HR Business Partner

Key Responsibilities

Strategic HR Partnership

Serve as the HR partner to Canadian and US site leaders, providing day-to-day coaching and guidance
Translate business priorities into people initiatives — workforce planning, retention, and engagement
Partner with the HR Director to align people programs across jurisdictions while respecting Canadian and US differences
Serve as a hands-on HR partner to both Canadian and US site leaders, applying working knowledge of US as well as Canadian employment practices across our cross-border footprint

Compliance & Employment Law

Support multi-provincial employment standards compliance (Ontario ESA, BC ESA, Quebec, Alberta, and additional provinces as we grow), including hours of work, overtime, statutory holidays, and termination requirements
Maintain accountability for provincial nuances: Quebec francization / Bill 96 and CNESST requirements, provincial human rights codes, and job-protected leaves
Support US employment law compliance for the sites in scope (e.g., California, New Jersey, and additional states as we grow), including wage-and-hour, leave administration, and state-specific requirements
Maintain the Canadian and US employee handbooks, jurisdiction-specific addenda, and HR policies

Employee Relations & Investigations

Conduct workplace investigations across Canadian and US sites with documentation that meets legal defensibility standards
Coach managers on performance management, progressive discipline, and termination decisions
Serve as an escalation point for sensitive employee relations matters across the Canadian and US footprint

HR Operations

Partner with Payroll and Benefits on Canadian programs (group benefits, RRSP/DPSP, statutory deductions)
Own the onboarding and offboarding experience, including work eligibility verification and province-specific notice requirements
Partner with the Manager, Health & Safety on provincial OHS programs, incident investigations, and workers’ compensation claims (WSIB, WorkSafeBC, CNESST, WCB Alberta)
Support the talent acquisition partner on Canadian hiring, offer processes, and compensation benchmarking

Required Qualifications
3–5 years of progressive HR experience, with a minimum of 1–2 years in an HR Business Partner role
Hands-on experience applying Canadian employment standards across at least two of the following provinces (e.g., ON, BC, QC, or AB)
Working knowledge of provincial human rights, occupational health & safety, and workers’ compensation frameworks
Working knowledge of US employment law sufficient to support US sites (e.g., California, New Jersey), including wage-and-hour and state-specific requirements
Experience supporting a warehouse, distribution, logistics, manufacturing, or 3PL workforce
Solid employee relations track record, including conducting investigations
Demonstrated ability to operate autonomously across multiple sites and time zones

Preferred Qualifications
Hands-on experience actively managing a California workforce, including PAGA awareness and wage-and-hour expertise
CHRP or CHRL designation (or actively working toward one)
Experience using Rippling as a HRIS is a bonus
Fluency in Spanish is a bonus