Human Resources Business Partner

Job Description

POSITION MANDATE

The Human Resources Business Partner (HRBP) serves as a strategic partner to TPS business units, aligning human resources strategies with operational and organizational objectives.

The HRBP provides advisory, consultative, and hands-on support across workforce planning, talent acquisition, employee relations, performance management, organizational effectiveness, and HR metrics. This role partners closely with leaders to drive business performance through people strategies while ensuring compliance, operational excellence, and a high-performance culture. The HRBP moves beyond administrative execution and actively influences decision-making through data insights, proactive risk management, and strategic workforce alignment. This role is responsible for delivering consistent, value-added HR services across all TPS business units.

This position works closely with Managers and Supervisors providing advice and expertise on all HR matters and labor relations impacting TPS staff.

REPRESENTATIVE DUTIES

Leadership & Partnerships

• Acts as a trusted advisor to leaders across business units, providing consultative HR guidance aligned with operational goals.

• Builds strong relationships with senior leaders, Managers, and Supervisors to influence business decisions through a people lens.

• Participates in HR business planning discussions, workforce planning, and resource allocation meetings.

• Promotes a high-performance culture that reflects TPS' mission, vision, and core values.

• Identifies organizational risks and recommends proactive mitigation strategies.
• Champions safety initiatives and models leadership accountability.

Functional Strategy & WFP

• Partners with leadership to develop and implement people strategies aligned with TPS' strategic plan.
• Leads workforce planning processes including headcount forecasting, succession considerations, and capability gap analysis.
• Uses HR metrics and analytics (turnover, productivity, absenteeism, engagement, recruitment KPIs, cost of workforce) to inform leadership decisions.
• Contributes to policy development ensuring alignment with legislative requirements and business needs.

Talent Acquisition & Organizational Development

• Leads end-to-end recruitment strategy for assigned business units, ensuring quality of hire and time-to-fill metrics are achieved.
• Advises leaders on selection strategies, workforce branding, and market competitiveness.
• Partners with hiring managers to ensure structured interviewing and selection processes.
• Supports onboarding strategy to accelerate productivity and retention.
• Coordinates learning and development initiatives aligned with organizational capability needs.
• Contributes to building internal talent pipelines.

Employee Relations & Risk Management

• Provides guidance on employee relations matters, including investigations, performance improvement, disciplinary actions, and conflict resolution.
• Ensures consistent application of policies and employment legislation.
• Conducts workplace investigations where required.
• Advises on sensitive employment matters with professionalism and discretion.
• Balances employee advocacy with business needs to ensure fair and consistent outcomes.

Operational Excellence & HR Systems

• Supports all HR processes to ensure accuracy in employee data, payroll inputs, benefits administration, and reporting.
• Ensures HR systems and data management practices support business insights and compliance.
• Support and collaborate closely with Finance and payroll to ensure employee and operational excellence

Communication & Culture

• Sound advisor for leaders on performance management, employee engagement, and leadership effectiveness.
• Supports engagement initiatives and surveys; analyzes data and recommends action plans.
• Contributes to culture-building initiatives that promote accountability, collaboration, and performance excellence.

EDUCATION AND EXPERIENCE

• Undergraduate degree in Human Resources, Business Administration, or related field.
• Chartered Professional in Human Resources (CPHR) designation or actively working toward completion.
• 4–6 years of progressive HR experience, including advisory-level responsibilities.
• Demonstrated experience in employee relations, recruitment, workforce planning, and HR analytics.
• Experience partnering with leaders in operational or multi-site environments is preferred.
• Strong working knowledge of employment legislation and HR best practices.
• Experience with HRIS/ERP systems and reporting tools.(Dayforce)
• Familiarized with recruitment tools such LinkedIn and/or other software
• Equivalent combination of education and experience may be considered.

ACCOUNTABILITIES

Strategic

• HR strategies and initiatives align with business objectives and TPS strategic priorities.
• Workforce planning supports operational scalability and sustainable growth.
• HR data and analytics are used to inform decision-making at leadership levels.
• Policies and people programs support both compliance and high-performance culture.

Operational

• Recruitment, performance, and employee relations processes are executed effectively and consistently.
• Leaders receive timely, accurate, and practical HR guidance.
• Staffing projections, workforce costs, and turnover trends are monitored and reported to successfully align with organizational objectives.
• HR risks are proactively identified and mitigated; .
• HR programs balance employee engagement with business sustainability and productivity.
• Continuous improvement of HR processes is demonstrated.
• Quality, professionalism, and confidentiality standards are consistently upheld.
• A smart balance exists in human resources programs between the needs of employees and the needs of the organization.

JOB SCOPE

The Human Resources Business Partner reports to the Director of HR and is a key member of the Corporate Services Team.

This role influences TPS' direction by providing people insights across all business units. The HRBP exercises professional judgment in complex employee relations and organizational matters and works collaboratively with leaders to drive business outcomes through people strategies.

The impact of this role is significant, as ineffective HR advice or misalignment between people strategy and business needs could result in operational disruption, legal risk, or cultural decline.

The HRBP operates in a dynamic environment requiring adaptability, analytical capability, and strong business acumen.

EFFORT

The work is high volume and complex, and organization-wide decisions ranging from the mundane to the critical are required on a routine basis. A high level of concentration is required for planning, and for dealing with multiple projects with competing priorities. Routinely address internal and external complexities impeding the delivery of service. Responsible for determining the area's staffing needs and ensuring the recruitment, hiring, training and performance reviews of employees. Provides counsel and advice on strategic approaches to implementing decisions regarding human capital. Difficult decisions are expected. Ensures policies and procedures to guide disciplinary matters in place and appropriately implemented.

WORKING CONDITIONS

The incumbent works in an office environment. Some travel is required for meetings with management and staff.