Partenaire d'affaires, ressources humaines | Human Resources Business Partner

Crowe BGK • Westmount, QC

1d • Hybrid

About The Position

Reporting to the People & Culture Director, the Human Resources Business Partner (HRBP) serves as a strategic advisor to assigned client groups, partnering with leaders to align people strategies with business objectives. The HRBP builds trusted relationships with leaders and employees, providing strategic and operational guidance across all aspects of the employee lifecycle, including talent management, organizational development, workforce planning, performance management, employee relations, engagement, compensation, and change management. In addition to supporting assigned business groups, the HRBP leads and contributes to firm-wide People & Culture initiatives and projects, collaborating closely with the broader People & Culture team to continuously improve programs, processes, and services that promote consistent practices and support the Firm's culture, values, and long-term growth.

Requirements

• 7+ years of progressive HR experience.
• Experience supporting leaders in a business partner or senior advisor capacity.
• Strong employee relations and performance management expertise.
• Experience with organizational development, change management, and leadership coaching.
• Knowledge of Quebec employment legislation and HR best practices.

Nice To Haves

• CHRP/CRHA designation considered an asset.

Responsibilities

• Build trusted relationships with managers, partners, leaders, and employees across assigned client groups to understand business priorities and translate them into people strategies and action plans.
• Provide proactive guidance on organizational effectiveness, team structure, workforce planning, and talent risks.
• Support leaders in achieving business goals through effective people management practices.
• Analyze workforce trends and identify opportunities to improve engagement, retention, and performance.
• Support succession planning and talent review processes, partnering with leaders to identify high-potential employees and development opportunities.
• Collaborate with the People & Culture team on leadership development initiatives.
• Guide leaders through performance management processes, including goal setting, ongoing feedback, development planning, and the creation and implementation of performance improvement plans (PIPs).
• Support managers in addressing performance concerns and managing complex employee situations, ensuring consistency and fairness in performance-related decisions.
• Serve as a trusted advisor to leaders and employees on workplace concerns and employee relations matters and conduct workplace investigations as required.
• Facilitate conflict resolution and recommend appropriate solutions.
• Advise on disciplinary processes, corrective actions, and employment-related risk management.
• Support organizational design, restructuring, and team effectiveness initiatives.
• Lead or support change management efforts related to growth, transformation, and integration activities.
• Assess organizational needs and recommend strategies to strengthen engagement and effectiveness.
• Identify opportunities, mitigate risks, and implement People & Culture solutions that strengthen organizational effectiveness and support employee engagement, retention, leadership capability, and business performance.
• Coach managers and leaders on leadership effectiveness, employee engagement, difficult conversations, team dynamics, change leadership, talent and career development plans, and employee growth plans.
• Provide guidance on employment standards, labour legislation, and HR best practices, and support policy development and implementation to ensure consistent application of policies and procedures across the organization.
• Provide strategic guidance to leaders on compensation decisions, including salary increases, bonuses, promotions, and internal equity, while ensuring consistent application of the Firm's compensation philosophy, supporting annual bonus programs and other reward initiatives, and balancing business needs, budget parameters, employee performance, and retention, in collaboration with the broader People & Culture team.
• Lead or participate in People & Culture projects and strategic initiatives to identify opportunities to improve HR processes, tools, and employee experience.
• Develop and analyze quarterly People & Culture reports, using workforce data and insights to identify trends, recommend solutions, and support informed business decisions.

Benefits

• Competitive compensation
• Comprehensive health benefits supporting your overall well-being starting on day one of your employment.
• Vacation and 8 personal days for family matters.
• Firm-wide holiday closures
• Summer Fridays with early office closures during the summer months.
• Reimbursement for parking or public transit.
• An annual wellness stipend to support physical and mental health.
• Home office stipend to ensure a comfortable and productive remote workspace.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed