People and Culture Business Partner

Infrastructure Ontario•Toronto, ON

About The Position

Infrastructure Ontario (IO) is seeking an experienced People and Culture Business Partner to act as a strategic advisor and embedded partner to assigned client groups. This role involves collaborating closely with business leaders to understand their objectives and translate them into effective people strategies. The ideal candidate will bring an independent perspective, balance data with judgment, and contribute to shaping how IO attracts, develops, and retains talent. The position reports to the VP, People and Culture.

Requirements

Progressive HR experience, with at least 3–5 years as a business partner supporting complex, multi-layered client groups in a fast-paced environment.
Deep familiarity with Ontario employment legislation.
Proven track record owning senior stakeholder relationships at the Director and VP level.
Experience leading talent management cycles, workforce planning, and organizational change.
Breadth across HR disciplines (talent acquisition, L&D, total rewards, and employee relations).
Strong business acumen.
Skill at using people analytics and HRIS tools to inform strategy and influence decisions.
Confident facilitator and communicator who can influence at the executive level.
Ability to offer an independent point of view while remaining collaborative.
Resilient and adaptable in ambiguity.
Coaching mindset invested in building the capability of the leaders supported.

Responsibilities

Act as the strategic P&C advisor and embedded partner to assigned client groups.
Build trusted partnerships with leaders, understanding their goals, operating models, and workforce challenges.
Represent the client voice within P&C and translate broader P&C strategy into business-relevant plans.
Drive strategic talent conversations including succession planning, talent reviews, and high-potential identification.
Partner with leaders on workforce planning, translating business strategy into future capability requirements.
Align with Talent Acquisition on hiring priorities and partner with L&D to diagnose capability needs and commission development solutions.
Coach leaders through employee relations matters in real time.
Partner with leaders to design team structures, roles, and ways of working.
Lead the people dimension of change initiatives.
Provide data-informed guidance on compensation, performance, and total rewards decisions.
Use people data and analytics to generate insights on workforce health, trends, and risks.
Translate engagement data into meaningful action that strengthens trust, inclusion, and engagement.