HR Digital Change & Communications Advisor

We are looking for a HR Digital Change and Communications Advisor to play a pivotal role in advancing BRP’s HR digital transformation by supporting the adoption and long‑term sustainment of major HR technology initiatives—including the new ATS, LMS, Payroll Target Operating Model, and the broader portfolio shaping our HR technology ecosystem. Reporting to the HR Digital Program and Technology Manager, this role leads the global change and communication strategy to help employees, managers, and HR teams adapt to evolving HR experiences and new ways of working. The focus is on ensuring changes are understood, embedded, and consistently reinforced across all regions, supporting both successful deployment and continued use over time.

Change Leadership and Delivery

• Lead change activities across HR digital initiatives to ensure people understand what is evolving and how it impacts their daily interactions with HR.
• Implement clear, accessible deliverables (impact assessments, readiness plans, change strategies, communication plans, adoption plans).
• Support both the introduction of new experiences and the ongoing reinforcement needed to sustain them after deployment.

Stakeholder and Regional Engagement

• Work closely with HR colleagues across regions—HRBPs, COEs (Talent, Total Rewards, etc.), Regional HR leaders, and HR Services—to understand local contexts, anticipate impacts, and tailor adoption supports.
• Partner with IT COE analysts, Project Managers, and Business Analysts to remain aligned with solution design and delivery rhythms, ensuring change and communication plans reflect real impacts and timing.
• Share insights on readiness, adoption risks, and support needs to help adjust plans where needed.

Communications

• Draft clear, practical communications that explain what’s changing, why it matters, and what employees, leaders, and HR teams should expect.
• Maintain communication calendars and support leaders with structured updates, talking points, and guidance materials.
• Ensure messages remain aligned across regions and projects while allowing room for necessary localization.

Training, Enablement and Sustainment

• Partner with HR teams to prepare employees and HR colleagues for upcoming experience improvements through easy‑to‑navigate support materials (e.g. guides, quick tips, short learning moments).
• Ensure learning and enablement materials reinforce the experience shift—not just the functionality.
• Monitor how well changes are being adopted over time and propose reinforcement actions to help embed new ways of working.

Governance and Integration

• Maintain change planning routines (risks, readiness indicators, dependencies, dashboards) and ensure timely, high‑quality delivery.
• Integrate change planning with our People Calendar (Annual milestones/processes) and IT Calendar (release calendars, freeze periods, etc.).
• Ensure that communication and change activities for enhancements and major initiatives complement each other to create continuity for end users.

Requirements

• 3-5 years in change management, communications, HR, transformation, or relevant roles.
• Experience working across functions and stakeholders on people‑centered change.
• Strength in writing, facilitation, organization, and stakeholder engagement.
• Ease in supporting the development of learning or enablement materials for users.

Technical and Professional Skills

• Demonstrated experience in change management, communications, HR operations, transformation, or project coordination in a multi‑stakeholder environment.
• A strong ability to translate complex topics into clear, practical messages and plans for different audiences.
• Familiarity with project delivery rhythms (Agile, go‑live, hyper‑care, etc.).
• The ability to communicate confidently with global stakeholders in French and English.

Mindset and Behaviours

• Structured, organized, and delivery‑oriented—able to move from concept to execution with clarity and discipline.
• An empathetic communicator who balances global consistency with smart localization.
• Proactive in identifying risks, readiness gaps, and opportunities to reinforce adoption and sustainment.
• Collaborative, solution‑focused, and comfortable working across regions and with diverse teams.

ACKNOWLEDGING THE POWER OF DIVERSITY

BRP is dedicated to nurturing a culture that invites, connects, and propels the ambitions of people of all backgrounds, profiles, beliefs and experiences. Ultimately, the diversity and uniqueness of our people fuel our ingenuity and set the course for the path ahead!

For this reason, we value diversity and we strive to always push each other forward to build an inclusive workplace where every employee feels like they belong, where they can grow and find meaning.

AT BRP, WHEN WE TALK ABOUT BENEFITS, WE GO ALL IN

• Annual bonus based on the company’s financial results
• Generous paid time away
• Pension plan
• Collective saving opportunities
• Industry leading healthcare fully paid by BRP

What About Some Feel Good Perks

• Flexible work schedule
• A summer schedule that varies by department and location
• Holiday season shutdown
• Educational resources
• Discount on BRP products

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