HR Business Partner

GoBolt•Toronto, ON

8d•CA$90,000 - CA$110,000•Hybrid

About The Position

GoBolt is hiring an intermediate HR Business Partner to support the people function across our Canadian warehouse network, spanning multiple provinces. Reporting to the HR Director (Canada), this role is the day-to-day HR partner for Canadian employees and site leaders, with hands-on accountability for multi-provincial employment standards compliance, health & safety partnership, and warehouse-floor employee relations. This is a true cross-border role. In addition to our Canadian sites, this HRBP will support our US markets — so working knowledge of US employment practices is essential. It's an ideal fit for an HR professional who wants to build and apply genuine Canada–US expertise and grow with the business rather than stay in a single-jurisdiction lane. Role Details: Location: Hybrid from our Downtown Toronto office Salary Range: CAD$90k-110k Why This Role Exists GoBolt operates a growing network of warehouses across Canada and the US, supported by a lean, Canada-based HR team. As our Canadian operations scale, we need an HR practitioner embedded with our sites to: Provide responsive, on-the-ground employee relations support and manager coaching across provinces Own multi-provincial compliance (ON, BC, QC, AB and additional provinces as we grow), including Quebec francization obligations Build scalable HR processes, policies, and infrastructure ahead of further growth Partner directly with site operations leaders to drive engagement, retention, and safety culture Act as a North America–wide people partner, supporting both our Canadian and US sites as the footprint scales

Requirements

3–5 years of progressive HR experience, with a minimum of 1–2 years in an HR Business Partner role
Hands-on experience applying Canadian employment standards across at least two of the following provinces (e.g., ON, BC, QC, or AB)
Working knowledge of provincial human rights, occupational health & safety, and workers' compensation frameworks
Working knowledge of US employment law sufficient to support US sites (e.g., California, New Jersey), including wage-and-hour and state-specific requirements
Experience supporting a warehouse, distribution, logistics, manufacturing, or 3PL workforce
Solid employee relations track record, including conducting investigations
Demonstrated ability to operate autonomously across multiple sites and time zones

Nice To Haves

Hands-on experience actively managing a California workforce, including PAGA awareness and wage-and-hour expertise
CHRP or CHRL designation (or actively working toward one)
Experience using Rippling as a HRIS is a bonus
Fluency in Spanish is a bonus

Responsibilities

Serve as the HR partner to Canadian and US site leaders, providing day-to-day coaching and guidance
Translate business priorities into people initiatives — workforce planning, retention, and engagement
Partner with the HR Director to align people programs across jurisdictions while respecting Canadian and US differences
Serve as a hands-on HR partner to both Canadian and US site leaders, applying working knowledge of US as well as Canadian employment practices across our cross-border footprint
Support multi-provincial employment standards compliance (Ontario ESA, BC ESA, Quebec, Alberta, and additional provinces as we grow), including hours of work, overtime, statutory holidays, and termination requirements
Maintain accountability for provincial nuances: Quebec francization / Bill 96 and CNESST requirements, provincial human rights codes, and job-protected leaves
Support US employment law compliance for the sites in scope (e.g., California, New Jersey, and additional states as we grow), including wage-and-hour, leave administration, and state-specific requirements
Maintain the Canadian and US employee handbooks, jurisdiction-specific addenda, and HR policies
Conduct workplace investigations across Canadian and US sites with documentation that meets legal defensibility standards
Coach managers on performance management, progressive discipline, and termination decisions
Serve as an escalation point for sensitive employee relations matters across the Canadian and US footprint
Partner with Payroll and Benefits on Canadian programs (group benefits, RRSP/DPSP, statutory deductions)
Own the onboarding and offboarding experience, including work eligibility verification and province-specific notice requirements
Partner with the Manager, Health & Safety on provincial OHS programs, incident investigations, and workers' compensation claims (WSIB, WorkSafeBC, CNESST, WCB Alberta)
Support the talent acquisition partner on Canadian hiring, offer processes, and compensation benchmarking