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About the Role

The People Business Partner is an intermediate level role embedded in a business unit, serving as the primary contact for leaders seeking practical and strategic support. This role involves adapting frameworks, building new approaches where needed, and working independently while ensuring key decisions are reviewed. It offers a balance of strategic and execution-focused tasks, including coaching managers, managing leave administration, performance documentation, and employee relations case management. The position requires building for future growth, influencing departmental health, and adapting to evolving structures, manager expectations, and AI integration.

Responsibilities

Build a people agenda that addresses capability, engagement, retention, and succession risk by understanding the group's strategy, structure, and drivers.
Advise managers and senior leaders on performance, development, compensation, team structure, and change management.
Communicate effectively with leaders unfamiliar with People functions and persuade where necessary.
Coach first-time and early-tenure managers through complex people leadership challenges, enhancing their capabilities.
Identify recurring issues and build scalable guidance to promote manager self-sufficiency.
Manage the performance management process end-to-end, including setting expectations, documentation standards, improvement plans, and difficult conversations.
Apply judgment to talent review and compensation cycles, including calibration, leveling, promotions, and succession planning.
Oversee the employee lifecycle for the assigned group, including leaves, accommodations, return to work, internal moves, and exits, ensuring accurate and humane administration.
Independently manage employee relations cases, including ambiguous and legally sensitive situations, adhering to employment legislation and escalating when appropriate.
Assess structures, spans of control, and decision rights to address performance or growth-related structural questions.
Track leading indicators for engagement, performance, and retention, conduct listening cycles, and develop action plans with leadership commitment.
Drive people initiatives end-to-end, adapting existing programs or building new approaches as needed.
Integrate AI into work processes, delegating research and drafting to agents, analyzing data for leadership insights, and pressure testing recommendations.
Identify and propose solutions for manual processes or documentation gaps that lead to recurring escalations.
Partner with Talent Development, Total Rewards, and Talent Attraction to ensure cohesive support for the business unit.
Stay current on People practices and technology trends, bringing effective solutions back to the PBP team.

Requirements

Proven track record of advising and influencing senior leaders and executives, including those who required persuasion or did not initially frame the problem.
Experience in a growing organization is ideal.
Specific experience in performance management and employee relations, including challenging cases.
Experience running performance and compensation cycles end-to-end for a multi-team group.
Working understanding of employment legislation and its application to the business, with the ability to quickly learn new regional legislation.
Real AI fluency, demonstrated by changes in work processes and self-built automations.
Comfort with administrative tasks, ensuring accuracy in documentation and systems.
Credibility built on follow-through and trustworthiness in handling difficult situations.
Strong written and verbal communication skills, including preparing leadership briefs and presenting at All Hands meetings.
Resilience to navigate messy situations with unclear answers.

Skills

Performance Management
Employee Relations
Talent Review
Compensation Cycles
Employment Legislation
AI Fluency
Communication
Influencing
Coaching
Problem-Solving
Adaptability

Location

Edmonton
Toronto
Vancouver
Kitchener-Waterloo

Work Type

Hybrid

Experience Level

Intermediate

Salary/Compensations

$98,300 - $133,100

Benefits

Equity rewards
Annual stipends for health and wellness
Retirement savings matching
Extended health package with fully paid premiums
Dedicated talent development program
Career coaching
Opportunities for career development

About the Company

Jobber exists to help people in small businesses be successful by transforming the way service is delivered through technology.
The company works with small home service businesses to help them quote, schedule, invoice, and collect payments.
Jobber's culture of transparency, inclusivity, collaboration, and innovation has been recognized by Great Place to Work, Canada’s Most Admired Corporate Cultures, and more.
The company has been named on the Globe and Mail’s Canada’s Top Growing Companies list and Deloitte Canada’s Technology Fast 50™, Enterprise Fast 15, and Technology Fast 500™ lists.
The People team builds the environment for employees to do their best work, covering hiring, onboarding, growth, pay, and support.
Jobber is transforming the $400-billion service industry by providing technology solutions.
The company brings together tens of thousands of people with technology to deliver billions of dollars in services.
Jobber aims to make small businesses successful.

Equal Opportunity

We believe that diverse teams perform better and that fostering an inclusive work environment is a key part of growing a successful team.
We welcome people of diverse backgrounds, experiences, and perspectives.
We are an equal opportunity employer, and we are committed to working with applicants requesting accommodation at any stage of the hiring process.