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Strategic HR Business Partner

2 months ago

Montreal, Quebec, Canada IFRS Foundation Full time
Job Summary

We are seeking a highly skilled and experienced Strategic HR Business Partner to join our team at the IFRS Foundation. As a key member of our HR department, you will play a critical role in supporting our business leaders and stakeholders in achieving our organizational goals.

Key Responsibilities
  • Strategic HR Leadership & Change Management:
    • Develop a deep understanding of our organization's vision and strategy, incorporating the HR perspective.
    • Proactively contribute to strategic planning with a focus on people impact, ensuring alignment with global business needs.
    • Lead change management initiatives to align workforce and strategies.
    • Serve as a pivotal change agent, influencing and facilitating organizational change initiatives.
    • Assess impacts, develop change management strategies, and support leaders with the implementation and communication of these plans.
    • Partner with clients to gauge progress against business goals through strategic HR initiatives and performance measurements.
  • Operational Excellence:
    • Implement and evaluate HR policies, programs, and functions that enhance organizational efficiency and effectiveness.
    • Be deeply involved in the daily activities of your business areas and maintain a comprehensive understanding of all aspects related to people management.
    • Conduct optimization exercises to ensure alignment of people, communication, processes, capabilities, and technology with the organizational goals.
    • Conduct employee calibration exercises and key talent assessments.
    • Respond to and manage employee relations issues, ensuring early and appropriate resolutions.
    • Act as a local point of people expertise for specialist teams in the implementation of new people approaches.
    • Guide and consult on organizational restructure and design.
    • Partner with Talent Acquisition on resource planning for identifying synergies, gaps, and scalability.
    • Collaborate closely with the Talent Development team on initiatives that support the business and people strategy.
    • Develop data, metrics, and evidence to inform and drive decision-making.
    • Partner with other People Partners to close gaps across business functions.
    • Conduct succession planning to ensure leadership continuity and readiness.
  • Communication and Collaboration:
    • Maintain effective communication with the Chief People Officer, Deputy CPO, and wider HR team, updating them on change initiatives and needs within the business area.
    • Collaborate with internal and external stakeholders to foster strong relationships, facilitate change, and promote inter-departmental cooperation.
    • Partner with the Internal Communications team to ensure that HR messages are effectively communicated across the organization.
  • Talent Management and Development:
    • Lead programs including talent management, employee engagement, and performance development.
    • Coach, support leaders, and provide feedback in managing team dynamics and improving team engagement and productivity.
    • Work closely with Talent Acquisition and Talent Management teams to ensure strategic alignment and organizational change on staffing and developmental initiatives.
  • Compliance and Best Practices:
    • Recommend new practices to promote continuous improvements in HR services and performance.
    • Ensure understanding and adherence to jurisdictional employment law, GDPR, and other compliance requirements.