HR Business Partner

DSV•Newport Beach, CA

8d•$80,000•Onsite

About The Position

The P&O (HR) Business Partner is a strategic and hands-on partner to operations leadership, supporting a fast-paced operational environment to sites in Quebec and Ontario. This role manages the full employee life-cycle – from onboarding to offboarding – to ensure a seamless and positive employment experience. The POBP acts as a trusted advisor and resource to both employees and management, supporting employee relations, engagement, retention, talent and performance management, compliance, and talent acquisition. The position promotes a high-performance culture and fosters a positive, respective workplace while providing practical guidance to leaders and a visible, approachable resource for employes.

Requirements

Proficient in both French and English
Minimum Degree and/or Diploma in Business Administration and/or related discipline/experience, with an emphasis on Human Resources Management.
Minimum five years’ experience in a Human Resources generalist/partner position.
Knowledge and understanding of labour and employment laws and regulations.
Demonstrated proficiency in Microsoft Office (Excel, Word and Power Point) and HRIS (SuccessFactors, ADP, or similar)
Solid working knowledge of Human Resources principles, with strong skills in management, problem-solving, conflict resolution, consulting, decision-making, financial analysis, data analysis, and influence.
Demonstrates a strong commitment to continuous learning, ownership, and personal growth, proactively seeking opportunities to expand knowledge of HR practices, industry trends, and best practices to better support employees and drive organizational success.
Drives continuous improvement by identifying and implementing HR process enhancements.
Excellent verbal and written communication skills.
Strong interpersonal communication and customer service skills with the ability to motivate others.
Ability to work independently and collaboratively as part of a team, demonstrating enthusiasm, initiative, and creativity.
Strong attention to detail.
Ability to work under pressure and prioritize work activities.
Ability to maintain a high level of confidentiality and handle sensitive situations with compassion and dignity.
Must be able to deal with ambiguity, cope with change, and adapt to shifting priorities.

Nice To Haves

HR designation an asset

Responsibilities

Oversees the entire employee lifecycle from onboarding to offboarding, ensuring a seamless employment experience at each stage including but not limited to:
Talent Management: Lead talent assessment and development initiatives, identify high-potential employees, and work with managers on succession planning and career paths. Act as a thought partner in organizational design and talent development initiatives, ensuring the right talent is in place for key roles.
Performance Management: Provide support and training to managers on best practices for managing and assessing performance, holding feedback discussions, and addressing performance issues constructively and effectively.
Employee Engagement and Retention: Lead initiatives to foster a positive employee experience, supporting efforts to improve engagement, retention, and overall workplace satisfaction.
Employee Relations: Serve as a primary point of contact for employee relations issues, conducting investigations as needed and offering guidance to managers on handling conflict resolution, disciplinary actions, and employee concerns in alignment with company policies and best practices.
Compliance: Support in reviewing, interpreting, administering, and ensuring compliance with federal, provincial, and local employment laws, and company policies and procedures.
Recruiting & Onboarding: Support recruiting and onboarding efforts in partnership with our Talent Acquisition team for hourly operations, professional, and leadership roles.
Actively participates in cross-functional P&O projects, contributing expertise and insights to enhance project outcomes. Collaborates with P&O team members and key stakeholders to design, implement, and improve P&O initiatives, ensuring alignment with organizational goals.
Leverages P&O tools and resources to coach managers on performance, development, conflict resolution, team dynamics, and more. Stays up to date on new tools, recommending them to strengthen leadership and support a positive, high-performance culture.
Supports the design, implementation, interpretation, and administration of employee programs, projects, tasks, and initiatives that align with company goals and objectives.
Engages in project planning, execution, and evaluation, bringing innovative ideas and solutions to drive project success and support P&O best practices across the organization.
Acts as a proactive strategic advisor to align P&O programs with business goals, ensuring effective communication, smooth execution, and maximum impact. Collaborates closely with business leaders to implement key P&O initiatives, including wellness programs, merit and compensation reviews, talent and succession planning, open enrollment, and other yearly and/or key P&O activities
Collaborates with other P&O functions and stakeholders to improve processes, resolve data-related issues, and support data-driven decision-making across the organization.
Ensures accurate and timely entry, maintenance, and auditing of employee data in the HRIS system (SAP SuccessFactors), including new hires, promotions, terminations, transfers, and other job changes. Regularly reviews data for quality and consistency, identifying and correcting discrepancies to maintain high data integrity.
Other duties and projects as assigned.