MCASPHALT | Bilingual Regional Human Resources Business Partner

About usMcAsphalt is the industry leader in Canada specializing in asphalt products and services. Founded in 1970 by Leo McArthur and John Carrick, the company has since grown to over 500 employees spanning 26 terminals across Canada. McAsphalt offers a wide range of asphalt products, including emulsions, cutbacks, polymer-modified, performance-graded, and roofing, and specialized transportation of those products by rail, land and water. Additionally, McAsphalt provides comprehensive services and technology solutions, encompassing paving, testing, research and development, engineering, and consulting.Role Purpose The HR Business Partner (HRBP) drives business results by enabling people, culture, and organizational effectiveness across assigned regions. As a strategic partner to Operations and Business Leaders, the HRBP translates business needs into practical HR solutions, ensuring alignment between regional priorities and corporate HR strategies. The role delivers measurable outcomes in talent management, labour/employee relations, change leadership, and corporate governance, directly supporting operational performance and workforce stability. Key Outcome to be delivered 1. Talent Management – 50% Outcome: A stable, capable, and high-performing workforce aligned to regional business strategies. Workforce Planning · Deliver annual regional workforce plans (1–5 year horizon) aligned to business forecasts. · Maintain updated job profiles and future capability maps in collaboration with Corporate HR. · Generate a 12–24 month hiring forecast and partner with Operations and Corporate HR to develop a proactive recruitment strategy. Talent Attraction, Recruitment & Selection · Ensure 90%+ of recruitment actions meet planned workforce timelines. · Implement and maintain a competency-based interview and scoring framework with consistent adoption across hiring managers. · Monitor recruitment KPIs (time-to-fill, quality-of-hire, source effectiveness) and adjust strategy to improve results by 10–15% annually. · Lead all interviews and ensure competitive and aligned offer packages. Onboarding · Deliver customized onboarding plans for all salaried hires and hourly roles, ensuring full completion of onboarding milestones within 30/60/90 days. · Coordinate and oversee annual mass orientations for winter/summer hires with strong attendance and compliance. Employee Development · Use talent evaluation and performance data to identify workforce strengths, gaps, high potentials, and high performers. · Coach leaders through annual performance and talent calibration cycles, ensuring 100% completion and consistency. · Create and track Individual Development Plans (IDPs), ensuring quarterly progress checks and measurable development outcomes. Retention & Engagement · Analyze stay and exit interview data; produce quarterly insights and collaborate on action plans to reduce avoidable turnover. · Lead annual engagement survey action planning and drive completion of improvement actions within the defined cycle. · Improve targeted retention metrics (e.g., turnover in critical roles) by 5–10% year over year.2. Labour / Employee Relations – 30% Outcome: A safe, legally compliant, and productive work environment with minimized operational risk. · Serve as the primary HR resource for Operations on policy interpretation, contract administration, and workplace issues. · Conduct end-to-end employee investigations ensuring due process, consistent documentation, and mitigated legal liability. · Collaborate with internal partners (HSE, WSIB, Legal) to ensure decisions are compliant, fair, and support operational continuity. · Reduce ER incidents through proactive coaching and leader capability building.3. Leader Development, Coaching & Capacity Building – 10% Outcome: Stronger people leaders who manage teams effectively and consistently. · Lead assigned leadership development initiatives and provide clear communication of goals, timelines, and expected outcomes. · Coach Operations leaders on performance, communication, corrective actions, and talent processes. · Improve manager capability scores (from engagement, training evaluations, or internal assessments) by measurable annual improvement.4. Change Management – 15% Outcome: Smooth adoption of organizational changes that support business direction. · Anticipate workforce impacts of operational or strategic changes and adapt HR delivery proactively. · Identify and promote HR best practices, ensuring consistent application across all regions. · Develop change plans that minimize disruption and increase adoption of new processes or structures.5. Corporate Governance – 5% Outcome: Full compliance with corporate policies, ethics standards, legislation, and administrative accuracy. · Mitigate legal risk by ensuring compliance with legislation, and corporate policies. · Ensure accuracy and integrity of employee transactions (LOA, recalls, hires, terminations) in Colasway, achieving 100% data accuracy. · Present the annual HR Dashboard to the Regional VP and SLT with insights on HR trends, risks, and recommendations.Qualifications & Experience · Bilingual French/English is required. English is required to interact with anglophone stakeholders across the organization. · Minimum 8+ years of progressive Human Resources experience, preferably in operations-heavy environments. · Post-secondary education in Human Resources, Business, or related field. · Strong capability in coaching, influencing, problem solving, and strategic partnering. · Valid driver’s license and ability to conduct travel 30%.#LI-RB1