Human Resources/Labour Relations Business Partner

Benefits To attract top-tier talent, we offer top-tier benefits:

Compensation that’s a step ahead

RRSP matching program to help you save for retirement

A commitment to work‑life balance and flexible work arrangements when appropriate for the role

Benefits coverage for partners and kids

Parental leave top‑up for primary and secondary caregivers

Tuition reimbursement program for eligible employees

Employee and family assistance program

Discount program with access to perks from big brands and local favourites

Position: Human Resources/Labour Relations Business Partner Reporting in to the HR Manager, this hybrid role consults on human resources and labour relations situations across the business, providing expert insights into legislative and collective‑agreement requirements, behavioural and OD best practices. It requires 4 days in the office.

Hiring Range: 78,200 to 97,600

Responsibilities

Engage as a trusted advisor with business unit leaders on all employee‑related matters, including organisational design, employee and labour relations, talent strategy, engagement, recruitment, and HR operations. Act as the primary point of contact for complex employee issues, providing expert guidance to support business objectives.

Provide guidance and direction to management relating to union/management issues including terminations, discipline and grievances in partnership with the Labour Relations Specialist.

Lead workplace investigations in alignment with best practices and legislative requirements. Provide strategic recommendations on resolution, including disciplinary action or termination, ensuring fairness, compliance, and minimal organisational risk.

Lead re‑organisations using OD and change‑management best practices; partner cross‑functionally across departments and regions to integrate diverse expertise and recommend optimal business‑unit structures to align with strategic goals and drive operational effectiveness.

Participate in national‑level strategic initiatives by designing, developing, and rolling out programmes that impact employee groups across regions. Examples include leadership training, talent management standardisation, or process improvement.

Participate in the design and delivery of national talent‑management and leadership‑development programmes, ensuring consistency in messaging and alignment with best practices across regions. Certify and facilitate training sessions and proactively support senior leaders through performance‑management coaching, talent interventions, and calibration discussions.

Proactively guide and influence development plans for current and emerging leaders, with a focus on succession readiness. Provide strategic career‑pathing support for employees below the director level, aligning individual growth with organisational talent needs.

Facilitate annual workforce planning with regional leaders, providing recommendations on changes that will help achieve business objectives.

Proactively identify challenges in collaboration with business leaders and develop and implement team‑building interventions for business units.

Participate in talent acquisition, providing advice and insight for the business on recruitment processes. Lead recruitment for overflow as required. Conduct regional onboarding and orientation sessions and activities, including coordination of departmental presentations.

Lead planning and execution of employee moves including promotions, lateral moves, and terminations. Manage all employment paperwork and data; resolve benefit, GRSP, and disability issues and questions or elevate as necessary.

Participate in the development and deployment of company policies, processes, and procedures; provide leadership to the national policy committee.

Coordinate regional or location‑specific crisis response and intervention measures and support.

Build and maintain strong internal relationships with business leaders and HR management; communicate and collaborate to leverage talent.

Provide mentoring, guidance, and development support to junior HR team members.

Support adherence to quality and food‑safety standards as required.

Qualifications and Skills

Post‑secondary education in Human Resources Management or Labour Relations

5‑7 years of Human Resources experience, preferably in a CPG environment

Ability to work well under pressure, individually and as part of a team

Pragmatic problem‑solving skills

Equal Employment Opportunity Statement We like you just the way you are. We believe in creating safe and inclusive spaces for everyone, and our Diversity, Equity and Inclusion Committee helps us live up to that commitment.

You’re welcome here no matter your sex, sexual orientation, gender identity or expression, religion/creed, language, national or ethnic background, Indigenous identity, race, colour, neurodivergence, or disability status. We’re an equal‑pay employer and believe in opportunity for everyone.

Need an accommodation during the application process? Let us know!

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