People & Culture Business Partner

The People & Culture Business Partner advises leaders and employees on employee relations and recruitment within assigned client groups, while contributing to talent management, business change and organizational initiatives across Eckler. As a trusted partner, the role develops practical solutions that strengthen the employee experience, organizational capability and business performance. It is suited to a collaborative and curious HR professional who wants to broaden their experience in talent and change initiatives.

• Build trusted relationships with leaders and employees and understand business priorities, talent needs and emerging people risks.
• Advise and coach People Managers on complex employee relations and performance matters, workplace accommodations, policy interpretation, and effective, consistent and compliant people decisions.
• Manage recruitment and onboarding, including role intake, candidate assessment, selection and offer support.
• Partner with leaders on talent management initiatives, including workforce planning, performance, succession and career development.
• Identify capability needs, connect leaders and employees with appropriate development support, and reinforce change through communication, coaching and follow-up.
• Use workforce insights, employee feedback and engagement results to develop practical initiatives that attract, retain and engage talent across the organization.
• Lead initiatives that advance Eckler’s inclusion, diversity, equity and accessibility (IDEA) strategy across the organization.
• Improve People & Culture programs, processes and technology-enabled solutions to strengthen service delivery, employee experience and business outcomes, including artificial intelligence (AI).

• Post-secondary education in human resources, business, organizational development or a related discipline, or an equivalent combination of education and experience.
• Five or more years of progressive Human Resources or People & Culture experience in a generalist or business partner role.
• Experience advising leaders on employee relations, performance management and complex people matters.
• Experience applying employment standards, human rights and related workplace legislation across multiple Canadian provinces.
• Experience supporting talent management, recruitment, organizational change, employee engagement and process improvement.
• Experience using HR systems, workforce data and digital tools to support informed decision-making;
  Workday or another integrated HCM platform is an asset.
• Experience using artificial intelligence and emerging technologies to streamline processes, improve service delivery and enhance the employee experience.
• Experience in professional services or supporting IDEA initiatives is an asset.
• French and English language capability is preferred.
• CHRP, CHRL or CRHA designation, or progress toward a designation, is preferred; change management training or certification is an asset.
• Builds trusted relationships and establishes credibility with leaders, employees and cross-functional partners.
• Exercises sound judgment and discretion, maintains confidentiality, and navigates complex and sensitive people matters with professionalism and care.
• Applies practical problem-solving skills and a strong working knowledge of applicable Canadian employment, human rights, privacy and accessibility requirements.
• Coaches and influences leaders through employee, talent and organizational challenges.
• Approaches change in a practical and inclusive way that builds engagement and capability.
• Communicates clearly, manages competing priorities and collaborates effectively with diverse stakeholders.
• Partners with leaders to develop creative solutions, using technology…