Senior Director, Human Resources Business Partner and Talent Development

Fiera Capital•Montreal, QC

12d•Hybrid

About The Position

Reporting to the Global Chief Human Resources Officer (CHRO), the Senior Director, Human Resources Business Partner and Talent Development will act as a strategic partner and trusted advisor to executives and senior leadership teams, translating business priorities into integrated people solutions that support organizational performance, engagement, culture, and long-term business resilience. This role will partner closely with business leaders to anticipate and address people-related opportunities and risks, while ensuring alignment with strategic priorities and Fiera Capital’s values. The ideal candidate is a collaborative, business-minded HR leader who brings sound judgment, strong consulting capabilities, and a pragmatic approach to solving complex people matters. As a member of the broader HR team, this individual will contribute to the design and execution of initiatives that strengthen leadership effectiveness and talent development across the organization.

Requirements

University degree in a relevant area of study such as Human Resources, Industrial Relations, Business Administration, Finance, or a related discipline.
A minimum of 12 to 15 years of progressive HR experience, including significant experience in an HR Business Partner or strategic HR advisory role.
Experience partnering with executives, senior leaders, and people managers in a complex, fast-paced, and multi-stakeholder environment.
Strong business and HR acumen, with the ability to connect people strategies to business priorities and provide practical, balanced, and values-based recommendations.
Demonstrated experience supporting organizational design, change management, workforce planning, employee relations, performance management, engagement, and talent development initiatives.
Strong coaching, influencing, facilitation, and stakeholder management skills, with the ability to build credibility and trusted relationships at all levels of the organization.
Ability to navigate ambiguity, exercise sound judgment, manage sensitive situations, and provide thoughtful guidance on complex people matters.
Strong project management skills, with the ability to manage multiple priorities and deliver initiatives on time and with quality.
Excellent verbal and written communication skills, in both French and English, with the ability to adapt messages to a variety of audiences.
Strong knowledge of Canadian employment and labour legislation, particularly in Quebec and Ontario; familiarity with U.S. employment matters is considered an asset.

Nice To Haves

Relevant HR designation such as CHRP, CHRL, CRHA, CRIA, or equivalent is preferred.
Experience in the financial services or asset management industry is considered a strong asset.
Familiarity with U.S. employment matters is considered an asset.

Responsibilities

Act as a strategic HR partner and trusted advisor to executives and senior leadership teams, ensuring that talent, culture, engagement, and organizational health are considered in strategic and operational decision-making.
Develop a deep understanding of assigned client groups in Canada and the US, including their business plans, objectives, operating environment, organizational structure, and people priorities, in order to translate business needs into practical and integrated HR solutions.
Partner with business leaders on organization design, workforce planning, team effectiveness, and change management initiatives, including the identification and mitigation of people-related risks.
Coach and influence leaders and people managers on employee relations, engagement, performance management, and team dynamics, ensuring decisions are aligned with company values and applicable legislation.
Work closely with HR COE’s such as Compensation and Talent Acquisition, to deliver solutions that support attraction, retention, engagement, and business performance.
Lead and contribute to the implementation of HR programs within assigned client groups, ensuring effective communication, stakeholder alignment, and successful adoption.
In collaboration with the CHRO, lead the strategy, design and execution of talent development initiatives, including succession planning, leadership programs, individual contributor development workshops, coaching and mentorship programs.
Use engagement data, HR analytics, and on-the-ground insights to identify trends, provide recommendations, and inform future-focused people strategies.
Model and promote behaviors that reinforce a high-performance culture, including accountability, critical thinking, inclusivity, collaboration, and shared ownership of outcomes.
Lead, coach, and develop team members (2 direct reports) by strengthening their consulting capabilities, strategic thinking, business understanding, and ability to act as effective partners between the business and the HR function.