Strategic HR Business Partner

Metrolinx•Canada,

19h•CA$110,854 - CA$153,872•Onsite

About The Position

Metrolinx is seeking a Strategic HR Business Partner to assist senior leaders in making informed workforce and organizational decisions. This role acts as a strategic HR advisor to executive leaders, focusing on portfolio-level workforce planning, organizational design, leadership effectiveness, employee engagement, and enterprise change initiatives. The ideal candidate will bring structure to complex issues, utilize data and business context, and provide actionable recommendations. Candidates may have backgrounds in HR or other senior business areas like operations, consulting, finance, organizational change, strategic planning, or people leadership, with a key requirement being experience advising leaders on complex business, workforce, or organizational matters. This role offers an opportunity to expand experience into strategic people and workforce functions while contributing to Metrolinx's objectives. The position is based in an office setting at Metrolinx's downtown Toronto location, emphasizing collaboration and in-person partnership.

Requirements

Completion of a university degree or college diploma in a related discipline to Human Resources Management/Business Administration, or equivalent experience; CHRP and/or CHRL is an asset.
10-15 years of progressive experience providing strategic HR, business, or organizational advisory support in a large, complex, multi-stakeholder environment, with demonstrated impact at the senior leadership or executive level.
Demonstrated ability to translate business priorities into integrated people strategies across areas such as workforce planning, organizational design, talent and succession, leadership effectiveness, employee engagement, performance strategy, and culture change.
Strong executive communication and advisory skills, including the ability to synthesize complex issues, develop clear recommendations, prepare business cases and briefing materials, and influence senior decision-making.
Proven ability to act as a trusted thought partner to senior leaders and executives, bringing sound judgment, constructive challenge, and credible advice on complex workforce, culture, leadership, and organizational matters.
Strong business and financial acumen, including the ability to use data, workforce insights, and cost considerations to identify risks and opportunities and align people strategies to enterprise and divisional objectives.
Advanced knowledge of organizational design, change leadership, transformation, and project governance principles, with the ability to shape and guide initiatives that have broad workforce and organizational impact.
As an alternative to the HR experience requirement above, equivalent senior-level experience in a non-HR discipline, such as operations, consulting, finance, organizational change, strategic planning, or people leadership, may be considered where the candidate has demonstrated accountability for complex business, workforce, or organizational outcomes.

Nice To Haves

CHRP and/or CHRL is an asset.

Responsibilities

Partner with senior divisional leaders to shape integrated people and workforce strategies that advance enterprise priorities, including strategic workforce planning, organizational design, succession planning, talent and performance strategy, leadership effectiveness, employee engagement, and transformation initiatives.
Use workforce data, HR metrics, and business insights to identify organizational risks, emerging trends, and capability gaps, and develop evidence-based recommendations that inform executive decision-making and strengthen business outcomes.
Provide strategic guidance on HR policy, program, labour, and legislative considerations by assessing enterprise risk, business impact, and organizational implications, while partnering with HR Centres of Expertise to develop integrated, scalable, and fit-for-purpose solutions.
Advise and partner with leaders on the people, culture, and organizational impacts of enterprise initiatives, restructures, operating model changes, and transformation projects, ensuring workforce implications are understood and aligned with long-term business objectives.
Serve as a trusted advisor and thought partner to executives and senior leadership teams, providing strategic coaching, challenge, and guidance that strengthens leadership effectiveness, decision-making, accountability, and organizational performance.
Lead a deliberate, data-informed approach to employee engagement and organizational effectiveness, including interpretation of engagement insights, leader-driven action planning, culture and accountability strategies, and evaluation of progress against measurable outcomes.
Provide senior leaders with strategic advice on complex people, culture, and organizational risks, ensuring issues are considered in the context of business objectives, workforce impacts, leadership accountability, and enterprise priorities.