Senior Human Resources Business Partner bei Mettler Toledo

The Senior HR Business Partner role involves leading all HR functions for the Canadian sales operations and back-office teams, requiring expertise in Canadian employment laws and unionized environments. Fluency in English and French is necessary to support bilingual teams. Key responsibilities include driving HR strategies aligned with business goals, managing a diverse and remote workforce, and guiding talent acquisition and development, recruitment, training, compensation, benefits, and performance management while ensuring compliance with Canadian employment standards and fostering an inclusive, high-performing culture. Key Responsibilities: Strategic Partnership: Collaborate with business leaders to assess HR needs within the Canadian market and develop strategies that support our sales and back-office teams. Union Experience: Manage labor relations and work closely with unions to ensure compliant and productive partnerships. Bilingual Communication: Utilize strong French and English language skills to engage with bilingual teams and stakeholders. Remote Workforce Management: Oversee HR practices that support remote employees, ensuring engagement and performance across geographically dispersed teams. Market Organization Focus: Drive HR initiatives that align with the dynamics and demands of a market-oriented business. Continuous Improvement: Promote transparency and effectiveness in all HR processes. Coaching and Development: Guide leaders in performance management and talent development, employee rotation and assignment. Talent Acquisition: Partner with recruiting and senior leaders to attract top talent suited for the Canadian market. Own the sourcing and selection process. Onboarding Excellence: Design onboarding processes that reflect Canadian workplace culture and our organizational values.Lead HR processes by customizing performance evaluations, compensation reviews, and bonus determinations for the Canadian context, while supporting succession planning through comprehensive assessment and development programs. Implement employee communication strategies and programs to strengthen workplace culture while providing resources for employee concerns, fostering a supportive and inclusive environment. Performance Management: Align employee goals with organizational objectives through effective performance programs. HRIS Implementation: Leverage HRIS expertise to improve data management and reporting. Compliance Management: Ensure adherence to Canadian labor laws, government reporting, audits, and union agreements. Collaborate with training teams to deliver development programs.