Our client Summit EHSQ is hiring a Human Resource Business Partner to join their growing team.

KNOWLEDGE/SKILLS

• Functional expertise in talent management, performance management and employee development – workforce planning and organizational design experience is an asset.
• Exceptional advisory and coaching skills honed within a knowledge-based environment.
• Integrator – proven ability to connect People & Culture operations with business objectives.
• Strong understanding of employment legislation in Ontario and HR best practices.
• Strong project management and planning skills; able to manage multiple initiatives simultaneously.
• Proficient in Microsoft Office Suite and HRIS platforms (e.g., BambooHR, Humi, or similar).

EXPERIENCE

• 5+ years of experience within an HR Business Partner role within a professional services organization.
• 3+ years strategic advisory, coaching and change management experience within a dynamic, high-growth context.
• Specialist knowledge in at least two of: Talent Management, Performance Management and Leadership/Learning & Development.

EDUCATION

• B.A. or BSc. in Management, Business or a related field.
• HRPA designation is strongly preferred.
• Certifications in Coaching, L&D, Change Management are strong assets.
  Job Types: Full-time, Permanent
  Pay: $75,000.00-$115,000.00 per year

Benefits:

• Dental care
• Discounted or free food
• Extended health care
• Life insurance
• On-site parking
• Paid time off
• RRSP match
• Vision care

Ability to commute/relocate:

• Oakville, ON L6J 4A5: reliably commute or plan to relocate before starting work (required)

Experience:

• Human resources: 5 years (required)

Work Location: Hybrid remote in Oakville, ON L6J 4A

HR Operations

• Partner with leadership and key stakeholders across the organization to ensure effective delivery of cyclical HR processes, including goal setting, performance reviews, engagement surveys, and compensation reviews.
• Lead or contribute to HR projects in areas such as onboarding, employee engagement, recognition programs, and process improvements.
• Oversee workforce planning and talent acquisition activities with external recruiter.
• Analyze HR metrics and data to identify trends, risks, and recommend data-driven solutions.
• Help embed inclusive practices and champion a positive workplace culture.
• Contribute to the development and continuous improvement of HR policies, systems and solutions to support a high-performance and high-growth business.

Talent Management

• Act as a trusted advisor to new managers and team leads, offering guidance on performance management, team dynamics, development planning, and employee relations matters.
• Provide coaching to managers and employees on career development, growth opportunities, and learning resources.
• Design, implement, and lead talent management initiatives, including career pathing, succession planning, and learning programs.
• Collaborate with business leaders to understand team priorities and workforce needs, translating them into effective HR strategies and programs.

Learning & Development

• Work with leadership to identify skills gaps and design tailored learning programs that support both short-term needs and long-term development goals.
• Collaborate with senior leaders to create leadership development programs that promote internal talent and build a strong bench of future leaders.
• Regularly assess the effectiveness of training programs through feedback, metrics, and employee progress, making data-driven recommendations for improvements.
• Facilitate a culture of continuous learning by implementing knowledge-sharing initiatives, peer learning opportunities, and maintaining up-to-date learning resources.

Performance Management

• Collaborate with managers to set clear, measurable performance goals that align with departmental and organizational objectives.
• Foster an environment of ongoing feedback, coaching, and performance conversations to drive improvement and maintain motivation.
• Lead the planning, communication, and execution of performance reviews, ensuring they are fair, transparent, and aligned with company values and goals.
• Identify performance issues early and work with managers to develop strategies for improvement. This includes providing coaching and creating personalized development plans.
• Collaborate with leadership to create and implement recognition programs that celebrate achievements and align with organizational values.

Engagement & Culture

• Drive employee engagement initiatives, from surveys to action plans, to ensure the organization fosters an environment of high engagement and satisfaction.
• Actively contribute to shaping and evolving the company’s culture, ensuring it remains aligned with business goals and supports diversity, equity, and inclusion.
• Support employees and leaders through organizational changes, ensuring effective

communication and fostering a culture of resilience and adaptability.

• Advocate for programs that promote employee well-being, mental health, and work-life balance to

increase engagement and retention.

• Enhance communication between leadership and staff to ensure transparency, build trust, and encourage collaboration across teams.