Talent & Culture Business Partner

Haventree Bank is a Schedule I Canadian bank dedicated to advancing financial security and upward mobility for Canadians underserved by traditional financial services. Through our broker-distributed alternative mortgage and GIC solutions, as well as our growing digital banking platform, we provide straightforward products that support long-term financial well-being and meaningful growth.

As a CDIC-insured, federally regulated bank, we offer the trust and stability of a traditional financial institution while embracing the innovation and customer-first mindset of a modern digital bank.

If you're looking for a place where your work has a direct impact, your ideas are valued, and innovation is encouraged, Haventree Bank is the place for you.

Reporting to the Senior Manager, Talent and Culture, the Talent and Culture Business Partner serve as a trusted partner to the business, leaders and employees providing hands-on support across all stages of the employee lifecycle, from recruitment and onboarding through development, performance management, employee relations, and offboarding. As a key member of the team, this role plays an integral part in fostering a positive, inclusive, and high-performing workplace culture by delivering HR programs, services, and guidance that enhance the overall employee experience and ensures the effective execution of day-to-day HR programs, policies, and processes that support the Bank's culture and business objectives.

Serve as a trusted advisor to leaders and employees, providing guidance on employee relations, performance management, workplace concerns, policy interpretation, and people-related business priorities to support organizational effectiveness and a positive employee experience.

• Partner with leaders and the Talent Acquisition team to support hiring activities as required, including preparing employment offers, coordinating pre-employment requirements, and ensuring a seamless transition from recruitment through onboarding.
• Collaborate with the HR team to support employee promotions, organizational changes, and workforce movements, including the preparation of associated documentation and employee communications.
• Support the execution of the organization's performance management framework by coaching leaders on goal setting, performance conversations, employee development, and corrective action planning to drive accountability and performance excellence.
• Contribute to the development, implementation, and continuous improvement of HR policies, programs, and practices that foster an inclusive, safe, compliant, and high-performing workplace.
• Lead employee engagement initiatives and programs, including supporting employee-led committees and partnering with business stakeholders to enhance culture, well-being, recognition, and employee experience.
• Conduct employee lifecycle touchpoints, including 30-60-90 day check-ins, stay interviews, exit interviews, and employee surveys to gather insights, identify trends, and recommend actions that strengthen engagement, development, and retention.
• Leverage HR data, metrics, and reporting to provide insights that support informed decision-making, workforce planning, and continuous improvement across people programs and processes.
• Partner with leaders to manage employee separations, providing guidance on termination processes, documentation, and employee communications while ensuring a respectful, compliant, and consistent approach.
• Administer and support workplace investigations, performance improvement plans, disciplinary processes, and accommodation requests, ensuring compliance with employment legislation, organizational policies, and HR best practices.
• Support organizational effectiveness initiatives, including workforce planning, talent management, succession planning, change management, and other strategic people initiatives aligned with business objectives.
• Lead and contribute to HR projects and enterprise-wide initiatives that enhance operational effectiveness, strengthen organizational culture, and support the achievement of strategic business goals.

The position requires a university degree or college diploma or a certificate in Human Resources Management and/or equivalent experience.

• Working towards or possessing an HRPA designation such as CHRP or CHRL is an asset.

The position requires…