Strategic HR Business Partner

**Job Summary**:
Strategic HR Business Partner will serve as a key advisor to senior leadership, collaborating closely to develop, implement, and monitor HR strategies that drive business performance. This role is designed for a seasoned professional who can balance day-to-day HR operations with long-term strategic planning, ensuring talent initiatives generate tangible outcomes and align with organizational objectives. This specific role will serve the corporate client group and special strategic HR projects.

**Job Location**:Hybrid to Markham office (once/twice a month)

**Responsibilities**:

- The Strategic Human Resources Business Partner acts as a member of, and trusted advisor and coach to, the client group’s senior leadership team. Identifies stated and underlying needs and develops talent strategies and solutions for the client department or business unit. Collaborates closely with Human Resources functional groups to develop and implement talent solutions, advocating for the needs of the client group in enterprise wide.
- HR program development and implementation.
- Partners with senior client group leaders to build a strategic talent plan, aligned to the client group and organization’s strategy. Aligns organizational workforce plans with Talent Acquisition planning processes. Executives on those plans.
- Analyze engagement data and co-develop action plans. Support programs that drive a high-performance and inclusive culture.
- Assesses the talent needs of the client group through internal evaluations and external environmental scans to identify current and anticipated talent related issues. Uses data and insights to inform business cases for changes to talent strategies or practices.
- Acts as a trusted advisor and coach to the senior client group leadership team. Builds deep client understanding and relationships.
- Represents and advocates for client group needs in enterprise-wide HR program development and implementation.
- Facilitates talent-related change management activities. Evaluates the impact of proposed changes on employees; advises the client groups on alternatives and change mitigation.
- Partners with senior client group leaders to design organizational structure, job roles, and talent management processes to drive business unit performance.
- Facilitates annual performance cycle, talent review, and succession and development planning, ensuring follow-up programs are delivered.
- Provides day-to-day talent and performance management guidance (coaching, mentoring, counseling, career development, disciplinary actions).

**Qualifications**:

- Bachelor's degree in human resources, Business Administration, or related field (Master’s preferred).
- Master’s Degree (e.g., MBA or Master’s in HR or Organizational Development)
- Min. 7+ years of progressive HR experience, with at least 3 years in a strategic HRBP or equivalent role.
- Strong business acumen and ability to link HR strategy with business performance.
- Proven experience in organizational development, change management, and talent strategy.
- Excellent interpersonal, consulting, and influence skills.
- Deep understanding of employment law, HR policies, and practices.
- Certification (e.g., CHRL) is a plus.
- Demonstrated data fluency with the ability to interpret, synthesize, and translate HR and business data into actionable insights that drive decision-making, influence strategy, and measure outcomes.
- Proven ability to develop, socialize, and execute strategic talent and organizational plans by effectively partnering with business leaders and cross-functional HR teams to ensure alignment, ownership, and measurable results.

**Competencies**:

- Financial/Business Acumen: Understands the business, industry trends, and financial levers. Applies strong business acumen to align people strategies with organizational goals and communicates effectively using financial and operational insights.
- Strategic Thinking: Aligns HR solutions with short
- and long-term business goals
- Consultative Influence: Ability to guide leaders without direct authority
- Analytical Thinking: Uses data to drive decisions and measure impact
- Change Agility: Navigates and leads through organizational change
- Relationship Management: Builds trusted partnerships across levels and functions
- Coaching and Development: Ability to develop leaders and teams
- Communication Skills: Influences, negotiates, and communicates with clarity
- Ethical Judgment & Integrity: Maintains confidentiality and models company values

**About SE Health**
At SE, we love what we do. Every day, we bring hope and happiness to clients, homes, and communities across Canada. We treat each person with dignity and love, like our own family; we build empathy; and we do the right thing. We are always inspired to make a difference. As a not-for-profit social enterprise, we share knowledge, provide the best care, and help each client to realize their most meaningful goals for health an