People Business Partner

Tucows Inc.

8h•$100,000 - $120,000

About The Position

Ting Internet is a leading fiber Internet provider in the United States, delivering future-proof internet in over a dozen Ting Towns across the country. As part of Tucows (NASDAQ:TCX, TSX:TC), Ting is backed by outstanding resources and talent. We embrace a people-first philosophy that is rooted in respect, trust, and flexibility. We believe that whatever works for our employees is what works best for us. The work we do genuinely changes lives. If this sounds exciting, we’d love to hear from you! We are looking for a seasoned People Business Partner to join our team. In this role, you will serve as a trusted HR advisor to leaders and employees across Ting, with a strong emphasis on employee relations — guiding managers through complex people situations, ensuring consistent and fair application of employment policies, and helping the business navigate change with confidence. We're looking for someone who brings not just HR expertise, but a frontier employee mindset: someone who actively leverages AI tools like Claude to streamline reporting, draft and refine documentation, manage projects, and surface insights from data — freeing you up to focus your energy on the work that truly requires human judgment. This is a hands-on, execution-focused role for an HR professional who thrives in ambiguity and brings curiosity, empathy, and rigor to everything they do.

Requirements

Expert-level knowledge of HR best practices with particular strength in employee relations, employment standards, and HR compliance.
Proven experience managing complex ER cases including investigations, terminations, performance management, and accommodation requests.
Strong, up-to-date knowledge of Canadian employment law across multiple provinces (BC, Ontario) and US federal and state employment law (FLSA, ADA, FMLA, state-specific leave laws) — required.
Experience administering leaves of absence under applicable Canadian and US legislation.
Exceptional interpersonal and communication skills — highly responsive, and able to build trust quickly with employees and leaders at all levels.
High degree of discretion and professionalism when handling sensitive and confidential matters.
Strong written communication skills, including the ability to draft clear and legally sound HR documentation (investigation reports, termination letters, PIPs, etc.).
Strong proficiency with google sheets/excel including formula based report building (vlooksups, IF functions, pivot tables, etc)
Highly organized with outstanding follow-through and the ability to manage multiple priorities simultaneously.
Comfortable navigating ambiguity and finding pragmatic, effective solutions in the face of change.
Collaborative partner who works well across HR functions and with cross-functional stakeholders.
Demonstrated ability to support organizational change and work effectively in a fast-moving, evolving environment.
Strong judgment and the ability to balance employee advocacy with business needs.
5–7 years of progressive HR Business Partner experience, with demonstrated depth in employee relations.
Demonstrated comfort using AI tools (e.g. Claude, ChatGPT, Copilot, Gemini) to accelerate HR work — including drafting communications, building workflows, analyzing data, and synthesizing information quickly.

Nice To Haves

Experience with M&A support planning is a bonus.
Bachelor’s degree in Human Resources Management or a related field (preferred).
CPHR and/or SHRM certification is an asset.

Responsibilities

Serve as the subject matter expert and primary point of contact for all employee relations matters — from day-to-day policy questions to complex, sensitive investigations.
Lead and document workplace investigations, ensuring procedural fairness, thorough fact-finding, and timely resolution.
Manage end-to-end terminations — both performance-based and without cause — including drafting termination documentation, calculating entitlements under applicable employment standards, and coordinating with legal counsel as required. Strong knowledge of Canadian and US employment law required.
Advise managers on performance improvement plans, disciplinary processes, and progressive discipline, ensuring consistency and compliance across the organization.
Navigate complex employee situations involving conflict, accommodation requests, and sensitive interpersonal matters with discretion and sound judgment.
Proactively identify ER trends and surface recommendations to leadership to address root causes before they escalate.
Administer and coordinate all leaves of absence including medical, parental, disability, and other statutory leaves under applicable Canadian provincial and US state legislation.
Partner with employees, managers, and benefits carriers to ensure seamless leave transitions and return-to-work planning.
Maintain accurate leave tracking and ensure compliance with all applicable employment standards legislation.
Support organizational design and planning initiatives, including workforce restructuring, role realignments, and team changes.
Partner with leaders to develop change management plans that minimize disruption and support employee engagement through transitions.
Provide HR guidance and communication support for organizational announcements and change initiatives.
Support the rollout and administration of company-wide people programs including performance cycles, engagement surveys, and total compensation programs.
Practice AI-augmented work — use tools like Claude to streamline reporting, draft documentation, support project management, and reduce administrative burden so focus stays on high-value HR partnership.
Ensure compliance with Canadian and US labor laws and internal HR policies, and serve as a subject matter expert and resource for managers and employees.
Leverage HR data and analytics to identify workforce trends, surface insights, and recommend improvements to HR processes and programs.
Collaborate with the Talent team on recruitment and onboarding support as needed during peak periods or organizational transitions.