HR Business Partner

HF Sinclair•Mississauga, ON

40d•$90,000 - $130,000•Onsite

About The Position

Petro-Canada Lubricants Inc. (PCLI), an HF Sinclair company is seeking a Human Resources Business Partner. Reporting to the Senior Manager, HR Canada, the Human Resources Business Partner (HRBP) serves as a strategic advisor and coach to refinery supervision, supporting both unionized and non‑unionized client groups with complex, multi‑faceted HR needs. This role provides expertise in labour relations, employee relations, workforce planning, organizational effectiveness, and leadership capability development. Operating with a high degree of autonomy, the HRBP influences business decisions, mitigates risk, and ensures alignment between workforce strategies and operational objectives in a safety‑critical environment.

Requirements

Minimum of 5 years of progressive HR experience with deep expertise in employee relations and labour relations
Demonstrated experience supporting complex unionized workforces, preferably in heavy industrial, or manufacturing environments
Proven track record influencing leaders and driving strategic HR outcomes in operational settings
Bachelor’s Degree in Human Resources Management, Business Administration, Industrial Relations, or equivalent combination of education and job-related work experience
Expert-level understanding of employment legislation, human rights requirements, and collective agreement administration
Strong labour relations capability, including grievance management, arbitration preparation, and union partnership
Advanced coaching and consulting skills with the ability to influence without authority and navigate ambiguous situations
Strong analytical skills with the ability to interpret workforce data and provide strategic recommendations
Demonstrated business acumen with a solid understanding of operational drivers in an industrial environment
Ability to manage multiple priorities and deadlines in a fast-paced, safety‑critical environment
Builds high credibility through strong judgment, consistency, and deep technical HR expertise

Responsibilities

Acts as a trusted advisor to refinery supervision, providing strategic guidance on workforce planning, talent development, and change management
Anticipates workforce and labour challenges and proactively address emerging issues, skills gaps, and workforce risks
Leads complex investigations involving discipline, policy breaches, harassment, workplace conflict, and safety-related matters
Manages the administration and interpretation of the collective agreement, providing advice on grievance handling, arbitration preparation, and supports the negotiation process
Build collaborative relationships with union leaders to support fair, consistent, and constructive labour‑management interactions
Coach supervisors in effective people leadership, conflict resolution, corrective action, and performance management
Enhances capability through coaching and tailored training to strengthen decision‑making, communication, and accountability
Guides leaders through sensitive and complex workforce issues with a focus on business outcomes, compliance, and risk mitigation
Supports the implementation of HR programs (performance management, compensation cycles, succession planning, talent development, engagement, and workforce forecasting)
Partners with Talent Acquisition on senior or hard-to-fill roles, ensuring alignment with long-term workforce requirements
Review internal workforce demographics, and operational forecasts to support workforce strategies
Drives initiatives that enhance employee engagement, inclusion, and culture within an industrial, safety‑sensitive environment
Partners closely with HSE to ensure people strategies reinforce safety excellence and compliance with regulatory requirements
Supports organizational change initiatives to strengthen culture, operational readiness, and overall employee experience
Participates in corporate HR projects, cross-functional initiatives, and enterprise-wide HR program development as assigned
Provides mentorship to junior HR team members
Special assignments or tasks assigned to the employee by their supervisor, as determined from time to time in their sole and complete discretion.