Human Resources Business Partner, Corporate Functions

Cineplex•Toronto, ON

1d•CA$90,000 - CA$105,000•Hybrid

About The Position

As a Human Resources Business Partner reporting to the Executive Director, Corporate Human Resources & Talent Acquisition, you will work closely with senior business and functional leadership teams to identify and deliver the organization's short- and long-term people strategies in support of their business objectives. You are experienced in supporting rapidly evolving businesses and understand the complexities of working across multiple business units. In this role, you will be responsible for developing, executing and evaluating a talent strategy in partnership with the business and HR Leadership including the HR Centres of Excellence (COEs) that support the entire employee lifecycle including recruiting, onboarding, training, employee relations, employee engagement and performance management. This role provides consulting and coaching to senior people leaders to strengthen their overall management skills, design organizational structure, implement succession planning strategies and drive overall corporate strategies and objectives. You will act as a strategic thought partner to senior leaders, navigating complex, ambiguous people challenges where there is no clear precedent, and guiding decision-making that balances business needs, risk, and enterprise alignment. This is a hybrid position (3 days in the office per week). Office location is 1303 Yonge Street, Toronto. #LI-CP #LI-Hybrid

Requirements

A post-secondary degree in Human Resources, Business and/or an equivalent combination of education and experience.
5+ years of progressive HR experience as a Business Partner or Generalist, ideally within a multi-stakeholder environment.
Strong experience in employee relations, including conducting investigations, navigating complex workplace matters, and supporting effective conflict resolution.
A demonstrated track record of supporting organizational growth through strong organization design capabilities, leader coaching, talent identification and development practices, and on/offboarding initiatives.
Demonstrated curiosity and comfort using AI-enabled tools and HR technologies to improve productivity, analyze workforce data, and enhance decision-making.
Proven experience advising senior leaders in complex, high-impact situations involving unclear paths forward, competing priorities, and organizational risk.
Demonstrated ability to use data, insights, and HR technology to influence decision-making and drive more effective, evidence-based outcomes.
An experienced collaborator who knows how to partner effectively and build strong relationships with centralized teams.
A trusted advisor with exceptional interpersonal skills and the confidence to work alongside senior leaders and diverse stakeholders.
Demonstrates strong business acumen and the ability to balance advocacy for client groups with enterprise-wide consistency, fairness, and risk mitigation.
Exercises sound judgment, courage, and influence when navigating complex leadership dynamics and organizational decisions.
Energized by fast-paced, evolving environments and comfortable managing ambiguity while driving results.
A strong communicator and facilitator who can influence, coach, and resolve conflict with professionalism and empathy.
A confident presenter and hands-on trainer who can translate HR strategy into practical, actionable learning.
Highly organized with the ability to manage multiple priorities and projects simultaneously.
Data driven and technically savvy, with experience using HRIS systems and advanced proficiency in the MS Office suite (Word, PowerPoint, Excel).
Knowledgeable in provincial employment standards and relevant legislation across Canada, with the ability to translate into actionable workplace solutions.

Nice To Haves

A CHRP designation (or equivalent HR certification), is preferred

Responsibilities

Enable business results through consulting and coaching senior leaders on the design, implementation and evaluation of people solutions that contribute to the achievement of business unit goals and objectives across multiple client groups.
Partner with leaders to align organization structure and workforce capability to reach revenue growth objectives.
Build trusted relationships with senior leaders and establish credibility as a strategic advisor, proactively shaping decisions rather than reacting to requests.
Navigate complex and ambiguous people issues, providing sound judgment and guidance and influencing outcomes that align to both business strategy and organizational values.
Address employee relations issues by coaching and conducting investigations; addressing situations in adherence with applicable laws, policies and practices.
Provide effective coaching, counseling, progressive disciplinary strategies and documentation support on all employee relations and performance management issues, up to and including dismissals.
Manage complex, high-risk employee relations matters involving senior stakeholders, navigating ambiguity and multiple competing interests to ensure balanced, fair, and legally sound outcomes.
Challenge and influence leadership decisions that may not align with policy, best practice, or organizational values, demonstrating courage and sound professional judgment.
Coach senior leaders through situations where leadership behaviours or business decisions may create risk to engagement, retention, culture, or compliance.
Collaborate with internal Talent Acquisition COE and external search partners to source and fill all roles with high potential talent.
Advise leaders on hiring decisions that balance business urgency with long-term talent strategy, equity, and consistency across the organization.
Effectively execute the HR business cycles designed by COEs, such as compensation, talent assessment, performance management, etc.
Work with the Talent and Learning and Total Rewards COEs to deliver high impact learning and development programs, and effective total rewards strategies that drive business results and talent retention and attraction.
Act as a connector between business needs and enterprise HR strategy ensuring local decisions are aligned to broader organizational priorities, fairness, and consistency.