HR Business Partner

ATS Automation•Cambridge, ON

12d•$72,000 - $99,000

About The Position

ATS Corporation is seeking a dynamic, execution-focused Human Resources Business Partner (HRBP) to join its high-impact Corporate HR team. In this role, the HRBP will act as a trusted partner for people managers and their teams, driving organizational capability, talent strategy, and operational excellence across assigned functions. This role bridges stakeholder consultation with hands-on technical execution.

Requirements

A post-secondary degree specializing in Human Resources Management, Business Administration, or an equivalent field.
Three (3) to five (5) years of progressive Human Resources experience in an HR Business Partner or HR Generalist capacity, preferably within a corporate environment.
Proven knowledge and experience across a broad range of HR disciplines including recruitment and selection, compensation practices, employee relations, and performance management.
Practical knowledge and experience in the application of the Employment Standards Act (ESA) or local employment standards legislation.
Ability to have difficult conversations with employees.
Agile professional with the ability to successfully manage multiple demands while remaining strategically focused.
Proven ability to work closely with leaders to support the resolution of employee issues.
Outstanding consultative communication style with the ability to influence, guide, and coach managers constructively without sacrificing relationship capital.
Demonstrated ability to invite diverse perspectives, promote an inclusive work environment, and support workforce diversity.
Microsoft Office 365 and experience with HRIS systems.

Nice To Haves

Completion or in pursuit of the Certified Human Resources Professional (CHRP) designation.
Past experience navigating matrixed corporate structures, multi-country frameworks, or teams working across differing timezones.
AI Literacy (Artificial Intelligence).

Responsibilities

Understand critical business objectives and partner with the HR network to influence culture, create a positive employee experience, and champion organizational changes.
Provide proactive, data-driven insights on attrition, engagement, workforce demographics, and hiring pipelines to guide leadership decisions.
Deploy and facilitate core global HR lifecycle initiatives, including performance evaluations, talent reviews, alignment metrics, and succession planning.
Support complex employee matters.
Develop hiring plans in collaboration with business leaders.
Take end-to-end operational ownership of full-cycle recruitment for assigned groups, building an agile pipeline for critical roles.
Source, screen, interview, and short-list top-tier talent, ensuring an exceptional candidate experience aligned with the employer brand.
Collaborate with the HR Coordinator on interview logistics, background verifications, and global contract documentation.
Partner with leaders to ensure new hires are properly onboarded.
Manage and facilitate the annual performance management cycle, including supporting leaders in goal development, training, and calibration sessions.
Identify, evaluate, and resolve employee relations issues to foster collaboration and improve performance, escalating sensitive cases as appropriate.
Participate in or lead progressive disciplinary actions, terminations, restructuring, and change management activities.
Coach and advise leaders on talent management best practices for attracting, developing, and retaining employees.
Partner with the business and employees to define and develop career development plans, establish succession plans, and foster internal mobility.
Initiate and support or lead investigations into complaints, performance issues, and sensitive matters.
Administer the annual compensation review process within the guidelines of the annual performance review cycle.
Recommend and develop business cases for compensation adjustments.
Assist employees with benefits enrollment, clarifying complex benefits claims, and supporting claims management and return-to-work activities.
Contribute to continuous improvement ideas for HR tools and processes and participate in global ATS HR initiatives.
Participate in or lead continuous improvement events and enterprise or multi-segment HR projects.
Provide ongoing support and guidance to employees and leaders on HR programs, practices, policies, legislation, and regulatory requirements.
Support the management of employee illness or disability related to occupational or non-occupational absences, and assist with RTW plans, accommodation, and injury/illness reporting.
Provide leadership, mentorship, and direction to daily activities of junior team members as needed.
Demonstrate a continuous improvement mindset related to health and safety, employee wellness offerings, and environmental initiatives.
Ensure data accuracy and integrity within all HR systems.