Senior HR Business Partner

Advantage Group•Toronto, ON

20d•CA$90,000 - CA$100,000•Hybrid

About The Position

Advantage Group International is seeking a Senior HR Business Partner to operate at the intersection of senior and complex employee relations, and learning & development. This is a hybrid role where the successful candidate will bring the maturity and judgment to handle sensitive, high-stakes people matters, while also having the drive and creativity to build meaningful L&D programmes. The role involves managing complex employee relations, providing guidance to managers, navigating cross-border complexities, and maintaining HR policies. Additionally, it includes designing and delivering an L&D framework, owning the onboarding program, partnering with managers on performance development, and identifying training needs. The HR Business Partner will also build trusted relationships with leaders, use people data to surface insights, contribute to talent reviews, and support organizational design. The role also oversees HR operations and compliance, ensuring the integrity of HR processes and managing global exit complexities. This role reports to the Director, People & Culture and is a hybrid position, with a preference for Toronto or easy access to Toronto. Advantage Group International uses AI tools for initial resume screening.

Requirements

Senior HR professional experience
Experience in senior and complex employee relations
Experience in learning & development
Maturity and judgment to handle sensitive, high-stakes people matters
Experience with terminations, performance management, compliance, and cross-border complexity
Drive and creativity to build meaningful L&D programmes
Experience working closely with HR Directors and team members
Experience managing complex and sensitive employee relations matters including performance improvement, disciplinary processes, terminations, and workplace investigations.
Experience providing expert guidance to managers on handling difficult people situations with consistency, empathy, and legal compliance.
Experience navigating cross-border complexity — understanding regional employment law differences across North America, EMEA, and APAC.
Experience maintaining and improving HR policies, ensuring they are legally current, clearly communicated, and consistently applied.
Experience acting as a trusted escalation point for the HR team on high-risk or sensitive matters.
Experience handling employee concerns, grievances, and sensitive conversations with the highest level of discretion, confidentiality, and professionalism.
Experience designing and delivering an L&D framework that addresses both individual development needs and organisational capability gaps.
Experience owning the onboarding programme — building a structured, engaging experience that sets new hires up for success from day one.
Experience partnering with managers to build and run the Performance Development Planning (PDP) process and mid-year/year-end review cycles.
Experience identifying training needs through data (engagement surveys, exit interviews, performance trends) and translating them into targeted interventions.
Experience coaching and guiding managers on how to have effective performance conversations, give meaningful feedback, and support their people through change.
Experience building trusted relationships with leaders and managers across assigned business areas, acting as a strategic thought partner.
Experience using people data (Culture Amp, HRIS, exit/onboarding trends) to surface insights and recommend action.
Experience contributing to talent reviews, succession planning, and critical talent identification processes.
Experience supporting org design conversations.
Experience analyzing data from multiple sources — engagement surveys, pulse checks, exit interviews, performance trends, and absenteeism patterns — to identify themes, diagnose root causes, and design targeted initiatives that meaningfully improve employee engagement and retention.
Experience translating data findings into clear, actionable proposals for leadership; presenting insights in a way that is compelling, accessible, and tied to business outcomes.
Experience overseeing the integrity and accuracy of HR processes — contracts, offboarding, compliance documentation, and records management.
Experience ensuring global exit complexity is handled rigorously, with attention to local legal requirements and risk management.

Nice To Haves

Experience with AI tools for resume screening

Responsibilities

Manage complex and sensitive employee relations matters including performance improvement, disciplinary processes, terminations, and workplace investigations.
Provide expert guidance to managers on handling difficult people situations with consistency, empathy, and legal compliance.
Navigate cross-border complexity — understanding regional employment law differences across North America, EMEA, and APAC.
Maintain and improve HR policies, ensuring they are legally current, clearly communicated, and consistently applied.
Act as a trusted escalation point for the HR team on high-risk or sensitive matters.
Handle all employee concerns, grievances, and sensitive conversations with the highest level of discretion, confidentiality, and professionalism — maintaining trust with employees and leaders alike.
Design and deliver an L&D framework that addresses both individual development needs and organisational capability gaps.
Own the onboarding programme — building a structured, engaging experience that sets new hires up for success from day one.
Partner with managers to build and run the Performance Development Planning (PDP) process and mid-year/year-end review cycles.
Identify training needs through data (engagement surveys, exit interviews, performance trends) and translate them into targeted interventions.
Coach and guide managers on how to have effective performance conversations, give meaningful feedback, and support their people through change — building manager capability as a core part of the HR offer.
Build trusted relationships with leaders and managers across your assigned business areas, acting as a strategic thought partner — not just a service provider.
Use people data (Culture Amp, HRIS, exit/onboarding trends) to surface insights and recommend action.
Contribute to talent reviews, succession planning, and critical talent identification processes.
Support org design conversations as AGI continues to scale regionally, with a long-term view toward a regional HRBP model.
Analyse data from multiple sources — engagement surveys, pulse checks, exit interviews, performance trends, and absenteeism patterns — to identify themes, diagnose root causes, and design targeted initiatives that meaningfully improve employee engagement and retention.
Translate data findings into clear, actionable proposals for leadership; present insights in a way that is compelling, accessible, and tied to business outcomes.
Oversee the integrity and accuracy of HR processes — contracts, offboarding, compliance documentation, and records management.
Ensure global exit complexity is handled rigorously, with attention to local legal requirements and risk management.