Human Resources Business Partner

The Human Resources Business Partner (HRBP) plays a key role in supporting organizational capability, talent acquisition, employee relations, and learning and development across the company. Reporting to the Human Resources Manager this individual will partner closely with senior leaders and hiring managers, the HRBP ensures the company attracts, develops, and retains a skilled and engaged workforce. The role combines strategic workforce planning, full-cycle recruitment, performance and employee relations support, and the development and delivery of training programs tailored to operational needs within electrical, mechanical, and communications environments. As a trusted advisor, the HRBP provides guidance on staffing, performance management, policy compliance, and organizational development. Success in this position requires strong collaboration, business acumen, and the ability to balance strategic planning with hands-on execution in a fast-paced, project‑driven environment.

A safe and healthy work environment is one of Symtech's primary goals and a central guiding principle for the organization. Symtech and its employees are aligned in the organization’s goal of zero incidents. Symtech's most valuable asset is its employees. Symtech is dedicated to providing and maintaining a safe and healthy work environment for all its employees. Symtech's safety culture is encouraged within the organization and promoted through demonstrating and communicating the importance of safety within the community where work is performed.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Collaborate with senior leaders and hiring managers to understand workforce requirements, capability needs, and project-driven staffing demands.
• Support workforce planning and develop recruitment strategies aligned with short‑ and long‑term business objectives.
• Develop role profiles and competency requirements, ensuring clarity and alignment with operational expectations.
• Manage end-to-end recruitment activities including posting roles, screening applicants, coordinating interviews, and participating in selection panels.
• Communicate hiring decisions, prepare employment offers, and support onboarding processes.
• Build talent pipelines by engaging with colleges, universities, trade programs, and industry networks.
• Contribute to the continuous improvement of recruitment practices, onboarding experiences, and employer branding initiatives.
• Conduct training needs analyses and skills gap assessments across office-based and technical teams.
• Translate business requirements into structured learning strategies, development programs, and competency frameworks.
• Design and maintain technical and non-technical training programs, including leadership development, supervisory training, and trade‑skills enhancement.
• Coordinate internal and external training delivery, working with subject matter experts as needed.
• Facilitate training sessions, workshops, and learning experiences aligned with adult learning principles.
• Manage training logistics, scheduling, LMS administration, attendance tracking, and reporting.
• Evaluate program effectiveness through assessments, feedback, and performance outcomes; recommend improvements as required.
• Support succession planning and internal talent development by aligning learning pathways with future workforce needs.
• Research and manage training‑related grants, government funding opportunities, and cost‑recovery programs.
• Provide guidance and advisory support to leaders on employee relations matters, coaching them on best practices and policy application.
• Support the performance management cycle, including goal setting, ongoing coaching, mid‑year and annual reviews.
• Guide leaders through progressive discipline processes and support the development and monitoring of Performance Improvement Plans (PIPs).
• Lead or support workplace investigations involving harassment, discrimination, workplace violence, misconduct, or policy violations, ensuring objectivity and compliance with legislation.
• Assist with conflict resolution, mediation, and grievance handling.
• Partner with Health & Safety teams to support workplace violence and harassment prevention programs and response procedures.
• Ensure all employee relations activities comply with the Employment Standards Act, Occupational Health and Safety Act, Human Rights Code, and internal policies.
• Assist in the development, review, and communication of HR policies and procedures.
• Support internal and external audits and ensure adherence to legislative and regulatory requirements.
• Maintain accurate HR and training records within HRIS, LMS, and related systems.
• Provide recommendations for external HR and training solutions when internal capabilities are not sufficient.
• Provide strategic HR consultation to support organizational objectives, culture initiatives, and change management efforts.
• Manage training‑related budgets, resources, and cost tracking.
• Partner with leaders to improve team capability, engagement, and performance.
• Maintain a high level of professionalism, confidentiality, and integrity in all HR matters.
• Perform additional responsibilities as assigned to support the HR function and business needs.
• The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the positions role within the business unit.

EXPERIENCE, SKILLS & KNOWLEDGE:

• Diploma or degree in Human Resources, Learning & Development, Education, Business Administration, or related field.
• CHRP designation (or working toward) preferred.
• 5 years of experience in learning and development, training design, or HR business partnership.
• Experience within construction, trades, industrial, or technical environments (electrical, mechanical, communications preferred).
• Proven experience conducting training needs analysis and developing practical, job‑specific training programs.
• Experience with LMS administration and analytics/reporting tools, including presenting insights to leadership.
• Strong facilitation, instructional design, stakeholder engagement, and communication skills.
• Knowledge of ESA, OHSA, Human Rights Code, and compliance requirements relevant to construction and technical environments.
• Strong organizational and multitasking skills in a fast‑paced, project‑driven environment.
• High level of integrity, confidentiality, and sound judgment.
• Proficiency in Microsoft Office (Outlook, Word, Excel, etc.).

TRAVEL:

• 0-10 % travel may be required for this position.