Sr. Human Resources Business Partner

IDC Research Inc.•Remote,

2d•CA$135,000 - CA$144,000•Remote

About The Position

IDC Human Resources is seeking a confident, strategic, and business-focused Sr. HR Business Partner to join the HR team. This Sr. HR BP will be responsible for consulting and partnering with senior leaders across IDC in areas such as employee relations, performance management, organizational design & development, compensation planning, and recruitment. This role will focus mainly on Sales - Americas, as well as global Marketing and Customer Success teams. They will also serve as a resource to all HR team members globally on HR matters within Canada. This role is based in Canada – remote and includes minimal travel. The Sr. HR Business Partner will report into the Senior Director, Sales and Marketing located in the US, and will direct all aspects of HR initiatives for the clients they support. IDC Human Resources is looking for a commercially sharp, people-first Senior HR Business Partner who is equally at home in a strategic conversation with a VP and rolling up their sleeves to get things done. This is a high-impact, high-visibility role where you will be the primary HR partner for Sales Americas, Global Marketing, and Customer Success — three functions that sit at the commercial heart of IDC. What sets this role apart is the blend of influence and operational ownership. If you are energized by ambiguity, motivated by building something better, and want a seat at the table where business decisions are made, this is your role. This role is fully remote within Canada and includes minimal travel. The Sr. HR Business Partner will learn the IDC Commercial business and understand it’s goals and challenges in order to translate business objectives into the appropriate HR actions and initiatives.

Requirements

5+ years of progressive HR experience as an HR Business Partner, HR Generalist, or HR Manager, ideally with direct support of commercial or revenue-generating functions.
Demonstrated experience advising on sales compensation structures, variable pay programs, or incentive design — or a genuine curiosity and willingness to develop this capability quickly.
A track record of facilitating structured talent assessments and holding the line with managers on performance decisions, including navigating the discomfort of managing out poor performers.
Experience facilitating resolutions in a fast-paced, ever changing work environment.
Ability to work independently and also interact with employees across all levels of the organization
Confidence engaging and influencing VP-level leaders while also being comfortable handling administrative HR tasks without escalating everything upward.
Familiarity with Canadian employment law and HR compliance requirements (multi-province experience is a plus).
Strong working knowledge of Microsoft Office 365; experience with an Applicant Tracking System (ATS) and HRIS platforms — iCIMS and UKG experience is a bonus.
An orientation toward continuous improvement: you should be genuinely excited about AI tools reducing manual HR work, freeing you to focus on higher-value partnership.
Excellent communication and facilitation skills — written, verbal, and in the room with senior stakeholders.
Located in Eastern or Central time zone.

Nice To Haves

multi-province experience is a plus
iCIMS and UKG experience is a bonus

Responsibilities

Serve as the embedded HR advisor to VP-level leaders across Sales Americas, Global Marketing, and Customer Success — translating business priorities into talent, org, and people strategies.
Lead performance management end-to-end: coach managers to have honest performance conversations, support the design and delivery of performance improvement plans, and push leaders to make timely, courageous calls on underperformers.
Partner with business leaders on talent assessment using structured evaluation frameworks; build visibility into high-potential populations and create differentiated development plans.
Consult actively on sales compensation planning cycles — bringing HR perspective to incentive design, quota-setting conversations, and in partnership with Finance and Revenue Operations.
Own employee relations matters with sound judgment and appropriate urgency; guide managers through complex situations while managing risk and keeping the business moving. Work proactively with regional hr leaders to resolve issues involving commercial talent in Europe, Middle East, and Asia.
Drive organizational effectiveness initiatives including team restructures, role design, and span-of-control reviews in partnership with senior leaders.
Serve as the primary HR resource for all Canada-based employees across the broader IDG organization, ensuring local employment law compliance and policy alignment.
Partner with the Sr. HR Director to identify and eliminate manual HR processes; actively support the adoption of AI-assisted HR workflows and tools as they are introduced into the function.