HR Business Partner, Embedded Consultant

Engagement Overview

Executive Partnership and People Strategy

• Build understanding of business and functional priorities and identify organization, talent, leadership, and workforce considerations.
• Translate business plans into focused people priorities with actions, milestones, ownership, and success measures.
• Provide independent perspective and constructive challenge on complex people and organizational decisions.

Organization Design and Workforce Planning

• Advise on organization design, workforce planning, capability requirements, role clarity, spans and layers, location strategy, and restructuring initiatives.
• Evaluate organizational structures against business strategy, financial priorities, and future capability requirements.
• Support leaders through organizational changes and operating model decisions.

Leadership, Talent, and Succession

• Coach executives and senior leaders on leadership effectiveness, team dynamics, accountability, decision rights, and organizational performance.
• Support talent and succession reviews, including critical roles, bench strength, retention risks, and development priorities.
• Support goal setting, performance differentiation, feedback, calibration, and accountability.

Transformation and Change

• Support the people aspects of transformation, organizational change, restructures, and other high-impact initiatives.
• Develop approaches for stakeholder alignment, communications, change readiness, and adoption.
• Identify organizational health risks and recommend targeted actions using employee feedback, business insight, and leadership observations.

People Analytics and HR Advisory

• Analyze workforce, talent, engagement, and financial data to identify trends, risks, and opportunities.
• Translate complex people and business information into concise executive insights and actionable recommendations.
• Partner with Legal, HR leadership, Talent Acquisition, Total Rewards, Learning and Development, HR Operations, and regional HR resources.
• Maintain discretion and confidentiality across executive and organizational matters.

Qualifications

• Have 10 or more years of progressive Human Resources experience, including substantial strategic HR Business Partner experience supporting executives and senior leadership teams.
• Demonstrate success partnering with business unit or P&L leadership and complex corporate functions.
• Have strong business and financial acumen and deep experience in organization design, workforce planning, talent, succession, executive coaching, performance management, and change leadership.
• Have strong analytical, communication, facilitation, relationship-building, and executive influence skills.
• Have experience across countries, cultures, and matrixed organizations and proficiency with HR information systems, workforce analytics, and Microsoft Office.
• Hold a bachelor's degree in Human Resources, Business Administration, or a related field; an advanced degree or recognized HR designation is preferred.
• Use AI-enabled tools and automation to support daily tasks and maintain continuous learning in digital and AI literacy.

Work Arrangement

• Candidates may be based remotely across Eastern time zones in the United States or Canada.
• Preference is given to candidates in or near Ottawa, Ontario.
• Periodic in-person meetings in Ottawa may be required based on business needs.

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