Senior Human Resources Business Partner, Functions

RBC•Toronto, ON

6d•Onsite

About The Position

As the Senior HRBP for Functions, you will provide strategic advice and counsel to Operating Committee (OC) members and their Senior Leadership teams on all aspects of Human Resources including talent management, leadership development, employee engagement, compensation management, performance enablement, organizational design and change management.

Requirements

Minimum 7-10 years’ experience in Human Resources, including experience in an HR Business Partner role working directly with senior leaders
Proven Leadership Model capabilities
Solid aptitude for change management and leadership effectiveness
Undergraduate degree, preferably in Human Resources
Strong consultative orientation and relationship management capabilities including the ability to impact, influence, and constructively challenge senior leaders
Strong business and financial acumen
Ability to balance competing priorities for multiple stakeholders, build strong relationships with CoE and functional partners
Data and analytics orientated and strong ability to make data-informed talent recommendations
Proven ability to understand, assess and respond to complex situations and provide strategic and innovative solutions to drive outcomes and results
Strong communications, analytics and digital skills, familiar with HR technology and Microsoft Office Suite)

Nice To Haves

CHRL Professional Designation
Good working knowledge and experience with RBC’s Functional partners

Responsibilities

Understand both the HR and Functional strategic priorities and key initiatives and will work with your Leaders to determine people and organization implications for their teams.
Be an active force in imagining how the strategies apply and in determining initiatives to ensure they are executed within the teams you support.
Partner effectively with the Leaders and with partners in HR to provide advice and counsel on how to solve problems, resolve issues and drive talent priorities outcomes.
Be conversant with HR Data and its analysis so that you can inform decision-making and recommend actions around important topics such as workforce strategy, talent management, employee voice, etc.
Work with the leadership team to acquire, assess and develop talent to ensure we have the talent we need for today and tomorrow.
Work with your OC member(s) to articulate clear talent priorities that will help drive business outcomes, including succession, high potential talent identification and development.
Recommend ways to develop people to better perform their current roles and/or to prepare them for future roles.
Manage HR’s performance, development, and succession cycles.
Oversee the performance and development of the Leaders themselves, where you will provide feedback, coaching, and formal development recommendations.
Help Leaders to utilize organizational levers (e.g., organization structure, operating model, leadership, teams, and culture) to achieve desired results and engagement while helping people to adopt any relevant changes.