Human Resources Business Partner at Smart Partners

Job Summary

• The Human Resources Business Partner (HRBP) is a strategic advisor to business leaders, responsible for aligning people strategies with organizational objectives to drive business performance, workforce effectiveness, and sustainable growth.
• The role partners with leadership to deliver talent, culture, organizational development, change management, and workforce planning initiatives that enable the achievement of business goals.

Key Responsibilities

• Partner with business leaders to develop and execute people strategies that support organizational and departmental objectives.
• Drive workforce planning, organizational design, succession planning, and talent management initiatives to ensure business continuity and growth.
• Provide strategic guidance on employee relations, performance management, leadership effectiveness, and organizational culture.
• Analyze workforce trends, HR metrics, and business data to identify risks, opportunities, and actionable insights.
• Lead change management initiatives and support business transformation efforts.
• Collaborate with leaders to identify capability gaps and implement talent development strategies.
• Champion employee engagement, diversity, inclusion, and culture initiatives that enhance productivity and retention.
• Ensure compliance with employment legislation, corporate governance standards, and HR policies while balancing business needs.
• Influence and coach managers on people management practices, leadership behaviors, and employee experience.
• Partner with Centres of Excellence (Talent Acquisition, Learning & Development, Compensation & Benefits, HR Operations) to deliver integrated HR solutions.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Master's degree and/or professional HR certification (CIPM, SHRM, HRCI, CIPD) is an advantage.
• 6+ years of progressive HR experience, with significant exposure to business partnering, organizational development, and talent management.
• Demonstrated experience supporting senior leaders and driving strategic HR initiatives.
• Strong understanding of employment law, workforce analytics, change management, and organizational effectiveness.

Key Competencies:

• Strategic Workforce Planning
• Business Acumen
• Organizational Development
• Talent and Succession Management
• Change Management
• Leadership Coaching
• Employee Relations and Conflict Resolution
• Data-Driven Decision Making
• Stakeholder Management and Influencing
• Culture and Employee Experience Management.