Manager, HR Business Partner (Corporate)

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Manager, HR Business Partner (Corporate)

Location: Ottawa, ON, CA

Job Requisition Id: 202886
Business Function: Human Resources
Primary City: Ottawa
Province: Ontario
Employment Type: Full-Time
Employment Status: Permanent and Term opportunities( One year term position with the possibility of permanency or extension. ) *Eligibility list to be created.
Language Requirement: Bilingual Imperative (CBCC)
Employee Class and Level: CPMGA02
Number of Vacancies: 2
Area of Competition: All employees in the National Capital Region
Closing Date (YYYY-MM-DD): 2026/08/30

Job Description

In partnership with the SR HRBP (Corporate) the HRBP acts as business management primary front-line HR contact and consultant. Engages, coaches and educates clients on HR matters. Leverages a broad understanding of the business and partnerships with HR centres of expertise to develop and deliver effective, integrated HR solutions and programs aligned with business strategy. As a trusted partner of the business leadership team, provides consistent focus on building talent and leadership capabilities to realize the long term people strategy and grow organizational capability.

Job Responsibilities

Below are the main job requirements and responsibilities for the Manager, HR Business Partner (Corporate).

1. In partnership with the SR HRBP (Corporate), plays a key HR leadership role for executive functional teams and facilitates effective team building of client groups. Coaches senior executives on value added HR programs including leadership, conflict management, objective and expectation setting, performance management, compensation, executive recruitment, communication, alternative dispute resolution and feedback.

2. Acts as partner, aligning business strategy with HR services and solutions. Works closely with executive clients to provide the HR/people perspective including risks and benefits to business changes; evaluates and contributes the “people perspective” to business cases, ensuring impacts are proactively identifies, addressed and resolved to ensure successful implementation.

3. Manages transformation and change, ensuring the capacity for change. Identifies change management issues and works with the business leaders and HR centres of expertise to develop and execute change management strategies and solutions on behalf of the business leader.

4. Leads executive recruitment efforts, based on organizational capacity and human capital needs of the team. Manages changes to the job description, overall staffing strategy, and supports senior executives in the selection of executives to align to Canada Post future needs.

5. Works closely with HR experts and policy teams to coordinate and integrate development of solutions to complex issues and deliver corporate HR programs that meet the needs of clients and the organization.

Job Responsibilities (continued)

6. Provides analysis related to compensation of both non-executive and executive positions, utilizing peer and market trends to make recommendations to senior executives regarding team members, balancing retention, fairness, and pay equity considerations.

7. Works with business clients to identify attraction and retention risks, and key and vulnerable positions. In collaboration with HR colleagues, develops integrated solutions and deploys action plans to address related issues to safeguard the company against skill loss.

8. Facilitates the deployment and execution of cyclical HR and Organization Development program activities with executive clients. Facilitates the calibration process to identify candidates for succession planning. In partnership with client management, oversees the development and monitors implementation of development plans for these employees.

9. In partnership with the business, initiates and leads organization development initiatives and interventions compatible with corporate values and leadership behaviours. Champions employee engagement alongside business performance.

10. Promotes awareness and identifies opportunities to improve compliance with Legislated Programs, policies and processes, such as Human Rights, Conflict of Interest et al. Works with HR centres of expertise and business leaders to identify risks and opportunities, and develop effective solutions and action plans.

Qualifications

Education

• Completed post-secondary, preferably in a related field OR a combination of equivalent professional experience and training
• 3 to 5 years of relevant functional experience
• One or more years of experience in a unionized environment an asset
• Proficient computer skills and competent with Microsoft Office programs
• Canadian Human Resources Leader designation is an asset
• Sound organizational, analytical, judgement and decision-making skills with proven abilities in problem solving
• Strong interpersonal skills with an ability to build and maintain relationships
• Strong oral and written communication skills

Other Information

*Eligibility list to be created

Canada Post’s values and behaviours

Our Values - Trust , Respect and Deliver represent our fundamental promise to ourselves, our expectations of one and another and our shared duty to our country.

Our behaviours – Make the call, Know the destination, Deliver for others, Ignite our pride; embody our values, bringing them to life and guiding our actions.

We’re committed to living these values and practicing these behaviours every day. Learn more about the values and behaviours by visiting the Canada Post website .

All qualified candidates will be considered however preference will be given to Indigenous People (First Nations, Metis or Inuit) or Persons with disabilities. This is a special measure employment equity initiative and candidates from this group who wish to qualify for preferential consideration must self-identify.

Accessibility

Canada Post is committed to fostering an equitable, respectful, and caring workplace where everyone is welcome and has equal opportunity, where diversity is valued and celebrated and where we work together to remove barriers and promote accessibility. If you are contacted regarding a job opportunity, please advise if you require an accommodation. All information received in relation to accommodation will be kept confidential.

Employment Equity

Canada Post is committed to creating a safe workplace that embraces and celebrates everyone. We are committed to employment equity and encourage applications from Indigenous Peoples, Persons with disabilities, Members of visible minorities, and Women.
Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.

Information on our Equity, diversity & inclusion national strategy and our Indigenous reconciliation strategy can be found at the following links:

A conflict of interest is when an employee’s interests (personal, financial, or business) or relationships (family or close personal relationships) interfere, or appear to interfere, with the interests of Canada Post. To know if a conflict exists, please refer to the Canada Post's code of conduct.