Human Resources Business Partner

Why Ryan?

• Hybrid and Remote Work Options
• Award-Winning Culture
• Generous Personal Time Off (PTO) Benefits
• Up to 20 Weeks of Parental Leave Top-up (Adoption Included
• Monthly Gym Membership OR Gym Equipment Reimbursement
• Health and Dental Benefit Eligibility Effective Day One
• RRSP with Employer Match
• Tuition Reimbursement After One Year of Service
  
  
  

The HR Business Partner (“HRBP”) is a highly visible, hands-on, customer-focused position responsible for partnering with the leadership of new and existing service lines to achieve business objectives throughout the employee life cycle. The HRBP collaborates with Ryan business leadership to provide human resources support through effective communication, innovation, creativity, proactive outreach, responsiveness, and understanding of business needs. Primary responsibilities include support of but not limited to the following areas: 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Mergers and Acquisitions, 9) Compliance, 10) Human Resource Management System (“HRMS”), and 11) Metrics and Reporting. This position may at times provide back up to the Senior Manager, HRBP, Canada as well as projects as assigned by the Senior Director, HRBP, North America.

People

Responsibilities and Experience, related to Ryan’s Key Results:

• Create a positive team experience.
• Partners with HR team to plan, develop, and implement effective human resource strategies, tools, processes, and programs.
• Takes a leadership role in Human Resources initiatives and projects.
• Partners with HR team and related functions in the development, implementation, and ongoing administration of talent management programs.
  
  
  

Client

• Partners with leadership in new and existing assigned practice areas to identify and coordinate appropriate and effective strategies related to integration, talent management, jobs, compensation, rewards and recognition, human resource policies and procedures, and other human resource functions.
• Facilitates regular meetings with assigned Principals and Practice Leaders to review talent and structural needs, employee, or practice-specific issues, as well as overall business objectives, and identifies and pursues opportunities for action.
• Partners with management and internal support functions to facilitate a smooth and effective new team member on-boarding experience.
• Partners with management teams to handle employee relations and performance issues including investigation, documentation, and resolution.
• Coordinates and communicates transfers, promotions, departures, and other status changes to relevant parties for team members in assigned practice areas.
• Supports the development of practice-specific compensation programs, in collaboration with the Compensation team, when necessary.
• In collaboration with Managers and Practice Leaders, develops accurate, consistent, meaningful, and compliant job descriptions, ensuring responsibilities and job structure conform to existing job structures.
• Assists with the due diligence process for acquisitions and the integration process of employees obtained through acquisitions.
• Ensures that HR-related content, including human resources policies, on the Firm’s intranet and external Websites is current relevant, accurate, and meaningful.
• In partnership with Legal, oversees immigration and the coordination of expat assignments and visas for employees in assigned practice areas when necessary.
  
  
  

Value

• Ensures compliance with all aspects of employment law; stays abreast of new regulations and makes recommendations regarding compliance.
• Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups.
• When needed, establishes, and maintains appropriate vendor relationships, ensuring all contracts and related documents are appropriately vetted, and approved by the Legal department prior to execution.
• Other duties as assigned.
  
  
  

Education

• Bachelor's degree required, in Human Resources, or related field preferred, with at least four to six years of applicable work experience, ideally including employee relations, employment and labor laws, benefits and/or compensation.
• Experience working directly with all levels of an organization, and able to lead and influence across all the organization.
• Strong verbal and written communication skills.
• Strong organizational skills and attention to detail.
  
  
  

Computer Skills

To perform this job successfully, an individual must have intermediate skills in Microsoft Word, Excel, Outlook, Access, PowerPoint, and Internet navigation and research. Some knowledge in HRMS/HCM, Workday is a plus, or other HR systems, such as performance management systems, learning management systems, and/or applicant tracking systems is desired.

Certificates and Licenses: Valid driver’s license required. Certified Human Resources Professional (CHRP) or Certified Human Resources Leader (CHRL) is preferred.

Supervisory Responsibilities: This position is an individual contributor role, however, will be responsible for effectively collaborating with a variety of internal stakeholders to successfully perform the essential functions of this position.