Description

HR Business Partner

Full-Time-PERM

Location: Mississauga

Hours: Monday – Friday Flexible hours (5 days in office/40 hrs. work week)

Salary: $115K – 130K + 9% Bonus

Job Summary

The HR Business Partner (HRBP) acts as a trusted advisor across plant, warehouse, and corporate teams, aligning people strategies with business objectives to drive performance, engagement, and compliance. This role partners closely with leadership and employees in both operations and office functions, providing hands-on support in employee relations, talent management, workforce planning, payroll, and organizational development. The HRBP ensures consistency of HR practices while adapting to the unique needs of each environment.

Perks & Benefits

  • Medical and Dental coverage starting from Day 1
  • Competitive Total Compensation Plan
  • 3 Weeks’ Vacation
  • One Floater Day
  • Pension Plan (6%)
  • Modern open space with bright windows, newly renovated
  • Training & Development opportunities
  • Strong team approach
  • Fun and dynamic work environment!

Key Accountabilities

  • Build professional and effective business partnerships to provide HR support and guidance as required.
  • Provide counsel on policies, procedures, and relevant legislation. Develop and amend policies and processes as required.
  • Lead workforce planning and identify recruitment strategies to ensure quality talent acquisition at all levels of the organization.
  • Manage the full cycle recruitment process, including role definition, execution of recruitment strategies, and candidate assessment to ensure top talent selection.
  • Create and implement action plans and strategies to support talent acquisition efforts.
  • Provide performance management guidance and support in resolving employee relations issues.
  • Support managers in assessing development needs for individuals and teams.
  • Manage the delivery of HR programs and initiatives.
  • Collaborate and support strategies to motivate, engage, and retain talent.
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law.

Key Responsibilities

Strategic Partnership

  • Partner with leadership at the plant, warehouse, and corporate levels to deliver HR strategies aligned with business goals.
  • Act as a consultant and coach to managers on performance management, employee relations, and organizational effectiveness.
  • Analyze HR metrics (turnover, absenteeism, engagement, etc.) to identify trends and recommend solutions.

Talent Management, Onboarding & Training

  • Manage full-cycle recruitment, onboarding, and orientation to ensure a positive start for employees.
  • Coordinate and deliver training programs to support compliance, leadership development, and skill-building.
  • Support succession planning and career development initiatives.

Payroll & Financial Support

  • Serve as payroll backup, ensuring accurate and timely processing in compliance with legislation.
  • Support workforce planning, financial forecasting, and cost/benefit analysis related to HR initiatives.
  • Partner with Finance to analyze HR-related costs and provide insights for decision-making.

Employee & Labor Relations

  • Provide guidance on employee relations matters, ensuring consistent and fair practices.
  • Partner with union representatives and management (if applicable) on grievance resolution and collective bargaining.
  • Promote open communication, trust, and collaboration across teams.

Compliance & Health & Safety

  • Ensure compliance with employment legislation, workplace policies, and health & safety regulations.
  • Partner with Health & Safety to monitor workplace conditions, address concerns, and support WSIB/OHSA requirements.
  • Maintain accurate HR documentation and support audits.

HR Operations

  • Support HRIS processes, reporting, and data integrity.
  • Drive continuous improvement of HR processes, policies, and programs.
  • Participate in special HR projects and initiatives impacting the broader business.

Education & Experience Requirements

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • CHRP/CHRL designation (or in progress) strongly preferred.
  • 5+ years of progressive HR experience supporting both operations and corporate teams.
  • Strong leadership skills; prior people management experience preferred.
  • Experience with payroll processes, workforce cost analysis, and financial reporting.
  • Experience managing projects independently and collaborating cross-functionally.
  • Strong knowledge of employment legislation and workplace health & safety.
  • Experience in unionized environments is an asset.
  • Excellent interpersonal, coaching, and communication skills with the ability to influence at all levels.
  • Proven ability to manage multiple priorities in fast-paced settings.
  • Proficiency in HRIS systems, payroll software, and Microsoft Office Suite.
  • Highly organized, detail-oriented, resourceful, and professional.