Senior Human Resources Business Partner, AI Group

RBC•Toronto, ON

2d•Onsite

About The Position

As the Senior HRBP for AI Group, reporting to the VP of HR, AI Group, you will bring a consulting-grade lens to HR partnership, diagnosing organizational problems, designing solutions, and driving implementation. This role positions you as a strategic business partner to Operating Committee (OC) members and their Senior Leadership teams, with core accountability for organizational design, organizational effectiveness, and transformation leadership alongside traditional talent and people strategy responsibilities.

Requirements

Consulting skills with org design expertise — Structures ambiguous problems; designs and implements org structures (spans, layers, role architecture); brings hypotheses, frameworks, and data to every conversation
Executive presence and business acumen — Comfortable presenting to and challenging senior leaders; understands business models and where people decisions create or destroy value; brings thought leadership and acts as a sounding board for senior leaders
Organizational effectiveness and change leadership — Diagnoses how teams are actually working, leads change at scale, drives complex multi-stakeholder initiatives from design through embedded outcome, and owns adoption
Workforce planning and talent strategy — Builds supply/demand models, runs scenario planning, translates data into business decisions, and makes data-informed talent recommendations
Strategic problem-solving — Proven ability to assess complex, ambiguous situations and provide innovative solutions that drive organizational results
Strong communications and digital capabilities — Excellent analytical and communication skills; familiar with HR technology and Microsoft Office Suite; undergraduate degree preferred
Worked inside a tech scale-up or transformation — Understands pace and how to influence senior technical leaders

Nice To Haves

CHRL Professional Designation
Good working knowledge and experience with AI

Responsibilities

Bring a consulting-grade lens to HR partnership — Diagnose organizational problems, design solutions, and drive implementation.
Partner effectively with Leaders and HR experts to provide strategic advice and counsel on resolving people-related issues.
Be conversant with HR data and analysis to inform decision-making and recommend actions around talent, engagement, diversity and inclusion, and organizational outcomes.
Lead org design and org effectiveness work as a core part of the role — Diagnose how teams and functions are actually working and build plans to improve them.
Help Leaders utilize organizational levers—structure, systems, leadership, and culture—to achieve desired results and engagement.
Design and implement organizational structures (spans, layers, role architecture) to enable business strategy.
Drive transformation and change at pace — Own adoption of organizational changes, not just announcement.
Lead change at scale across complex, multi-stakeholder environments, understanding adoption, resistance, and how to move organizations through transformation from design through embedded outcomes.
Enable the people strategy for the group — Work with the leadership team to acquire, assess, and develop talent for today and tomorrow.
Recommend ways to develop people to perform current roles and prepare them for future roles, including informal 1:1 dialogues and managing performance, development, and succession cycles.
Provide feedback, coaching, and formal development recommendations to leaders themselves.
Execute HR and business strategy — Understand both HR’s People and Culture strategy and the business strategies your leaders are designing.
Determine people and organization implications, anticipate impacts, and be an active force in imagining how strategies apply locally.
Drive the execution of initiatives within the teams you support.
Orchestrate CoE and TED resources — Deliver against business priorities by leveraging Centers of Excellence and talent enablement resources.