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About the Role
You will be a strategic advisor responsible for supporting defined business groups across North America and partnering with business leaders and leadership teams to improve organizational performance and workforce outcomes. You will operate predominantly at Tier 3 within the People operating model, developing a strong understanding of assigned business groups and working proactively with leaders to translate business priorities into focused people actions.
Responsibilities
- Build trusted relationships with defined business leaders and leadership teams, acting as their primary People Partner on organizational, talent and workforce matters.
- Develop a strong understanding of business strategy, commercial drivers, growth plans, workforce challenges and material people risks.
- Translate business priorities into practical people actions that support performance, productivity, capability and sustainable growth.
- Provide evidence-based advice, influence decisions and constructively raise people implications for consideration.
- Escalate complex, cross-business or strategically significant matters to the Regional People Director as appropriate.
- Partner with leaders on organization design and workforce planning activities within assigned business areas, applying agreed frameworks and seeking senior support for complex changes.
- Identify current and future capability, capacity and structural requirements aligned to growth, cost reduction and operating priorities.
- Support implementation of organizational changes, ensuring clear accountabilities, effective communication and appropriate collaboration with People Services.
- Use workforce insights to balance commercial outcomes, employee experience and organizational risk.
- Facilitate talent mapping, succession planning and critical role discussions for assigned business areas.
- Help leaders identify capability gaps, retention risks, high-potential talent and targeted development actions.
- Coach leaders to improve leadership effectiveness, team performance, feedback and people decision-making.
- Partner with Learning & Development to translate identified capability needs into relevant development activity.
- Contribute to broader regional talent and succession discussions led by Senior People Partners or the Regional People Director.
- Drive timely, high-quality delivery of performance, promotion, talent, succession, engagement, workforce planning, salary and bonus activities within assigned business areas.
- Prepare leaders for key People Calendar milestones and provide guidance that improves the quality and consistency of decisions.
- Monitor progress, identify risks and follow through with leaders to ensure agreed actions are completed.
- Activate global programs and regional People priorities in ways that are relevant to the needs of assigned business areas.
- Use engagement, attrition and workforce data to identify themes, risks and opportunities.
- Facilitate engagement survey discussions and support leaders to develop focused, measurable action plans.
- Partner with leaders on targeted actions to strengthen employee experience, inclusion, retention and team effectiveness.
- Identify emerging organizational or cultural issues and recommend appropriate interventions.
- Partner with leaders on growth, cost reduction, transformation and organizational change initiatives, assessing workforce impacts and supporting effective implementation.
- Lead defined People workstreams or components of multi-stakeholder initiatives, managing scope, risks, actions and stakeholder communication.
- Contribute to acquisition integration activities, including organization, talent, culture, engagement and workforce transition actions.
- Work with Senior People Partners and specialist teams on complex or region-wide change programs.
- Analyze workforce, talent, performance and engagement information and translate it into practical insight for leaders.
- Monitor key indicators including attrition, engagement, diversity, succession, workforce capability and people-related cost.
- Proactively identify people risks and opportunities and recommend proportionate, commercially informed responses.
- Maintain appropriate governance, documentation and confidentiality across strategic partnering activity.
- Work closely with People Services to maintain clear Tier 2 and Tier 3 hand-offs and avoid duplication of operational activity.
- Partner with Talent Acquisition on workforce and hiring priorities and with Learning & Development on capability needs and program activation.
- Build constructive relationships with Centres of Excellence and contribute business insight to the design and improvement of global People initiatives.
- Lead projects or workstreams and provide mentoring, context and development support to People Advisors without assuming line management responsibility.
- Contribute actively to the regional People team, sharing knowledge, strengthening consistency and supporting continuous improvement.
Requirements
- Significant experience in a People Partner, HR Business Partner or equivalent role within a complex organization.
- Proven experience partnering business leaders on organization, workforce, talent, engagement and change priorities.
- Strong working knowledge across organization design, workforce planning, talent and succession, performance, employee engagement and organizational change.
- Demonstrated ability to influence leaders, facilitate effective discussions and drive outcomes without direct authority.
- Strong commercial acumen and the ability to connect People priorities to growth, productivity, workforce cost and business performance.
- Experience leading defined workstreams or multi-stakeholder initiatives and contributing to transformation or acquisition integration activity.
- Strong analytical capability and ability to translate workforce data into clear insight and practical recommendations.
- Highly developed stakeholder management, coaching, communication and presentation skills.
- Ability and willingness to collaborate across regions and occasionally work across regional time zones.
Skills
- Organization design
- Workforce planning
- Talent and succession
- Performance management
- Employee engagement
- Organizational change
- Stakeholder management
- Coaching
- Communication
- Presentation skills
- Analytical skills
- Commercial acumen
Location
- Canada
Work Type
- Full-time
- Permanent
- Flexible scheduling
Experience Level
- Significant experience
Education Level
- Post-secondary degree in Human Resources, Business, Organizational Psychology or a related field
- Canadian professional HR designation (CHRL or CPHR), or active progress toward one, is preferred
Salary/Compensations
- $120,000-$145,000
Benefits
- Competitive total compensation plan
- Industry competitive benefits
- Vacation
- Wellness initiatives
- Opportunities for professional growth and advancement
About the Company
- SLR Consulting (Americas) is a 1500+ team of advisory, environmental, engineering, and regulatory professionals across Canada and the United States.
- We deliver environmental and sustainability services to our clients through the integration of over 30 advisory, technical environmental, and engineering disciplines to help clients address some of their most complex challenges around sustainability.
- We are Making Sustainability Happen.
- With SLR, there is no doubt you’ll grow your subject-matter expertise and industry knowledge.
- We care about investing in our employees for the long-run.
- We want to be a place where you can experience career growth and satisfaction for many years.
Equal Opportunity
- SLR strives to build diverse teams that reflect the communities we work in, and encourages applications from traditionally underrepresented groups including women, visible minorities, Indigenous peoples, people identifying as 2SLGBTQI+, veterans, and people with disabilities.