Senior Manager, HR Business Partner

About the role

This position provides strategic HR leadership to the global revenue organization. You will own the end-to-end employee lifecycle for a high-growth revenue team, ensuring alignment with business objectives and regulatory requirements. The role demands a proactive partner who translates complex policies into actionable strategies for managers and employees. You will leverage data and business insights to drive decisions that improve retention, engagement, and performance. This position requires a high level of discretion, integrity, and judgment when navigating sensitive situations. You will act as a key advisor to revenue leaders, influencing strategy through credible recommendations and strong business acumen. The work involves balancing operational excellence with a forward-looking focus on organizational design and capability building. Success in this role is defined by your ability to build trust and deliver measurable impact across a distributed, fast-paced environment.

Key facts

What you'll do

Own the full employee lifecycle for a critical revenue organization, including staffing, onboarding, development, and offboarding, ensuring consistency and compliance.

Partner with senior revenue leaders to design and implement workforce strategies that support aggressive growth targets and operational efficiency.

Lead complex organizational design and change management initiatives, translating business needs into clear people strategies and execution plans.

Champion data-driven decision making by analyzing HR metrics and trends to inform talent strategies, improve processes, and demonstrate business impact.

Provide expert guidance on Canadian and global employment law, ensuring robust employee relations practices and risk mitigation across multiple jurisdictions.

Conduct confidential investigations and resolve complex employee relations cases with fairness, empathy, and strict adherence to policy and legal requirements.

Develop and deliver coaching to managers on performance management, career development, and leadership behaviors to elevate team capability and engagement.

Collaborate with Talent Acquisition to build diverse, high-quality pipelines and refine hiring strategies that align with evolving business needs.

Own key HR policies and procedures, driving standardization and clarity to ensure scalability and compliance across the organization.

Act as a trusted advisor to cross-functional stakeholders, influencing through credibility, business insight, and strong interpersonal relationships.

Support the design and implementation of total rewards strategies, including compensation, benefits, and recognition programs that are competitive and aligned with budget.

Drive learning and development initiatives that build critical skills and capabilities across the revenue organization, supporting both current and future needs.

Champion an inclusive culture by modeling behaviors and partnering with People Operations to ensure engagement, belonging, and collaboration across a remote-first workforce.

Serve as a subject matter expert on HR tools and systems, advocating for process improvements and the effective use of technology such as HRIS and ATS.

Requirements

7+ years of progressive HR Business Partner experience includes at least 3 years in a senior or lead HRBP role supporting complex, fast-paced organizations.

Demonstrated success in organizational design, workforce planning, and leading change management initiatives at scale with measurable outcomes.

Deep expertise in Canadian employment law and employee relations practices across multiple provinces exists, with global employment law knowledge as an asset.

The ability to influence VP and C-suite leaders through data, business acumen, and credibility to build trusted advisory relationships is essential.

Proven experience in manager and team development, including coaching and structured development programs that elevate leadership capability and engagement.

Strong written and verbal communication skills with the ability to translate complex HR concepts into clear, actionable advice for non-HR leaders.

Experience working in a remote-first or hybrid environment, with a demonstrated commitment to fostering inclusion and engagement across distributed teams.

A bachelor's degree or equivalent combination of education and experience is required.

Practical notes

The compensation band reflects base salary for the listed country and is informed by market data and approved budget.

Final offers consider factors such as candidate experience, skills, education, and business needs.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.