Manager, HR Business Partner

Seaspan•District of North Vancouver, BC

15h•CA$135,000 - CA$165,000•Hybrid

About The Position

Seaspan is seeking an experienced HR leader to serve as the dedicated HR business partner for the CFO organization, supporting Finance, Business Technology Solutions (BTS), Digital Transformation Office (DTO), Contracts, and Information Technology (IT). The Manager, Human Resources will partner closely with the CFO, and their Leadership team to develop and execute people strategies that support business priorities, organizational effectiveness, employee engagement, talent development, and workforce planning. This role reports to the HR Director and acts as a trusted advisor to leaders across the CFO portfolio, providing both strategic guidance and hands-on HR support across the employee lifecycle. The ideal candidate brings significant HR business partnering experience supporting CFO, DTO, IT groups in complex, fast-paced environments, with the ability to influence leaders, lead organizational change, and drive strong business outcomes through people strategies. Note: This position qualifies for an optional hybrid work schedule after 90 days of onsite work and onboarding. Employee will be subject to the terms of the Flexible Work Policy Agreement.

Requirements

Bachelor's degree in Human Resources, Business Administration, Commerce, or a related field.
Minimum 10 years of progressive Human Resources experience, including significant HR Business Partner experience within a CFO and IT functions.
Demonstrated experience supporting similar corporate client groups, such as Finance, Technology, Digital Transformation, Contracts, Corporate Services, or other professional functions.
Experience partnering with senior leaders and leadership teams in a complex, matrixed, unionized and/or fast-paced environment.
Strong experience in organizational design, workforce planning, talent management, succession planning, performance management, and employee relations.
Experience supporting leaders through transformation, restructuring, process improvement, technology implementation, or other organizational change initiatives.
Experience using workforce data and people metrics to identify trends, influence decisions, and recommend practical business solutions.
Strategic business acumen with the ability to translate business priorities into people strategies.
Strong executive presence, judgment, and influencing skills.
Ability to build trust and credibility with senior leaders, managers, employees, and HR colleagues.
Strong knowledge of employee relations, employment legislation, HR policies, and HR best practices.
Strong facilitation, coaching, conflict resolution, and investigation skills.
Demonstrated capability in organizational design, workforce planning, change management, and talent development.
Data-informed mindset with the ability to analyze workforce trends and communicate actionable insights.
Strong communication skills, including the ability to prepare clear recommendations, presentations, and written documentation.
Ability to balance strategic thinking with hands-on execution in a dynamic environment.

Nice To Haves

CPHR designation is preferred.

Responsibilities

Act as the primary HR partner to the CFO leadership team and senior leaders across Finance, BTS, DTO, Contracts, and IT.
Build trusted advisor relationships with leaders to understand business objectives and proactively identify people-related opportunities, risks, and solutions.
Partner with leaders to develop and execute workforce strategies aligned with organizational priorities.
Provide strategic HR advice and practical recommendations to support business planning, leadership effectiveness, organizational health, and employee engagement.
Lead workforce planning discussions, organizational design reviews, and succession planning activities across the CFO portfolio.
Assess organizational capability and recommend strategies to optimize structure, capacity, talent deployment, and workforce effectiveness.
Support leaders through organizational change, restructures, operating model changes, and transformation initiatives.
Provide guidance on role design, capability gaps, future workforce needs, and team effectiveness.
Facilitate talent review and succession planning processes for supported client groups.
Partner with leaders to identify, develop, and retain high-potential and critical talent.
Support career development, leadership development, and retention strategies that strengthen the talent pipeline.
Coach leaders on performance differentiation, development planning, and building high-performing teams.
Provide expert advice on complex employee relations matters, including performance management, progressive discipline, attendance management, workplace conflict, accommodations, and terminations.
Conduct and support workplace investigations, conflict resolution, and report writing as required.
Coach leaders to apply policies, employment standards, collective agreements, and HR best practices consistently and fairly.
Identify employee relations trends and recommend proactive solutions that reduce risk and support a respectful workplace.
Lead the people side of business transformation initiatives within the CFO portfolio.
Support leaders through periods of growth, restructuring, technology implementation, process improvement, and organizational change.
Develop and execute change management, stakeholder engagement, and communication strategies that support adoption and minimize disruption.
Partner with Compensation and business leaders on annual compensation reviews, promotions, market assessments, salary recommendations, and organizational structure considerations.
Support performance management processes, talent calibration, development planning, and performance improvement strategies.
Promote equitable and consistent application of compensation, performance, and people programs across supported client groups.
Analyze workforce data and people metrics to identify trends, risks, and opportunities related to turnover, engagement, retention, capability gaps, and succession readiness.
Translate data into actionable insights and recommendations for leaders.
Use data to influence decisions, measure effectiveness, and support continuous improvement of people practices.
Champion enterprise HR initiatives and programs, including talent reviews, performance management, leadership development, employee engagement, succession planning, and inclusion initiatives.
Partner with HR Centres of Excellence to deliver integrated HR solutions for the CFO organization.
Contribute to the continuous improvement of HR processes, tools, and programs to enhance leader and employee experience.