Senior Manager, HR Business Partner

Scotiabank • Toronto, ON

5d • Onsite

About The Position

As a strategic advisor to business leaders, the Senior Manager, HRBP leads the people strategy and maximizes talent investment, championing enterprise-wide HR initiatives. With a deep understanding of business drivers and the internal and external talent landscape, they ensure the right talent mix and succession plans are in place. Through close collaboration with business leaders and Centers of Excellence (COEs), they align HR strategies with business objectives, proactively managing human capital risks and potential reputational challenges.

This Opportunity supports Channel Performance within Canadian Banking, a team focused on driving performance, transformation, and business outcomes across the Bank's retail sales channels (Branch, CEC, and Virtual) in Canada.

Requirements

• Minimum of 5 years of relevant HR experience, with demonstrated experience in strategic HR planning and execution.
• Communication & Strategic Influence: Strong ability to articulate ideas clearly and persuasively across all levels of the organization, fostering collaboration and stakeholder alignment on HR strategies and decisions. Builds trust to drive adoption of HR strategies that align with business and organizational goals
• Strategic Thinking & Consulting – Expertise in analyzing business trends, anticipating talent challenges, and crafting innovative forward-looking solutions. Provides expert advice to business leaders enhancing data-driven decision-making organizational effectiveness.
• Business Acumen: Develops a deep understanding of business operations, industry dynamics, and organizational structures aligning HR strategies to business priorities and crafting and executing people strategies that drive measurable business impact and optimize return on investment in talent.
• Agility and Creativity: Navigates evolving business environments with adaptability and innovation, implementing flexible processes and fostering a culture of change and creativity.
• Change Leadership & Advocacy: Actively promotes and supports organizational change initiatives, reducing resistance and ensuring successful implementation through strategic advisory and leadership.
• Leadership & Collaboration: Guides teams in achieving HR objectives, fostering a high-performance inclusive culture. Collaborates effectively across the HR function and business leaders to drive engagement and shared outcomes.
• Cross-Functional Influence: Skilled at influencing through complex matrix environments to lead initiatives and align diverse stakeholders, driving outcomes without formal authority. Ability to cultivate strong, trust-based partnerships across functions, business units, and geographies to drive cohesive, enterprise-wide outcomes.
• Coaching and Talent Development: Skilled in coaching senior leaders enhancing leadership capability and team effectiveness. Ability to champion talent development that builds future-ready leadership and supports long-term organizational growth.

Nice To Haves

• HR designation (CHRP, CHRL, or equivalent) or actively pursuing certification is an asset

Responsibilities

• Champions a customer focused culture to deepen client relationships and leverage broader Bank relationships, systems and knowledge.
• Strategic Talent Leadership - Act as a core member and HR advisor to the Business Units leadership team. Develops and drives talent strategies aligned with business priorities, ensuring the organization attracts, retains, and develops top talent. Translates business needs into actionable workforce strategies, removing barriers, effectively managing conflicts and driving performance
• Business Acumen & Influence – Serves as a trusted advisor to senior leadership, providing expert data-driven insights on HR best practices and industry trends. Leverages internal and external networks to proactively inform business and HR strategies, ensuring alignment with evolving market dynamics.
• Change Management and Workforce Planning – Leads organizational change efforts to build an adaptable workforce, anticipating future talent needs and ensuring the organization possesses the right skills and capabilities to maintain a competitive edge.
• Lead HR annual lifecycle processes – Partners with leadership to execute key HR programs, including talent management, performance development, compensation, employee engagement, and learning strategies. Fosters cross-functional collaboration to drive results and embed HR initiatives that support long-term success.
• Understand how the Bank’s risk appetite and risk culture should be considered in day-to-day activities and decisions.
• Actively pursues effective and efficient operations of his/her respective areas in accordance with Scotiabank’s Values, its Code of Conduct and the Global Sales Principles, while ensuring the adequacy, adherence to and effectiveness of day-to-day business controls to meet obligations with respect to operational, compliance, AML/ATF/sanctions and conduct risk.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed