Human Resources Business Partner

NWI Precision specializes in high-precision machining of helicopter masts, turbine shafts, engine thrust links, and nuclear pressure vessel components for the aerospace and nuclear industries worldwide. Operating from a 120,000 sq. ft. facility at 9 Fenmar Drive in Toronto, our dedicated team is committed to delivering the highest quality products to specifications and on time. As our operations continue to grow, we are seeking a highly organized and experienced HR Business Partner.
The HR Business Partner (HRBP) reports to the Director, Human Resources and partners with leaders, managers, and employees to align people practices with business objectives and improve organizational effectiveness.
This role leads the implementation and adoption of HR policies, procedures, systems, and programs, with a particular focus on the employee handbook, Workday, manager development, and consistent application of organizational standards. The HRBP takes ownership of driving change from planning through implementation, training, adoption, and follow-up.
As a trusted business partner, the HRBP builds strong relationships while holding employees and managers accountable for following policies, procedures, and performance expectations. The successful candidate combines sound HR judgment, practical problem‑solving, and change leadership to strengthen manager capability, employee engagement, compliance, and continuous improvement within a manufacturing environment.
TECHNICAL DUTIES AND RESPONSIBILITIES:1. Business Partnership and Change Management
Partner with leaders and managers to understand business priorities and translate them into effective HR strategies and initiatives.
Lead and support change management initiatives, including the implementation and ongoing adoption of the employee handbook, HR policies, procedures, and organizational processes.
Develop communication, training, and implementation plans that build understanding, stakeholder buy‑in, and sustained adoption of change.
Build trust and credibility across the organization while constructively challenging practices that do not align with company expectations.
Identify opportunities to improve HR processes, automate workflows, and enhance organizational effectiveness.
2. Workday and HR Process Ownership
Work with HR team to drive the effective adoption and ongoing use of Workday, ensuring managers and employees understand how to use the system and fulfill their responsibilities.
Assist with developing and delivering training, guidance, and resources to support Workday use, including performance reviews, employee changes, approvals, and required HR activities.
Monitor system adoption, data accuracy, process completion, and compliance with established timelines;
address gaps and followthrough with responsible stakeholders.
Identify and implement process improvements in partnership with the Director, Human Resources and relevant stakeholders.
3. Manager Coaching, Employee Relations and Accountability
Serve as a primary point of contact for employee relations matters, providing timely, objective, and practical guidance to employees and managers.
Coach managers on performance management, attendance, employee communication, conflict resolution, documentation, progressive discipline, and policy application.
Build manager capability and reinforce accountability for addressing employee issues, meeting management responsibilities, and following established processes.
Hold managers and employees accountable for compliance with company policies, procedures, conduct expectations, and performance standards through consistent guidance, follow‑up, and appropriate escalation.
Maintain and update the employee handbook, HR policies, procedures, and supporting documentation to ensure they remain current, accessible, and consistently applied.
Lead or support workplace investigations, conflict resolution, and corrective action, ensuring matters are handled fairly, consistently, confidentially, and in accordance with applicable requirements.
4. Performance, Talent and Compensation
Coordinate performance review and merit cycles with the Director, Human Resources, ensuring timely completion, accurate implementation, and consistent practices.
Support onboarding, employee training, leadership development, succession planning, and ongoing development of internal talent and skills.
Partner with managers to identify skill gaps, workforce needs, critical roles, and opportunities to improve retention and internal mobility.
Support job description updates, compensation reviews, and the development and maintenance of compensation structures. Understanding of job evaluation, market benchmarking, internal equity, and compensation band implementation is an asset.
Analyze workforce data, including headcount, turnover, retention, compensation, and engagement, and recommend actions to address trends and business needs.
5. Health, Safety and Regulatory Compliance
Partner with Health and Safety personnel and operational leaders to reinforce workplace safety policies, training requirements, and employee and manager accountability.
Support leave management, workplace accommodations, return‑to‑work planning, and Workers' Compensation (WSIB) cases, ensuring appropriate coordination and documentation.
Ensure HR policies, practices, and documentation align with applicable employment legislation, human rights requirements, privacy obligations, and other relevant legal requirements.
Support compliance with the Controlled Goods Program (CGP), ITAR, and applicable industry‑specific requirements.
6. Employee Engagement and Continuous Improvement
Support employee communications, engagement initiatives, recognition programs, and employee events.
Analyze engagement feedback, turnover, and employee relations trends to recommend practical improvements and targeted retention strategies.
Lead and coordinate HR projects, policy updates, training initiatives, and process improvements, ensuring deliverables are completed on time.
Provide regular reporting and actionable recommendations to the Director, Human Resources on workforce trends, compliance, HR process effectiveness, and progress against business objectives.
Key Performance Deliverables:Success in this role will be measured by progress in the following areas:
Workday adoption:
Effective system use, accurate data, timely completion of required activities, and resolution of adoption gaps.
Policy compliance and accountability:
Consistent application of the employee handbook, policies, and procedures, with clear ownership and follow‑through.
Manager effectiveness:
Improved manager confidence and capability in coaching, performance management, employee relations, and documentation.
Change implementation:
Successful rollout and sustained adoption of HR initiatives and process improvements.
Performance and development:
Timely performance reviews, compliance training, succession planning, and employee development activities.
Workforce outcomes:
Improved retention, employee engagement, internal skill development, and recruitment timeliness.
Health, safety and regulatory compliance:
Completion of required training and adherence to applicable workplace and regulatory requirements.
HR service delivery:
Improved process efficiency, data quality, turnaround times, and stakeholder satisfaction.
Specific targets will be established with the Director, Human Resources based on business priorities and current performance baselines.
QUALIFICATIONSEDUCATION:
Bachelor's degree in Human Resources, Business Administration, or a related field. A recognized HR designation, such as CHRP, is an asset.
EXPERIENCE/KNOWLEDGE:
Minimum five years of progressive HR experience, including at least three years in a manufacturing environment.
Demonstrated experience in employee relations, manager coaching, performance management, policy implementation, and HR process improvement.
Experience leading or supporting change management and the implementation of HR systems, policies, or organizational initiatives.
Experience with Workday or a comparable HRIS, including system adoption, workflows, employee data, performance management, and reporting.
Working knowledge of Canadian employment legislation, employee leave and accommodation requirements, and workplace health and safety practices.
Knowledge of payroll, benefits, Workers' Compensation (WSIB), training, and talent development.
Understanding of compensation structures and compensation band implementation is an asset.
Familiarity with CGP, ITAR, and other relevant regulatory requirements is an asset.
SKILLS & ABILITIES:
Strong relationship‑building, influencing, and communication skills, with the ability to build trust while addressing difficult issues directly.
Demonstrated ability to lead change, engage stakeholders, overcome resistance, and drive adoption of new processes and systems.
Strong coaching, conflict resolution, investigation, and problem‑solving skills.
Ability to reinforce accountability and consistent policy application while maintaining a fair, practical, and solutions‑oriented approach.
Strong analytical, organizational, and project management skills, with attention to detail and the ability to manage competing priorities.
Sound judgment, discretion, confidentiality, and objectivity.
Proficiency in Workday and Microsoft Office.
The HR Business Partner is expected to:
Build trusted partnerships while constructively challenging decisions or behaviours that create organizational, compliance, or employee relations risks.
Take ownership of HR initiatives through implementation, adoption, measurement, and continuous improvement.
Equip managers with the tools and knowledge to lead effectively and take responsibility for their teams.
Ensure policies, procedures, and organizational expectations are applied consistently, with appropriate follow‑up and escalation.
Demonstrate a proactive, business‑focused approach that balances employee experience, operational needs, compliance, and organizational performance.
HEALTH AND SAFETY RESPONSIBILITIES:Support operational managers in maintaining compliance with the provisions of the
Occupational Health and Safety Act (OHSA ), regulations, and internal health and safety policies and procedures.
Help create a healthy work environment by bringing the parties together and facilitating meaningful dialogue, acting as a mediator between management and workers where necessary, communicating to employees the organization's commitment to occupational health and safety, and training managers and employees on safe work practices.
Work in compliance with the provisions of the
Occupational Health and Safety Act (OHSA ), regulations, and internal health and safety policies and procedures
Help create a healthy work environment by not condoning, participating in or reporting, as you become aware, any harassment, discrimination, gossiping or unfair treatment of anyone
Report any issuing or defective equipment or protective device which could endanger someone
Report any contravention of the
OHSA
regulations, or NWI safety policies and procedures by another employee
NWI Precision will make reasonable accommodations of an otherwise qualified employee or applicant for employment, unless undue hardship to NWI Precision would result. Any applicant or employee who requires accommodation in order to perform the essential functions of a job should provide details to Human Resources.
NWI Precision is strongly committed to the recruitment, selection, development, and promotion of employees based on individual merit. Our policy is
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