Human Resources Business Partner

Human Resource Business Partner

Location: This posting is for an existing vacancy in Wellington-Altus’ Winnipeg office.

Our organization:

Founded in 2017, Wellington-Altus Financial Inc. (Wellington-Altus) is the parent company to Wellington-Altus Private Counsel Inc., Wellington-Altus USA Inc., Wellington-Altus Insurance Inc., Wellington-Altus Group Solutions Inc., and Wellington-Altus Private Wealth Inc.-the top-rated* investment dealer in Canada and one of Canada’s Best Managed Companies. With over $45 billion in assets under administration and offices across the country, Wellington-Altus identifies with successful, entrepreneurial advisors and portfolio managers and their high-net-worth clients.

*Investment Executive 2025 Brokerage Report Card.

The opportunity:

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders, providing strategic and practical HR guidance that supports business growth and organizational effectiveness. This role partners closely with advisors and leaders to translate business priorities into people strategies, with a growing focus on organizational design, talent development, and change support.

The HRBP balances strong day‑to‑day HR execution with a forward‑looking perspective, helping leaders anticipate HR needs, identify capability gaps, and design teams that can scale effectively. Acting as a connector between business leaders and the broader HR function, the HRBP ensures HR programs, policies, and practices are implemented consistently while being adapted thoughtfully to meet business and employee needs. Accountable for escalating HR issues to the applicable leader when appropriate.

Key responsibilities include:

• Coaching and consulting Business Leaders and Investment Advisors Serve as a trusted HR advisor to Business Leaders and Investment Advisors, providing thoughtful, risk‑aware guidance aligned with business objectives and regulatory requirements. Partner with leaders through regular touchpoints to proactively address HR issues, performance, workforce capacity, and/or organizational design or effectiveness considerations. Apply strong knowledge of employment legislation and regulatory frameworks to guide day‑to‑day people decisions, mitigating legal and reputational risk; partner closely with Legal as required. Advise leaders on the practical application of HR policies, programs, and governance standards, ensuring consistency while adapting to business needs. Provide consultative support on performance management, including goal setting, development planning, coaching conversations, and corrective action, helping leaders build accountable, high‑performing teams. Support performance calibration and talent discussions to ensure fair, consistent, and defensible outcomes. Support HR planning, succession planning, and team design discussions, providing HR insight into organizational changes, restructures, and role evolution.
• Data Literacy Leverage HR data and dashboards to identify trends, risks, and opportunities related to the workforce its performance, engagement, and capacity. Interpret and translate complex data into practical insights that inform leader decision‑making and people strategies. Partner with HR colleagues to define, track, and monitor relevant metrics and KPIs that support business outcomes.
• People Advocacy Provide confidential, sound guidance to employees and leaders on a wide range of HR matters, applying discretion and judgment. Support employees and leaders through leave events (pre‑leave, during leave, and return‑to‑work), ensuring compliant, consistent, and empathetic practices. Partner with leaders to identify succession gaps, high-potential talent, development needs, and targeted retention actions. Facilitate healthy employee relations by addressing concerns early, resolving conflicts, and supporting respectful, productive work environments.
• Business Acumen Apply industry knowledge to advise on compensation, role design, and organizational structure within a regulated operating model. Design and reinforce efficient people processes that reduce risk, improve clarity, and enable leaders to execute effectively.
• Organizational Culture, Engagement and Performance Partner with leaders to build and sustain a strong, values‑aligned culture that supports performance, inclusion, and regulatory responsibility. Contribute to culture‑related initiatives, including change, engagement, and employee experience improvements.
• HR Program Design and Delivery Partner with Talent Acquisition and future HR Centres of Excellence and HR Operations to design, pilot, and embed standardized HR programs (for example performance management, engagement initiatives, talent reviews, and succession processes). Support leaders in adopting consistent people practices and business needs. Identify where customization adds value and where standardization reduces risk, effort, and inconsistency. Reinforce leader and employee adoption of self‑service tools and standardized processes to reduce dependency on HRBPs for routine matters. Continuously identify opportunities to simplify, automate, or centralize HR work to improve scalability.
• Business Operating Model and Compensation Support compensation planning cycles, ensuring decisions align with business outcomes, governance requirements, and talent retention objectives. Advise on job design, and organizational structure to support fair and sustainable compensation practices. Partner with Corporate leaders to design and evolve organizational structures that align with business strategy, regulatory requirements, and future capability needs. Identify role overlaps, capability gaps, and structural inefficiencies resulting from organizational changes, new roles, or evolving mandates. Review and advise on job design and job descriptions to ensure clarity of accountability, appropriate span of control, and alignment to cost frameworks. Lead the people and change planning aspects of organizational initiatives, including role changes, restructures, and functional evolutions.

The ideal candidate will possess:

• Post-secondary education in Human Resources, Bachelor’s degree, Diploma or Certificate or in a field related to Human Resources Management, organizational studies, or business management/administration.
• 3-5 years’ experience in HR, preferably in the financial industry.
• Experience resolving complex employee relations issues, working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and respective employment laws.
• Demonstrated experience partnering with leaders on people strategies, workforce planning, organizational design, performance management, and employee relations.
• Working knowledge across multiple HR disciplines, including compensation, talent management, organizational diagnosis, employee relations, and employment legislation.
• Experience supporting teams experiencing organizational growth and change with operating model, organizational design and role design is strongly preferred.
• CPHR or CPHR candidate.
• Bilingual Preferred.
• Strong understanding of HRIS systems, ability to run reports and navigate system.
• Proficient with MSOffice suite, Word, Excel, Powerpoint, etc.
• Use of Power BI.
• Ability to create MS Automations.
• Strong interpersonal, communication, and influencing skills, with the ability to advise, challenge, and partner effectively with leaders in a regulated environment.
• Confident presentation and facilitation skills, able to translate people insights into clear recommendations and decision options.
• Strong problem‑solving skills, applying sound judgment to complex people, organizational, and risk considerations.
• Broad and practical understanding of core HR disciplines, including performance management, compensation, talent management, employee relations, DEI, and workforce planning.
• Ability to support organizational design, workforce planning, and role clarity by identifying overlaps, gaps, and downstream impacts of change.
• Effective change and project management capabilities, including supporting leaders through organizational change and building clear communication and change plans.
• Strong working knowledge of employment legislation, regulatory standards, and governance requirements, and the ability to embed them into day‑to‑day people decisions.
• Ability to apply data, metrics, and insights to inform workforce decisions and HR recommendations.
• Strong organizational and prioritization skills, with the ability to manage competing demands while focusing on strategic value.
• Ability to distinguish between strategic HRBP work and transactional activities, and actively shift administrative work to HR Operations where appropriate.
• Detail‑oriented and risk‑aware, with a high degree of professionalism, confidentiality, and discretion.
• Ability to build trusting relationships across leaders, employees, HR colleagues, and partners, with a collaborative and credible approach.
• Strong coaching and advisory capability, focused on enabling leaders rather than solving problems on their behalf.
• Service‑oriented mindset balanced with the confidence to push back, challenge decisions, and advocate for scalable, consistent people practices.
• Empathetic and resilient, able to navigate ambiguity and support leaders and employees through change.

Conditions of employment:

• Must be legally eligible to work in Canada.
• A background check, satisfactory to the employer, may be required of the successful applicant prior to commencing employment.

Wellington-Altus Private Wealth is strongly committed to equity and diversity within its community and welcomes applications from women, racialized persons, Indigenous peoples, persons with disabilities, and persons of all sexual orientations and genders. All qualified individuals who would contribute to the further diversification of our organization are encouraged to apply.

If you require accommodation for the recruitment process, please let us know at the point of application.

To apply: