution of people strategies.
Ability to proactively identify potential issues and/or areas of opportunity within the business and work to action solutions.
Excellent organizational skills with meticulous attention to detail.
In-depth knowledge of applicable laws, regulations, legislation, and industry trends.
Ability to effectively influence and communicate with senior leadership.
Analytical mindset with the ability to use data to drive decision-making and measure the effectiveness of HR programs.
Eligibility to successfully complete background checks (criminal, credit, identity, employment, and education).
CHRL designation or equivalent HR certification preferred.
Financial services industry experience is considered an asset.
Bilingualism (English and French) is considered an asset.
Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook).
Advanced proficiency in Google Suite.
Expert knowledge of HR practices, trends, and strategic HR management.
Comprehensive understanding of relevant employment legislation.
Exceptional written, verbal communication and presentation skills.
Ability to manage multiple high-priority deadlines simultaneously.
Ability to resolve complex issues with minimal oversight.
Ability to prioritize effectively.
Strong interpersonal skills with the ability to maintain professional and diplomatic relations.
Exceptional attention to detail, ensuring accuracy and thoroughness in all tasks.
Highly energetic, self-motivated, quick learner, capable of assuming responsibility with minimal supervision.
Maintains composure and delivers high-quality work in a fast-paced environment.
Team-oriented with a proactive "can-do" attitude.
Demonstrates initiative and is results-oriented.

Skills

Microsoft Office
Google Suite
HR practices
Strategic HR management
Employment legislation
Written communication
Verbal communication
Presentation skills
Time management
Problem-solving
Interpersonal skills
Diplomacy
Attention to detail
Self-motivation
Quick learning
Composure
Teamwork
Initiative
Results-orientation
Consulting
Influencing
Partnering
Strategic thinking
Organizational skills
Analytical mindset
Data-driven decision making

Location

Toronto region
Ottawa region
Hybrid
Remote
Travel required

Work Type

Full-time
Hybrid
Remote

Experience Level

7-10 years of HRBP or strategic partnering experience
5 years of leadership experience
5+ years of strategic HR planning experience
Experience working with senior executives

Education Level

Bachelor’s Degree in Business, Human Resources, Social Science or related field
CHRL designation or equivalent HR certification preferred

Salary/Compensations

Target starting rate: $143,650.00 (flexible based on experience and qualifications)

Benefits

Flexible, hybrid (remote/office) environment
Competitive compensation package
Annual variable bonus
Defined contribution pension plan with employer matching percentage (if eligible)
Comprehensive health and dental benefit coverage
Mental health coverage
Life insurance
Health spending account for you and your dependents (Permanent and temporary employees with contracts 12 months and over)
Minimum four weeks paid vacation
Sick and personal days
December holiday shutdown
Cultural holiday observance days
26 weeks of paid maternity and parental leave top-up (if eligible)
Rewards and recognition program
Access to office gym facilities
Internal and external professional development opportunities
Fun team and organizational events
Monthly all staff forums led by our Executive Leadership Team

About the Company

Payments Canada is at the forefront of the Canadian payment ecosystem.
Our purpose is to make payments easier, smarter and safer for all Canadians.
We diligently ensure payments are cleared and settled, processing approximately $107 trillion or $424 billion each business day in 2024.
We are a public purpose, non-profit organization situated at the center of Canada’s payment ecosystem.
We own and operate payment systems that process hundreds of billions of dollars’ worth of payment transactions every business day.
We convene ecosystem participants to discuss their multiple and diverse interests and ideas and to navigate industry-level challenges.
We adhere to values: Inspire trust, build community and enable change.
Our culture fosters authenticity, collaboration, innovation and development.
We empower one another and make meaningful contributions that impact the organization and our country.
We develop and nurture meaningful connections that drive innovation in our ecosystem.

Equal Opportunity

Dedicated to fair, transparent and inclusive hiring.
We are an equal opportunity employer and value diversity at our company.
Our recruitment process uses automated tools, but not generative AI, to objectively screen and evaluate applications.
Automated tools support, but do not replace, human decision-making; trained recruitment professionals and hiring managers make final hiring decisions.
Committed to making everyone feel they can be themselves and thrive at work.
Committed to building on a foundation of respect and appreciation for diversity in all forms.
Committed to creating an inclusive and equitable culture where our differences are valued.
Committed to employment equity and actively encourage applications from women, Aboriginal people, persons with disabilities and visible minorities.
If selected for an interview, please advise us if you require special accommodation.
Preference will be given to Canadian citizens and permanent residents.