Human Resources Business Partner

Gateway Services Inc

14d

About The Position

The Human Resources Business Partner (HRBP) plays a pivotal role in driving organizational success by building strong, trusted partnerships across leadership teams and regional operations. Reporting to the Senior VP, Human Resources & Health and Safety, this role serves as both a strategic advisor and a hands-on partner aligning business objectives with the needs of Team Members, shaping a positive workplace culture, and ensuring HR initiatives effectively support corporate goals. With influence across multiple HR functions, the HRBP helps guide leaders through change, fosters workforce development, and strengthens engagement throughout the region. This individual may oversee direct reports who support local HR activities, contributing to a cohesive and high-performing HR function. This is a dynamic opportunity for an HR leader who thrives on strategy, collaboration, and meaningful impact. The Human Resources Business Partner is instrumental in shaping the employee experience, strengthening leadership capabilities, and ensuring that HR practices align seamlessly with business priorities. By supporting regional operations, championing organizational values, and guiding leaders through complex workforce challenges, the HRBP helps cultivate a resilient, engaged, and future-ready organization. Candidates who are passionate about influencing culture, driving continuous improvement, and building strong partnerships will find this role both challenging and deeply rewarding.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, diversity, performance management, and country, federal, state, and provincial respective employment laws.
Minimum of 8 years of human resource management experience preferred.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.

Nice To Haves

SHRM-CP, SHRM-SCP, SPHR, PHR, CHRL or CHRP credential preferred.

Responsibilities

Promote a culture of workplace safety and equity through leadership and company-wide initiatives implemented at the regional level.
Promote Gateway’s values, mission, and vision throughout locations within the region.
Lead change management processes within the region and ensure alignment with organizational growth and business goals.
Provide timely information and reporting for both business and regulatory requirements, projections, and identification of performance gaps.
Management of Care Center talent to ensure required skills are developed and maintained; talent development and gap analysis, identify training needs to meet business needs now and in the future.
Provide advice, support, and input to the HR Operations Team to ensure competitive compensation in relation to local labor markets.
Consult with Upper Management, providing HR policy guidance and interpretation.
Analyze trends and metrics in partnership with the HR Support group to develop solutions, programs, and policies.
Manage and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of Team Members, reducing legal risks, and ensuring regulatory compliance.
Provide day-to-day performance management guidance to Upper Management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with Upper Management and Team Members to improve work relationships, build morale, and increase productivity and retention.
Provide guidance and input on workforce planning and succession planning.
Active participation in development in HR initiatives and project rollouts.
Perform other related duties as assigned.