Talent Business Partner

VERB Interactive•Halifax, NS

1d•Hybrid

About The Position

Reporting to the Director of Talent and Culture, the Talent Business Partner is a trusted advisor and hands-on partner to people leaders across VERB, focused on strengthening manager capability, driving performance, navigating employee relations, and leading learning & development. Acting as a coach, problem-solver, and champion for positive change, this role pairs a strong understanding of people practices and employment standards with practical business judgment to support a healthy, high-performing culture. The Talent Business Partner will support the design and delivery of programs that develop our managers, strengthen our policies, and upskill our team — ensuring VERB’s people experience scales with our growth. This role is ideal for someone who enjoys balancing strategic people initiatives with hands-on execution and day-to-day partnership in a fast-moving environment.

Requirements

6+ years of progressive HR/People experience, with at least 2 years in an HR Business Partner, People Partner, or equivalent advisory role.
Post-secondary education in human resources, business, organizational development, or a related field; CHRP/CPHR designation (or working toward) is an asset.
Demonstrated experience designing and delivering management development and learning programs, ideally in a growing services or agency environment.
Hands-on experience managing employee relations matters, including conflict resolution, accommodations, performance management, and workplace investigations when required.
Comfortable operating in a fast-paced, evolving environment where priorities can shift and collaboration across teams is essential.
Strong working knowledge of employment standards and HR best practices; experience supporting a multi-jurisdiction (Canada and/or US) workforce is an asset.
Skilled at writing, refining, and rolling out clear, practical people policies that hold up in real-world situations.
Excellent coaching and facilitation skills, with the ability to flex style across one-on-one conversations, manager forums, and full-team workshops.
High emotional intelligence and sound judgment, with the ability to handle sensitive matters with discretion, empathy, and consistency.
Strong written and verbal communication skills, with the ability to translate policy and process into plain, practical language for managers and employees.
Comfort working with people data and HR systems (HRIS, LMS, performance and engagement tools) to inform decisions and measure impact.
A proactive, solutions-oriented mindset; equally comfortable building from a blank page and improving what already exists.

Nice To Haves

CHRP/CPHR designation (or working toward) is an asset
experience supporting a multi-jurisdiction (Canada and/or US) workforce is an asset

Responsibilities

Collaborate closely with the Director, Talent and Culture to support day-to-day people operations, providing operational support and continuity while partnering with VERB’s leaders to deliver coaching, guidance, and practical solutions on employee matters.
Support the design, delivery, and continuous improvement of VERB’s management development programs, equipping new and experienced managers with the skills to lead, coach, and grow their teams.
Oversee the performance management cycle end-to-end, including goal setting, check-ins, mid-year and annual reviews, calibration, and follow-through on development plans.
Assist managers through difficult conversations, performance issues, and team dynamics, building their confidence and capability to handle people situations directly.
Lead employee relations matters with care and discretion, including investigations, conflict resolution, accommodations, leaves, and conduct issues, ensuring fair and consistent outcomes.
Assist in the development and execution of VERB’s learning & development strategy, including a curated mix of in-house training, external programs, and self-directed learning paths aligned to business needs.
Identify capability gaps and help design targeted upskilling initiatives that prepare team members for current roles and future opportunities.
Support the development, maintenance and communication of people policies, ensuring they are clear, fair, compliant with employment legislation, and reflective of VERB’s culture.
Stay current on employment standards across applicable jurisdictions and proactively flag risks, recommending updates to policy and practice as needed.
Use people data and feedback (engagement surveys, exit interviews, performance trends) to identify themes and bring forward actionable recommendations to leadership.
Partner closely with the broader People & Talent team on talent planning, succession, internal mobility, and career development conversations.
Champion VERB’s values and culture in everything from program design to one-on-one coaching, role-modelling the manager behaviours we expect across the business.
Help foster VERB’s entrepreneurial and collaborative culture through programs, rituals, and team experiences that celebrate wins, encourage connection, and reinforce our builder mindset.
Act as a culture carrier across the employee lifecycle — from onboarding to offboarding — ensuring every touchpoint reinforces psychological safety, ownership, and a bias toward action.
Develop a deep understanding of VERB’s service offering, client portfolio, and the DNA that sets us apart, so that people programs, coaching, and decisions are grounded in the realities of our business.
Translate that knowledge of our services, clients, and DNA into onboarding, training, and manager enablement content so that new hires and existing team members understand what we do, who we do it for, and what makes working at VERB different.
Partner with leaders across Client Services, Marketing, Technology and Strategy to stay close to the work, and share VERB’s story, client wins, and ways of working back into the organization in ways that connect people to purpose.

Benefits

Vacation time available on day one
An extra bonus week off during our holiday closure
An annual travel credit (for non-work related adventures)
Free office snacks and drinks
Premium share option for Group Health Insurance (medical, dental, vision)
$1000 annual allowance to use towards a Health Spending OR Wellness Spending Account
Company matching RRSP program
Top up for Parental/Pregnancy leave
Transit and fitness discounts
Recreational sports teams and social event
Professional and Personal Development opportunities
Internal recognition programs