Human Resource Business Partner

Profile 

The Human Resources Business Partner (HRBP) is focused on managing and supporting end-to-end People & Culture programs, operations and initiatives, while providing strong advisory and coaching support for managers and team leads. Reporting directly to one of the company’s Co-founders, with  functional HR mentorship from Summit’s fractional Chief People Officer, this role will own delivery and implementation of People & Culture solutions that align with and enable Summit’s business strategy.  

This is a proactive, anticipatory and T-shaped role that requires an ability to think strategically while acting tactically. The HRBP will oversee the functional delivery of HR operations, systems and programs, while providing coaching and training for managers in navigating high-stakes employee conversations from a performance management, career development and culture perspective.  

This is a highly visible and influential role requiring exceptional EQ, communication, stakeholder management and change leadership skills. The HRBP role is instrumental in helping ensure Summit’s culture and people programs remain aligned with its business objectives during a dynamic period of growth and beyond. 

Primary Responsibilities 

HR Operations 

• Partner with leadership and key stakeholders across the organization to ensure effective delivery of cyclical HR processes, including goal setting, performance reviews, engagement surveys, and compensation reviews. 
• Lead or contribute to HR projects in areas such as onboarding, employee engagement, recognition programs, and process improvements. 
• Oversee workforce planning and talent acquisition activities with external recruiter. 
• Analyze HR metrics and data to identify trends, risks, and recommend data-driven solutions. 
• Help embed inclusive practices and champion a positive workplace culture. 
• Contribute to the development and continuous improvement of HR policies, systems and solutions to support a high-performance and high-growth business. 

Talent Management 

• Act as a trusted advisor to new managers and team leads, offering guidance on performance management, team dynamics, development planning, and employee relations matters. 
• Provide coaching to managers and employees on career development, growth opportunities, and learning resources. 
• Design, implement, and lead talent management initiatives, including career pathing, succession planning, and learning programs. 
• Collaborate with business leaders to understand team priorities and workforce needs, translating them into effective HR strategies and programs. 
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Learning & Development 

• Work with leadership to identify skills gaps and design tailored learning programs that support both short-term needs and long-term development goals. 
• Collaborate with senior leaders to create leadership development programs that promote internal talent and build a strong bench of future leaders. 
• Regularly assess the effectiveness of training programs through feedback, metrics, and employee progress, making data-driven recommendations for improvements. 
• Facilitate a culture of continuous learning by implementing knowledge-sharing initiatives, peer learning opportunities, and maintaining up-to-date learning resources. 
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Performance Management 

• Collaborate with managers to set clear, measurable performance goals that align with departmental and organizational objectives. 
• Foster an environment of ongoing feedback, coaching, and performance conversations to drive improvement and maintain motivation. 
• Lead the planning, communication, and execution of performance reviews, ensuring they are fair, transparent, and aligned with company values and goals. 
• Identify performance issues early and work with managers to develop strategies for improvement. This includes providing coaching and creating personalized development plans. 
• Collaborate with leadership to create and implement recognition programs that celebrate achievements and align with organizational values. 
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Engagement & Culture 

• Drive employee engagement initiatives, from surveys to action plans, to ensure the organization fosters an environment of high engagement and satisfaction. 
• Actively contribute to shaping and evolving the company’s culture, ensuring it remains aligned with business goals and supports diversity, equity, and inclusion. 
• Support employees and leaders through organizational changes, ensuring effective communication and fostering a culture of resilience and adaptability. 
• Advocate for programs that promote employee well-being, mental health, and work-life balance to increase engagement and retention. 
• Enhance communication between leadership and staff to ensure transparency, build trust, and encourage collaboration across teams. 

Knowledge/Skills 

• Functional expertise in talent management, performance management and employee. development – workforce planning and organizational design experience is an asset. 
• Exceptional advisory and coaching skills honed within a knowledge-based environment. 
• Integrator – proven ability to connect People & Culture operations with business objectives.   
• Strong understanding of employment legislation in Ontario and HR best practices.  
• Strong project management and planning skills; able to manage multiple initiatives simultaneously. 
• Proficient in Microsoft Office Suite and HRIS platforms (e.g., BambooHR, Humi, or similar). 

Characteristics/Attributes 

• Collaborative, practical with ability to effectively balance business and people priorities. 
• Comfortable navigating ambiguity and working in a fast-paced, growth-oriented environment. 
• Curious and continuous learner who actively seeks feedback and strives for improvement. 
• Approachable, pragmatic, and solutions oriented. 
• Acts with discretion and in accordance with privacy and confidentiality requirements under the HRPA, PIPEDA and employer policies. 

Experience 

• 5+ years of experience within an HR Business Partner role within a professional services organization.  
• 3+ years strategic advisory, coaching and change management experience within a dynamic, high-growth context. 
• Specialist knowledge in at least two of: Talent Management, Performance Management and Leadership/Learning & Development. 

Education 

• B.A. or BSc. in Management, Business or a related field. 
• HRPA designation is strongly preferred. 
• Certifications in Coaching, L&D, Change Management are strong assets.