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About the Role

The Director, People & Culture Business Partner is an integral member of the P&C Leadership Team, serving as a strategic enterprise advisor and primary P&C partner to executives, vice-presidents, and directors. This role partners directly with senior leaders to translate business plans into workforce, organization, and talent priorities, bringing a strong business lens to P&C services and solutions.

Responsibilities

Advise senior leaders on P&C policies, best practices, and continuous improvement opportunities.
Build a strong understanding of client groups and their business strategy.
Act as a change agent from planning through implementation.
Serve as a trusted advisor to senior leaders, maintaining a strong understanding of business priorities, operating models, talent, and culture.
Partner with P&C Communities of Expertise (COEs) by bringing a practical business lens to their products, programs, and services.
Translate business strategy into workforce plans, capability priorities, and talent strategies.
Identify critical roles, talent risks, succession needs, and internal mobility opportunities.
Influence build, buy, and borrow decisions to strengthen leadership bench strength and support future growth.
Deliver P&C cycles and business initiatives while creating an exceptional employee and leader experience.
Support a diverse, inclusive, respectful, high-performing, and empowered organization.
Translate workforce data, engagement results, attrition, performance, mobility, and capability trends into clear business insights.
Use data to diagnose risks, shape recommendations, and coach leaders to develop practical action plans.
Lead execution against business goals by mapping end-to-end processes, using agile planning, defining clear deliverables, roles, and accountabilities.
Incorporate retrospective reviews and lessons learned.
Coach leaders on operating model evolution, role clarity, decision rights, team effectiveness, ways of working, and people-management practices.
Help leaders build change capacity, manage resistance, and sustain adoption through periods of growth, integration, and transformation.
Share guidance and expertise with P&C peers and developing P&C team members.

Requirements

Post-secondary education in business, human resources management, or a related field.
At least 10 years of progressive human resources leadership experience.
Experience leading or supporting strategic workforce planning, succession, internal mobility, talent reviews, and capability planning in a complex or evolving organization.
A commercial mindset, strong business acumen, and the ability to connect enterprise strategy, operating plans, and talent priorities.
Highly developed critical-thinking, analytical, and problem-solving capabilities.
Clear, executive-level communication skills with the ability to simplify complexity, provide courageous counsel, and influence senior leader decisions.
Strong project-management experience.
Demonstrated experience enabling business transformation, organization effectiveness, change leadership, and adoption at scale.
High energy, sound judgment, and the ability to work independently.
A proven ability to build trusted relationships with senior leaders, union partners, and employees, challenge constructively, create alignment, and deliver enterprise outcomes.
An inclusive leadership approach and a strong commitment to diversity, equity, and inclusion.
Ability to travel occasionally.
Proficiency in English is required.

Skills

Strategic consulting
Change management
Collaboration
Strategic workforce planning
Talent planning
P&C products and programs delivery
Insights and analytics
Project management
Organization effectiveness
Change leadership

Location

Canada

Work Type

Full-time

Experience Level

10+ years of progressive human resources leadership experience

Education Level

Post-secondary education in business, human resources management or a related field
Certified Human Resources Professional designation (CHRP or CHRL) - Nice to have
Change-management certification - Nice to have

About the Company

GreenShield is a proudly Canadian, national non-profit health care and insurance organization, driven by its mission of Better Health for All.
Through its unique integrated payer-provider ('payvider') model, it offers insurance, administers benefits, and pays claims while also offering health care services.
As a non-profit social enterprise without shareholders, it reinvests excess earnings to support underserved communities.
GreenShield Cares positively impacted the health and well-being of over one million Canadians between 2020 and 2025.
The organization aims to measurably impact an additional three million Canadians by 2030.
GreenShield's culture is where purpose meets passion and performance.
The company believes a career should be meaningful and that the workplace should empower employees.
Inclusivity is valued, with a commitment to diverse backgrounds, perspectives, and experiences.
GreenShield Holdings Inc. is a wholly owned subsidiary of the non-profit Green Shield Association.

Equal Opportunity

GreenShield embraces diversity and inclusion in its workforce and workplace.
The company is committed to building inclusive teams and an equitable environment for people to be themselves.
Applications are encouraged from all candidates, and accommodations will be made under human rights legislation.
Information received relating to accommodation will be addressed confidentially.