People Partner

We are SLR Consulting (Americas), a 1500+ team of advisory, environmental, engineering, and regulatory professionals across Canada and the United States. We deliver environmental and sustainability services to our clients through the integration of over 30 advisory, technical environmental, and engineering disciplines to help clients address some of their most complex challenges around sustainability. We are Making Sustainability Happen.The Role
Based in Canada, you will be a strategic advisor responsible for supporting defined business groups across North America and partnering with business leaders and leadership teams to improve organizational performance and workforce outcomes.Reporting to the Regional People Director, you will operate predominantly at Tier 3 within the People operating model, developing a strong understanding of assigned business groups across North America and working proactively with leaders to translate business priorities into focused people actions across organization design, workforce planning, talent, succession, leadership effectiveness, engagement, retention, culture and change.We'll look to you to activate SLR's global People programs and regional People priorities within assigned business areas, ensuring People Calendar activities are completed to a high standard and that leaders take ownership of people outcomes, using workforce data and business insight to identify risks, recommend practical solutions, and support sustainable growth and performance.You'll work in close partnership with Senior People Partners, People Services, Talent Acquisition, Learning & Development and Centers of Excellence while coordinating project teams and providing mentorship or guidance to People Advisors, while maintaining clear accountability boundaries between Tier 3 partnering and Tier 1 and Tier 2 service delivery.Key Accountabilities
Strategic business partnering
Build trusted relationships with defined business leaders and leadership teams, acting as their primary People Partner on organizational, talent and workforce matters.Develop a strong understanding of business strategy, commercial drivers, growth plans, workforce challenges and material people risks.Translate business priorities into practical people actions that support performance, productivity, capability and sustainable growth.Provide evidence-based advice, influence decisions and constructively raise people implications for consideration.Escalate complex, cross-business or strategically significant matters to the Regional People Director as appropriate.Organization design and workforce planning
Partner with leaders on organization design and workforce planning activities within assigned business areas, applying agreed frameworks and seeking senior support for complex changes.Identify current and future capability, capacity and structural requirements aligned to growth, cost reduction and operating priorities.Support implementation of organizational changes, ensuring clear accountabilities, effective communication and appropriate collaboration with People Services.Use workforce insights to balance commercial outcomes, employee experience and organizational risk.Talent, succession and leadership effectiveness
Facilitate talent mapping, succession planning and critical role discussions for assigned business areas.Help leaders identify capability gaps, retention risks, high‑potential talent and targeted development actions.Coach leaders to improve leadership effectiveness, team performance, feedback and people decision‑making.Partner with Learning & Development to translate identified capability needs into relevant development activity.Contribute to broader regional talent and succession discussions led by Senior People Partners or the Regional People Director.People Calendar activation
Drive timely, high‑quality delivery of performance, promotion, talent, succession, engagement, workforce planning, salary and bonus activities within assigned business areas.Prepare leaders for key People Calendar milestones and provide guidance that improves the quality and consistency of decisions.Monitor progress, identify risks and follow through with leaders to ensure agreed actions are completed.Activate global programs and regional People priorities in ways that are relevant to the needs of assigned business areas.Employee engagement, culture and retention
Use engagement, attrition and workforce data to identify themes, risks and opportunities.Facilitate engagement survey discussions and support leaders to develop focused, measurable action plans.Partner with leaders on targeted actions to strengthen employee experience, inclusion, retention and team effectiveness.Identify emerging organizational or cultural issues and recommend appropriate interventions.Change, growth and business transformation
Partner with leaders on growth, cost reduction, transformation and organizational change initiatives, assessing wo
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