Human Resources

• Collaborate with business leaders to assess workforce needs, define new and replacement roles, advise on job design and role requirements.
• Facilitate internal talent movement to align with evolving operational needs and organizational changes.
• Conduct compensation analyses for new hires, promotions, transfers, and other workforce changes, providing recommendations to business leaders.
• Lead annual compensation review activities, including base pay reviews and employee communications.
• Drive performance management and employee development initiatives.
• Ensure HR data integrity through audit oversight and payroll-related quality controls.
• Provide strategic employee relations guidance, resolving workplace issues and mitigating organizational risk.

Business Partner, Human Resources

• Lead end-to-end HR, time, and payroll system implementation projects from discovery to go-live as the client's trusted point of contact
• Facilitate workshops with sometimes resistant teams: simplify, persuade, structure
• Question client needs and recommend configurations aligned with best practices
• Produce executive-level deliverables that drive decisions
• Advance INNOOVA's practice: accelerator tools, AI integration, knowledge sharing

Senior HR Technology Advisor – Functional

• Act as a strategic partner to managers by providing proactive HR guidance
• Provide day-to-day support to managers
• Support recruitment, onboarding, and employee integration activities
• Lead return-to-work processes and manage leave administration
• Analyze HR metrics and trends

Human Resources Manager – HR Manager

• Support the design, implementation and administration of compensation programs and policies.
• Coordinate and manage the annual compensation review cycle (merit, bonuses, salary adjustments).
• Conduct job evaluations and maintain job descriptions as well as classification structures.
• Perform market analyses and salary surveys to ensure the competitiveness of compensation practices.
• Provide compensation analyses and recommendations to support hiring and internal equity.
• Ensure compliance with internal policies and external regulations related to compensation.
• Administer, maintain and optimize the HRIS to ensure data accuracy and system efficiency.
• Act as a subject-matter expert for HRIS functionality, reporting and troubleshooting.
• Support the implementation and harmonization of a new global system.
• Develop and maintain HR dashboards, reports and analyses to support decision-making.
• Ensure data integrity through regular audits and data governance practices.

HRIS Specialist, Compensation

• Coach and advise business leaders on talent strategies
• Design and implement future-focused talent initiatives
• Manage organizational change and talent programs
• Collaborate with Centers of Expertise on talent initiatives

Director, HR Business Partner – Enablement Functions

• Lead workplace investigations
• Coach leaders on performance management, discipline, attendance, accommodations, and conflict resolution
• Support workforce planning, employee engagement, leadership development, WCB/return-to-work, HR analytics, and legislative compliance
• Support unionized operations
• Interpret collective agreements
• Investigate grievances
• Support collective bargaining initiatives
• Support employer branding, recruitment marketing, career fairs, community outreach, workforce planning, and candidate experience

Retail HR Solutions Advisor

• Lead the remaining Dayforce implementation activity for HR-owned modules
• Act as the HR technology owner and subject matter expert for Dayforce HR modules
• Oversee workflows, forms, security roles, system configuration, integrations, testing, documentation, change control, and release-related activity
• Coordinate closely with Payroll, Workforce Management, IT, Finance, HRSC, and business stakeholders
• Establish and manage the post-go-live support model
• Lead, coach, and develop a team of HCM analysts and HR Service Delivery coordinators
• Use HR data, service trends, reporting, dashboards, and issue analysis to identify root causes and recommend practical improvements
• Develop a roadmap for future Dayforce enhancements, upgrades, integrations, reporting improvements, and process optimization

Manager, HR Service Delivery – Technology

• Coordinate recruitment activities from posting through hiring
• Prepare employment agreements and offer packages
• Conduct new employee orientation and onboarding
• Maintain accurate employee personnel files and HR records
• Administer employee leave programs, including vacation, sick leave, statutory leaves, and accommodations
• Support annual benefits renewals and employee communications
• Coordinate annual performance review processes
• Monitor compliance with employment legislation, organizational policies, and collective practices where applicable

HR Representative

• Lead full-cycle recruitment for assigned positions, partnering with hiring managers on workforce needs, job postings, candidate assessment, and selection
• Support and enhance the organization's employer brand, candidate experience, and recruitment processes to attract top talent
• Analyze and report on talent, recruitment, compensation, and DEI metrics to identify trends and recommend continuous improvements
• Coordinate and administer compensation and total rewards programs, including salary benchmarking and compensation analysis, pay equity analysis, pay transparency reporting, and annual compensation planning activities
• Design, implement, and continuously improve learning and development programs, for managers and employees across the organization
• Support the development and execution of Diversity, Equity & Inclusion (DEI) strategies, initiatives, metrics, and employee engagement activities that foster an inclusive workplace culture
• Collaborate with leaders and employees across the organization to implement people programs, provide guidance on best practices, and ensure a consistent and positive employee experience
• Contribute to strategic HR projects and programs such as employee engagement initiatives, recognition programs, and organizational development efforts

HR Specialist, Talent & Programs

• Assist with the recruiting, hiring and onboarding of Canadian employees, including coordination with internal stakeholders and external partners as needed
• Provide Human Resources support including guidance on company policies, employment practices to both Canadian employees and managers
• Act as a trusted advisor to employees and leaders, addressing concerns and resolving conflicts
• Ensure adherence to federal, provincial, and local employment laws, as well as company policies and procedures
• Lead orientation and support other departments’ activities related to onboarding/orientation for Canadian population
• Support leaders through performance review processes, coaching, and corrective action procedures
• Maintain accurate employee records, process HR transactions, and support HRIS data integrity
• Partner with Total Rewards to support employee wellness initiatives
• Assist Leadership and corporate HR team with offboarding procedures; including but not limited to termination conversations, exit interviews and equipment collection.

Human Resources Business Partner

• Collaborate with talent acquisition partners who will share their knowledge, best practices and passion for hiring.
• Learn the different stages of the recruitment process, from identifying talent to onboarding.
• Discover modern candidate sourcing techniques, advanced sourcing and strategies to approach top candidates.
• Explore how artificial intelligence (AI) is transforming recruiting and learn to use AI tools to speed up talent search, enrich analytics, optimize communications and support decision-making.
• Take part in innovation projects aimed at improving our tools, processes and the candidate experience.
• Contribute to university recruitment and talent attraction initiatives.
• Develop analytical skills by learning how data and market trends guide talent acquisition strategies.

Intern – Talent Acquisition, HR Innovation

• Partner with HR and TIS teams to gather requirements, design, configure, and support scalable Workday solutions across multiple modules.
• Analyze business needs, perform gap and risk assessments, and recommend solutions that improve processes and system performance.
• Troubleshoot and resolve system, integration, and configuration issues, ensuring reliable and efficient service delivery.
• Develop and execute testing strategies, validate requirements, and support project delivery, releases, and system enhancements.
• Create and maintain documentation, calculated fields, reporting tools, and integration support materials.
• Collaborate with stakeholders, vendors, and cross-functional teams to implement value-driven HR technology solutions.
• Stay current on Workday enhancements, industry best practices, and security trends to continuously optimize the platform.

Advisor, TIS Workday, HR Support

• The Director Labour and Employee Relations manages a team of Labour and Employee Relations professionals in the execution of VON’s national Labour and Employee Relations Strategy.
• The Director is accountable for labour and employee relations services, including collective agreement administration, grievance and arbitration management, labour negotiations, workplace investigations, legislative compliance and management coaching.
• Establishes performance standards, and operational practices to ensure consistent, high-quality labour and employee relations services.

Director, Labour and Employee Relations

• Assess business needs, plan, develop and implement HR strategies and practices
• Provide consultative HR support to business priorities
• Leverage relationships across HR partners and functions to create and deliver people solutions
• Provide strategic and consultative support to business and/or function portfolio on HR initiatives
• Support business strategy and planning activities
• Drive the talent agenda by developing and executing talent management and diversity strategies
• Guide and coach business leaders through various HR practices
• Deal with complex change management issues
• Maintain a culture of risk management and control
• Monitor and communicate the effectiveness of strategies, programs, and practices

Senior HR Business Partner

• Maintain and update the HRIS (BambooHR) and physical files (where required) for all employees globally
• Perform regular audits of HR systems to ensure data accuracy and integrity
• Support the HR team with documentation, scheduling, tracking, and follow-ups for various HR programs and processes
• Run monthly reports and perform ad hoc reporting in support of HR dashboards and reporting on people insights
• Coordinate and/or create content for internal employee communications
• Support recruitment efforts including resume screening, interview scheduling and preparing candidate documentation
• Support ongoing improvements to HR systems, processes, forms, programs and policies
• Provide support for the administration and maintenance of the employee recognition program
• Coordinate HR projects and events as needed

Human Resources Administrator

• Lead the design, delivery and ongoing evolution of high‑impact talent management programs that strengthen performance, development, succession and employee experience
• Translate business and workforce needs into modern, scalable programs that drive adoption and measurable outcomes
• Partner with HRPD leaders, subject matter experts and senior stakeholders to design and implement complex companywide initiatives
• Drive change management, communications, and enablement to support successful implementation and sustained use
• Modernize HR programs through technology solutions, automation and emerging AI to create intuitive and efficient experiences
• Use data, insights and external trends to continuously assess, evolve and improve program effectiveness
• Apply strong analytical capability to identify trends and insights to inform decision-making

Corporate Manager, Talent Management

• Act as the administrative backbone for a close‑knit, dynamic team of 5 claims management advisors.
• Open new files on the CNESST online portal, request copies of files and monitor reimbursements.
• Receive, scan and accurately index paper and electronic mail into our management systems.
• Manage invoicing and maintain the team’s tracking spreadsheets.
• Process mail and provide support to the out‑of‑Quebec team as needed.

HR Officer

• Quickly establish and practice effective working relationships with internal client groups, including employees, managers, and senior leaders, along with our HR colleagues.
• Proactively partner with clients to identify strategic issues, workforce planning or organizational design challenges and provide advice and expertise to help develop creative solutions.
• Serve as a trusted advisor to leaders by presenting multiple perspectives and challenging the status quo.
• Provide strategic guidance and effectively scale the application of HR activities including employee engagement, retention and talent development, succession planning, change, conflict and exit management, employment legislation, employee relations, performance management, investigations, job evaluation, compensation management, internal communication, coaching, data analytics, workforce planning, policy interpretation, career coaching, and facilitation to positively impact Stantec’s culture.
• Serve as a workforce champion and promote a positive work environment and employee experience.
• Facilitate trainings as needed including planning and delivering sessions with managers and employees.
• Develop and implement HR-related projects and participate as a team member on special projects as needed. May also lead local or regional initiatives and projects.
• Foster a continuous improvement mindset and continually look for opportunities to increase the return on investment of human resources programs for employees and leaders.
• Collaborate within a geographically dispersed team to communicate, facilitate, and/or present HR programs and initiatives to client groups.
• Work collaboratively with functions such as an HR service representative for accurate completion of employee transactions, talent acquisition for recruitment, etc.

• Serve as an escalation point for complex support issues requiring technical investigation, workflow analysis, or cross-functional collaboration
• Perform root cause analysis on recurring issues and identify opportunities to improve employee experience
• Provide technical guidance, coaching, and support across workplace technologies
• Design, build, support, and optimize automations, integrations, workflows, dashboards, AI solutions, agents, and other technologies that improve productivity and reduce friction
• Evaluate emerging technologies and identify opportunities to enhance employee experiences
• Monitor solution performance and continuously improve effectiveness, usability, adoption, and operational health
• Support the adoption and use of AI technologies, copilots, agents, and intelligent automation solutions
• Help employees identify opportunities to leverage AI within their daily work
• Design and support AI-powered solutions through configuration, integrations, permissions, monitoring, and continuous optimization
• Partner with governance, security, and platform teams to ensure solutions align with organizational standards
• Partner with Transformation & Enablement teams to support technology rollouts, pilots, demos, training sessions, office hours, and hypercare activities
• Provide technical expertise during adoption initiatives and platform launches
• Gather employee feedback and translate insights into solution improvements, backlog items, and roadmap recommendations
• Support enterprise productivity, collaboration, automation, and employee experience platforms
• Assist with integrations, identity and access management, monitoring, operational support, and platform lifecycle management
• Collaborate with security, privacy, and governance stakeholders to support safe and scalable technology adoption
• Act as the voice of the employee by identifying friction points and improvement opportunities
• Partner with Engineering, Product, Support, and business teams to drive employee-centric improvements
• Build feedback loops that continuously improve workplace technology experiences and platform evolution

Employee Experience Engineer

• Operationalize global talent programs across Canada and the US, including onboarding, mentoring, rewards, recognition, and employee engagement initiatives.
• Provide day-to-day guidance to employees regarding general HR queries, company policies, procedures, and local labor laws.
• Support US and Canadian benefits management, including the annual renewal process, market analysis, open enrollment, and complex issue escalation.
• Collaborate closely with the Finance and Payroll teams to prepare and verify specific data required for accurate, timely payroll processing.
• Advise on and direct matters related to compliance and North American employment law; ensure strict adherence to local Labor Code requirements.
• Update, maintain, and audit internal HRIS (Workday) data to ensure data integrity and maximize process efficiency.
• Collaborate with the Global Talent Team on regional and global internal compliance projects.
• Manage full-cycle recruitment for mid-to-senior level positions across multiple departments.
• Develop and execute creative sourcing strategies using a variety of tools (LinkedIn Recruiter, specialized job boards, networking, and referrals).
• Screen, interview, and evaluate candidates for both technical capability and cultural alignment.
• Partner closely with hiring managers to understand evolving role requirements and provide strategic talent acquisition guidance.
• Maintain, audit, and update the Applicant Tracking System (ATS) to ensure data accuracy and compliance.

Human Resources jobs in Canada

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Business Partner, Human Resources

Senior HR Technology Advisor – Functional

Human Resources Manager – HR Manager

HRIS Specialist, Compensation

Director, HR Business Partner – Enablement Functions

Retail HR Solutions Advisor

Manager, HR Service Delivery – Technology

HR Representative

HR Specialist, Talent & Programs

Human Resources Business Partner

Intern – Talent Acquisition, HR Innovation

Advisor, TIS Workday, HR Support

Director, Labour and Employee Relations

Senior HR Business Partner

Human Resources Administrator

Corporate Manager, Talent Management

HR Officer

Senior HR Business Partner

Employee Experience Engineer

HR Generalist