Senior Advisor, Talent Business Partner (Talent and Culture)

Senior Advisor, Talent Business Partner (Talent and Culture)

Overview

Richter is a Business | Family Office that provides strategic advice on business matters and on families’ financial and personal objectives across generations. With close to 100 years of experience advising at the intersection of family and business, Richter has developed an integrated approach to help business owners find sustainable success. Whether business, personal, or both, Richter is uniquely positioned to address the needs of Canada’s most successful entrepreneurs, private clients, business owners and business families and help them chart a clear path to shape their legacy for the future. Founded in 1926, Richter’s 600-person multidisciplinary team continuously innovates to create value for our people, clients, and community in Canada and in the US.

Job Summary

The Senior Advisor, Talent Business Partner provides the leadership and support required to implement talent management strategies. The Talent Partner develops and implements the firm’s vision for employees, as well as the related priorities, projects, solutions, and frameworks that apply uniquely across the various lines of business.

Talent Business Partners are organized by line of business across the firm’s three offices (Montreal, Toronto, Chicago).

Reporting to the Director, as a Talent Partner you will work within a problem-solving team, playing an influential role in delivering advice on complex business matters, from strategy through execution.

A Day in the Life of a Senior Advisor, Talent Business Partner

Strategies

• Work collaboratively with divisional HR partners, the Director, Talent Business Partners, and the Talent and Culture centres of excellence to help shape the firm’s strategy and execution of priorities.


• Partner with divisional HR partners and leaders to define, promote, and implement strategic people-related projects and programs that improve business performance, including employee engagement and retention.


• Partner with divisional HR partners to lead business-impacting talent discussions, such as divisional development plans, including succession planning, in support of diversity priorities.


• Create and implement policies aligned with business strategy and market trends.


• Draft strategic communication plans to launch firmwide initiatives with leaders and team members regarding policies, announcements, programs, and more.


• Provide guidance on sensitive and complex people-related matters, as well as on control and governance issues.

Employee Relations

• Respond promptly and tactfully to complex employee relations matters (performance management issues, disciplinary cases, performance improvement plans, workplace investigations, etc.).


• Review and update Talent and Culture policies and interpretations to align with best practices.


• Manage terminations for assigned client groups. When required, liaise between external legal counsel and the business to support resolution.


• Manage exit interviews and sensitive, confidential employee matters.


• Provide legal guidance to business leaders regarding applicable provincial employment laws.

Talent Acquisition

• Support the Talent Acquisition team in assessing firmwide hiring needs.


• Facilitate senior-level hires, promotions, talent moves, and departures from a strategic perspective (in collaboration with divisional HR partners and leaders, as needed).

Learning and Development, Talent Engagement

• In collaboration with the Learning and Development team and divisional HR partners, guide talent and performance management strategies and processes for specific team members.


• Partner with the Learning and Development team to create coaching and development plans for specific team members.


• Participate in talent engagement initiatives, such as surveys, recognition programs, and more.

Total Rewards and Performance Management, Talent Operations

• In collaboration with the Total Rewards centre of excellence and divisional HR partners, carry out compensation planning and analysis.


• Lead the performance management process during mid-year and year-end talent review discussions.


• Help the Total Rewards team communicate firmwide compensation processes.


• Provide guidance to the Talent Operations centre of excellence on employee-related operational matters.

What We Are Looking For

• Experience leading group discussions with a variety of stakeholders.


• Three to five years of progressive human resources experience, including at least two years as a senior advisor supporting different lines of business and internal clients.


• Post-secondary degree in Human Resources. CHRP designation is an asset.


• Demonstrated ability to work effectively in a matrix organization or professional services partnership structure.


• Expertise in implementing HR strategies and protocols, with strong knowledge of the professional services industry and experience supporting multiple functional business areas in response to those priorities.


• Strong project management skills, with the ability to respond to multiple requests and prioritize competing demands.


• Intermediate knowledge of Microsoft Office, including Excel and PowerPoint, and experience using various HRIS platforms.


• Deep expertise in HR fundamentals, particularly provincial employment laws.


• Experience translating business requirements and needs into actionable solutions.


• Strategic thinking skills, including the ability to understand the financial impact of recommendations.


• Proven ability to collaborate effectively with team members and stakeholders.


• Calm under pressure, with the ability to de-escalate difficult situations and manage conflict appropriately.


• Travel required between the Montreal and Toronto offices (20% or less).


• Interest in digital development and technology trends, with openness to learning new tools and adapting ways of working.


• Workforce planning experience is an asset.

The salary range for this position is between $76,000 and $114,000. Employees may also be eligible for our bonus program. Compensation is established in accordance with applicable pay transparency laws and is reviewed regularly to remain competitive in the market. Salary positioning within this range reflects individual contribution and is based on objective criteria such as internal equity, experience, education, scope of the role, and required competencies.

Do you see yourself in this role? Apply today!