Human Resources Business Partner

Position Title: Human Resources Business Partner

Department: Human Resources

Reporting To: Chief Human Resources Officer

Travel Requirement: 30-50% travel across assigned locations

Employment Type: Full-Time

About Us:

(IDL), a global leader in third-party logistics, combines entrepreneurial spirit with a dedication to operational excellence. We were founded in Orgon, France in 2001. With a global workforce of over 38,000 experts and 84 million square feet of facilities across over 400 sites, we're transforming logistics--and this is just the beginning!

As we aim to accelerate growth in Canada, we are actively seeking a Human Resources Business Partner to support our growth as part of our National team, partnering with our HR Leader.

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic and operational HR leader supporting multiple warehouse and logistics sites across Canada. The HRBP partners closely with Operations Leadership to drive organizational effectiveness, workforce planning, employee engagement, talent management, labor relations, compliance, and employee relations while ensuring alignment with company goals and customer requirements.

This role is ideal for an experienced HR professional who thrives in a fast-paced, high-volume, multi-site environment and can influence leaders while balancing strategic initiatives with day-to-day operational support.

Key Responsibilities:

Strategic Business Partnership

• Develop and execute people strategies that support operational and business objectives.
• Analyze workforce metrics and recommend proactive solutions to improve productivity, retention, engagement, and organizational effectiveness.
• Participate in business planning discussions related to growth, customer implementations, start-ups, and operational changes.
• Support organizational design, workforce planning, and succession planning initiatives.

Employee Relations & Labor Relations

• Provide guidance and coaching to leaders on employee relations matters.
• Conduct workplace investigations related to harassment, discrimination, workplace violence, policy violations, and misconduct.
• Manage conflict resolution and corrective action processes.
• Support grievance management and collective agreement administration where applicable.
• Partner with legal counsel and senior leadership on complex employee relations matters.

Talent Acquisition & Workforce Planning

• Support recruitment strategies for hourly, salaried, and leadership positions.
• Support site leadership in reducing vacancies and improving recruitment effectiveness.
• Participate in leadership selection and interview processes.
• Coach and develop frontline leaders, managers, and directors.
• Support performance management processes including goal setting, performance reviews, and development planning.
• Identify high-potential talent and assist with succession planning activities.
• Facilitate leadership development and training programs.

Employee Engagement & Retention

• Support employee engagement initiatives across assigned sites.
• Analyze turnover, absenteeism, and engagement data to identify trends and root causes.
• Develop and implement retention strategies for frontline warehouse employees and operational leaders.
• Support employee recognition and culture-building programs.

HR Compliance & Risk Management

• Ensure compliance with federal and provincial employment legislation across Canada.
• Maintain compliance with employment standards, occupational health and safety requirements, human rights legislation, privacy regulations, and company policies.
• Support audits, customer compliance requirements, and internal HR reviews.
• Assist with policy development and implementation.

Change Management

• Support organizational changes, restructures, customer transitions, automation initiatives, and workforce realignments.
• Partner with leaders to implement change management plans and communication strategies.
• Minimize business disruption during periods of organizational transformation.
• Partner with HR leadership on compensation reviews, market analysis, and salary recommendations.
• Support annual compensation planning processes.
• Assist employees and leaders with benefits-related inquiries and escalations.

HR Analytics & Reporting

• Analyze and interpret HR metrics including:
• Turnover
• Retention
• Vacancy rates
• Time-to-fill
• Overtime
• Workers' compensation claims
• Present actionable recommendations to business leaders.
• Develop dashboards and reports that support workforce decision-making.

Qualifications

Education

• Bachelor's Degree in…