HR Business Partner

Weir•Surrey, BC

11d•CA$105,000 - CA$125,000•Onsite

About The Position

Weir is a global leader in mining technology, focused on helping customers extract resources more efficiently and sustainably. The company plays a crucial role in providing the metals and minerals necessary for the global transition to renewable energy. Employees at Weir contribute to solving real-world challenges, delivering impactful results through engineering, planning, and customer support, while working with purpose and learning daily to shape a more sustainable future.

Requirements

Bachelor’s degree in human resources, Business, or related discipline.
Proven HR Business Partner experience, preferably in manufacturing, industrial, mining, or operational environments.
Strong knowledge of Canadian employment law with multi-province support experience.
Excellent relationship management, communication, and stakeholder influence skills.

Nice To Haves

Professional HR accreditation such as PHR, SHRM-CP or SHRM-SCP.
Experience in larger, complex organizations with established HR processes and shared services.
Expertise in employee relations, performance management, investigations, and complex terminations.
Change management proficiency and data-driven decision-making skills.

Responsibilities

Build a deep understanding of local business priorities and translate them into actionable HR interventions.
Establish strong partnerships with regional leadership and HR teams to deliver people initiatives aligned with business strategy and long-term goals.
Contribute actively to regional people strategy discussions.
Use people analytics to identify trends, inform decisions, and influence business direction.
Support strategic people planning and track progress against key metrics.
Lead or support critical talent appointment processes.
Build leadership capability through targeted development and coaching.
Drive succession planning and provide expert counsel on talent development aligned with organizational needs.
Support Inclusion, Diversity & Equity (ID&E) initiatives.
Ensure adoption of core HR programs including Talent, Performance, Reward, ID&E, and Engagement.
Partner with Centers of Expertise to build critical capabilities.
Guide managers on compensation and benefits.
Manage compliance with labour laws and adapt proactively to legislative changes.
Lead employee relations activities and change management efforts.
Develop local engagement strategies based on employee insights.
Address engagement hotspots and promote a culture of performance, accountability, inclusion, safety, and continuous improvement.
Role model company values and behaviors.
Demonstrate 100% commitment to zero harm behaviors in support of developing a world-class safety culture.
Travel approximately 5-10% across Canada (3-4 trips annually) to support multiple locations and business needs.