People & Culture Business Partner

Overview

Strategic HR partner driving talent, culture and operational excellence

Key Responsibilities

• hrms management
• people reporting
• talent acquisition
• performance management
• learning development
• change management

Tasks

The People & Culture Business Partner will collaborate closely with the Director, People & Culture to design, lead, and implement key initiatives that strengthen our people strategy and build scalable HR processes, programs and policies. This role acts as a trusted advisor to all employees. -Leverage people data to provide counsel and insights, enabling data-informed decision-making across all people-related matters. -Serve as an ambassador for DRA’s employer brand, promoting a culture of inclusion, engagement, and high performance. -Provide expert HR counsel, using judgment and insight to resolve issues and inform business decisions. -Champion a culture of learning, growth, and development through targeted initiatives and capability-building programs. -Build strong, trust-based relationships with key stakeholders, acting as a strategic advisor and partner. -Support and advise leaders in managing employee relations matters, promoting constructive solutions and sound practices. -Translate employee insights into actionable business strategies and risk mitigation plans. -Stay informed on evolving HR trends, employment legislation, and best practices to continuously optimize service delivery. -Manage and maintain HR systems (HRMS), ensuring data integrity and compliance with organizational standards. -Manage the implementation of core people processes across the employee life cycle — including supporting with talent acquisition, onboarding, performance management, talent development, and succession planning. -Lead initiatives that strengthen employee motivation, wellbeing, and belonging across the organization. -Ensure accurate and insightful people reporting through data interpretation, trend analysis, and performance metrics. -Act as a subject matter expert on HR policies, systems, and processes, ensuring clarity and alignment across all levels of the business. -Contribute to the development and continuous improvement of policies, frameworks, and processes that strengthen organizational effectiveness. -Drive and implement learning, talent, and organizational development initiatives aligned with business priorities. -Partner with the Director, People & Culture to design and deliver people strategies and plans that enable business growth, ensuring initiatives are implemented effectively to drive performance, engagement, and cultural alignment. -Partner with the Director, People and Culture to define and execute department-specific requirements for reward, learning and development, and mobility programs. -Embed and uphold HR policies and procedures, ensuring compliance, consistency, and equitable outcomes. -Act as a trusted change agent by facilitating organizational change initiatives and supporting continuous improvement. -Partner with the recruitment team to attract top talent that is aligned with current and future workforce needs. -Guide and advise employees and managers on best approaches to HR matters, balancing organizational needs with employee experience.

Requirements

• hr degree
• people analytics
• change management
• employee engagement
• performance management
• 7+ years

What You Bring

-Tertiary education in either Human Resources / Industrial Psychology / Organizational Psychology -People analytics and insights -Internal communication and change management -Employee engagement experience and well-being -Performance management and coaching -Knowledge of HR and employment laws in Ontario and Quebec -7+ years' experience within a Human resources role -Member of the Ordre des CRHA/CRIA-an asset

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Benefits

Employee Life Cycle -Talent management and career development -Learning and development programs

About dra global

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