🌱 The Role 

🎯 What You'll Be Doing:

Business Partnership

Build and maintain trusted relationships with managers and directors across assigned client groups, serving as their primary HR point of contact and a credible advisor on all people-related matters.

Develop a deep understanding of business unit goals, challenges, and operating context to proactively align HR strategy with operational needs.

Leverage HR analytics, dashboards, and AI‑enabled tools to identify trends, risks, and opportunities across workforce, engagement, performance, and retention.

Performance Management

Own and lead performance management processes within client groups, advising managers on best practices for feedback, documentation, development planning, and accountability.

Partner with leaders to set meaningful performance goals and provide expert guidance on performance improvement strategies.

Coach and advise managers through difficult conversations, performance improvement plans, and disciplinary processes — escalating high-risk situations with well-developed recommendations.

Employee Relations

Own and resolve a broad range of employee relations matters across both Canada and the U.S., applying sound judgment and deep expertise in employment law across both jurisdictions.

Lead workplace investigations independently, ensuring outcomes are handled with empathy, confidentiality, rigour, and timeliness.

Manage leaves of absence (e.g., parental, disability) end-to-end, ensuring a smooth employee experience and full compliance with relevant legislation across Canada and the U.S.

Collaborating with managers and employees to identify internal growth opportunities by developing career pathing frameworks, facilitating career conversations, and supporting transitions such as lateral moves, promotions, or team changes.

HR Programs & Initiatives

Manage the execution and continuous improvement of HR programs within client groups, including engagement surveys, performance cycles, and learning and development initiatives.

Contribute to the design and evolution of HR processes and policies in collaboration with the People Operations team, bringing a client-group lens to enterprise solutions.

Partner with business leaders on change management efforts during organizational transitions, restructures, and strategic shifts — advising leaders on approach, communication, and people impact.

🚀 What You Bring:

5+ years of progressive HR experience, with progressive HR experience and/or HRBP background.
Post-secondary degree in Human Resources, Business Administration, or a related field (or equivalent experience).
Deep expertise in employment law and HR best practices, with strong working knowledge of Canadian and US employment legislation
Proven track record of independently owning and resolving complex employee relations matters, including investigations, disciplinary processes, and conflict resolution.
Demonstrated ability to coach, challenge, and influence people leaders — moving them from transactional management to strategic people leadership.
Exceptional communication and relationship-building skills, with the ability to earn trust, create psychological safety, and navigate sensitive situations with discretion.
A bias for action, accountability, and impact — you bring recommendations, not just questions, and you follow through.
Strong analytical thinking with the ability to identify patterns, interpret nuance, and translate data into proactive, people-centred solutions.
Proven ability to manage competing priorities and lead through ambiguity in a fast-paced, evolving environment.
Proficiency with HRIS and people management systems (e.g., BambooHR, Workday, Lattice) and Microsoft Office / Google Workspace.

🌟 What Sets You Apart:

SHRM-CP, PHR, CHRL or equivalent HR certification.
Experience supporting multiple business functions or client groups simultaneously.
Exposure to organizational design or change management projects.
Experience supporting client-facing or professional services teams - such as Implementation, Solutions Engineering, Support, or Training and Enablement - particularly in a SaaS environment.

🚀 Interview Process:

We know your time is valuable. We've designed this process to be transparent, efficient, and enjoyable from start to finish. ✨

📞 Step 1: Recruiter Screening Conversation A relaxed conversation to learn about your HR background, your goals, and what's drawing you to SpryPoint. We'll walk you through the role and make sure this feels like a mutual fit.

👩‍💼 Step 2: 60-Minute Interview with Victoria, our Senior Manager, HRBP. A deep dive into your HR experience, how you partner with business leaders, and how you navigate complex employee relations and performance situations. Expect a candid, conversational discussion.

📝 Step 3: Assignment Presentation with our People Leadership Team. A practical scenario designed to give you a chance to show how you think through real HR challenges. We keep it grounded in reality — no trick questions, no textbook answers. You'll walk us through your thinking together.

🎤 Step 4: Final Interview with our CFO & Director of Client Solutions. You'll meet with each of them separately for a 30-minute conversation, back-to-back in one sitting — 60 minutes total. Our CFO will speak with you from a people leadership lens, while our Director of Client Solutions will give you a taste of what it's like to be on the receiving end of an HR partnership — bringing real questions and scenarios a business leader might bring to your door on any given day.

🤝 Step 5: Meet the Team. Before we wrap up the process, we want you to have the chance to meet some of the people you would be working alongside every day. This is intentionally low-key — think of it as a casual meet and greet rather than an interview. We want you to walk away feeling confident, not just about the role, but about the team and the environment you would be stepping into. This step is as much for you as it is for us.

🚀 Step 6: References & Offer We'll reach out to a couple of your references to confirm all the great things we've learned about you. If all goes well, we would love to welcome you to the team.

Throughout the process, we're looking at your ability to build trust, navigate complexity, influence without authority, and show up as a genuine partner to the business. We encourage you to bring your authentic self to every step. ✨