Senior People Business Partner (Generalist)

RLG Systems Canada is seeking a Senior People Business Partner (Generalist) to serve as a key partner to leadership and the People Team. This role plays a critical part in driving organizational success by delivering proactive HR solutions and advising on complex workforce matters. The duties consist of payroll, safety, policies, training, relocation, diversity, education, recruiting and other HR programs. Provide resolutions and consulting in the above areas to ensure profitable business operations. The Senior People Business Partner (Generalist) will accomplish these goals by conducting short- and long-term planning efforts, designing HR programs, and overseeing the development and implementation of company policies and procedures.

Responsibilities

Strategic HR Partnership

• Act as the primary HR advisor to assigned business portfolios, understanding their goals and operational priorities to deliver tailored HR support and coaching.
• Partner with leaders to proactively identify people-related needs and implement solutions that align with organizational values, legislation, and HR best practices including performance management.
• Provide 1-on-1 coaching to managers and supervisors on performance, conflict resolution, engagement, and team development.
  
  

Employee Lifecycle Management

• Lead end-to-end employee lifecycle processes including recruitment support, onboarding, orientation, performance development, employee engagement, retention strategies, and offboarding.
• Ensure consistent and timely delivery of HR documentation such as contracts, offer letters, onboarding materials, and termination letters.
• Conduct exit interviews, analyze trends, and provide actionable recommendations to improve retention and the employee experience.
  
  

Employee Engagement & Culture

• Champion employee engagement initiatives, surveys, and action planning in partnership with leadership to build a positive, inclusive, and high-performing culture.
• Support internal recognition, well-being, and diversity, equity, and inclusion (DEI) initiatives.
  
  

Employee Relations & Compliance

• Investigate and resolve employee relations matters, including complaints, conflicts, performance concerns, and harassment allegations, ensuring confidentiality, fairness, and legal compliance.
• Represent the organization in employment-related hearings, including unemployment claims and WSIB matters.
• Partner with the disability management provider to manage accommodations, absences, and return-to-work processes.
  
  

Compensation, Benefits & Systems

• Administer employee group benefits and retirement programs; serve as the liaison with insurance and benefits providers to resolve issues and ensure compliance.
• Maintain up-to-date job descriptions and oversee the position classification and job evaluation process.
• Support compensation reviews and maintain the internal equity and integrity of salary structures.
• Recommend and maintain HR information systems, databases, and digital tools to improve efficiency and reporting.
  
  

Training, Development & Organizational Support

• Lead and support employee orientation and training initiatives to enhance onboarding and ongoing development.
• Work with managers to identify training needs and recommend appropriate development opportunities.
• Build and maintain relationships with external partners including educational institutions and employment agencies to support talent pipelines.
  
  

HR Operations & Documentation

• Ensure accurate, timely documentation and maintenance of HR files, including personnel records, policies, benefits, and internal communication tools (e.g., intranet).
• Ensure compliance with employment standards legislation including wages, working hours, leaves, and records of employment.
• Support environmental, health, and safety (EHS) initiatives through coordination of compliance efforts, employee communications, and training coordination to maintain a safe and compliant workplace.
  
  

Other

• Travel to the Brampton location and other sites as required to support in-person HR initiatives and employee engagement.
• Participate in special projects and perform other duties as assigned to support HR strategy and business priorities.
  
  

Requirements

• Post Graduate Degree or Diploma in Human Resources Management or an equivalent degree.
• 4 - 6 years of work experience in HR operations required.
• Certified Human Resources Practitioner (CHRP) or Certified Human Resources Leader (CHRL) designation.
• Demonstrated work knowledge of multiple human resource areas.
• Demonstrated ability to provide beneficial recommendations to solve HR related issues related to regulations, laws and policies.
• Ability to develop and implement strategies.
• Demonstrated Knowledge of Ontario legislation, ESA and Human Rights Code.
• Effective communication skills with individuals at all levels of the organization.
• Able to work efficiently as a part of a team as well as independently.
• Computer literacy, including effective working skills of MS Word, Excel, PowerPoint and e-mail required.
• Attention to detail in all areas of work.
• Strong problem identification and problem resolution skills.
• Ability to interpret and implement company policies and procedures.
  
  

What To Expect

• Comprehensive employer-paid health and dental benefits
• Employer matching of employee RSP contribution
• RLG is supportive of professional development and training, with opportunities to work globally
• RLG has a dynamic and international working environment
• Tech-enabled processes and hybrid work environment
  
  

Accessibility And Inclusion

RLG Systems Canada is committed to creating a diverse, accessible, and inclusive workplace. Should you require accommodation through any stage of the recruitment process, please let us know when contacted and we will work with you to meet your needs. Disability-related accommodations during the application process are available upon request. You may also request accommodation by emailing [email protected] .