HR Business Partner (East)

Village Farms International•Montreal, QC

11d•Hybrid

About The Position

The HR Business Partner works closely with leaders and teams to build high-performing organizations by delivering practical people solutions, strengthening leadership capability, and driving business outcomes through people. Acting as both a strategic partner and hands-on advisor to the region, the role translates business priorities into scalable people strategies that support performance, engagement, and organizational effectiveness in our Montreal and Huntingdon, QC locations. Operating in a dynamic and evolving environment, this role requires more than strong execution - it requires curiosity, judgment, and the ability to think beyond today's challenges. We are looking for someone who challenges assumptions, anticipates needs before they surface, and continuously seeks better ways of working. Success in this role comes from balancing strategy with action, bringing clarity to complexity, and influencing outcomes through strong relationships and thoughtful problem-solving. We are looking for someone thinker, connector, and builder - someone who can diagnose issues, identify opportunities, test ideas, and create solutions that strengthen both people and business performance.

Requirements

7+ years of progressive HR experience in dynamic, multi-site or multi-region environments.
Strong knowledge of Quebec employment law and confident experience managing complex employee relations.
Bilingual proficiency in French and English is required, with the ability to communicate effectively in both languages, verbally and in writing.
Proven ability to influence leaders and guide real-world decision-making.
Skilled communicator who can build trust, navigate ambiguity, and solve problems with maturity and tact.
Expertise in HRIS platforms (ADP, etc.) and comfort with data-informed decisions.
Ability to thrive in environments where priorities evolve and ambiguity creates opportunity.
Proven capability of building trust quickly and influence through relationships, credibility, and sound judgment.
Expertise in seeing bigger picture and operational realities, connecting people strategies to business outcomes.
You bring a builder mindset, creating better approaches, strengthening capability, and improving how work gets done.

Nice To Haves

Experience working within a global or matrix HR model is an asset.

Responsibilities

Partner with operational leaders to align people priorities with business objectives and workforce needs.
Provide guidance and coaching to leaders on team effectiveness, employee performance, engagement, and organizational challenges.
Partner with leaders to anticipate workforce opportunities and challenges, aligning people priorities with business strategy and operational needs.
Lead and support leaders through organizational evolution, helping teams adapt and succeed in changing environments.
Coach leaders on communication, accountability, leadership effectiveness, and performance management.
Support leadership capability building and development initiatives.
Facilitate tools and practices that strengthen team effectiveness.
Promote a values-driven employee experience that reinforces trust, transparency, and accountability.
Move beyond issue resolution by identifying patterns, root causes, and preventative solutions that strengthen teams and ways of working.
Build trusted relationships, maintaining visibility and understanding of emerging workforce dynamics.
Lead and manage complex employee relations matters, investigations, workplace concerns, and performance-related issues.
Act as a trusted advisor by providing practical guidance to leaders and employees on matters while balancing risk, consistency, and business needs.
Maintain up-to-date knowledge of regional employment legislation and company standards, and apply it with sound judgment.
Partner with talent acquisition to shape strong job profiles, compensation ranges, and candidate experiences.
Partner in the implementation and continuous improvement of HR programs and initiatives, translating operation initiatives into practical operational solutions.
Support talent reviews, workforce planning, performance and compensation processes.
Support and coach leaders through performance reviews, promotions, talent assessments, and development plans.
Guide leaders on compensation philosophies, pay structures, benefits, and incentive programs.
Contribute to salary reviews, promotions, market analysis, and reward programs.
Lead regional HR processes, onboarding, offboarding, leaves, accommodations, documentation.
Ensure data integrity across HRIS, policies, contracts, and employee records.
Partner with Payroll and Total Rewards to ensure smooth, accurate execution of all lifecycle transactions.
Maintain audit-ready records reflecting compliance, quality, and professionalism.
Identify opportunities to improve processes and employee experiences.
Leverage workforce data and insights to support decisions and recommendations.