HR Business Partner

JOB SUMMARY

Position Title:    HR Business Partner
Department:     Shared Human Resources     
Reports To:       Human Resources Manager, Corporate
Salary Range:  $72,000 - $99,000 per year

ATS Corporation | Overview
ATS Corporation is an industry-leading automation solutions and technology provider to many of the world's most successful companies. Using extensive knowledge and global capabilities in custom and repeat automation, automation products and value-added solutions including pre-automation and after-sales services, ATS businesses address the sophisticated manufacturing automation and service needs of multinational customers in markets such as life sciences, transportation, food & beverage, consumer products, and energy. With a dynamic culture that is bolstered by driven employees and the ATS Business Model (ABM), ATS companies are united by a shared purpose of creating solutions that positively impact lives around the world. Founded in 1978, ATS employs over 7,500 people at more than 65 manufacturing facilities and over 85 offices in North America, Europe, Southeast Asia and Oceania. The Company's common shares are traded on the Toronto Stock Exchange and the NYSE under the symbol ‘ATS’.

We are seeking a dynamic, execution-focused Human Resources Business Partner (HRBP) to join our high-impact Corporate HR team. In this role, you will act as a trusted partner for people managers and their teams driving organizational capability, talent strategy, and operational excellence across assigned functions. This role beautifully bridges  stakeholder consultation with hands-on technical execution. 

SPECIFIC RESPONSIBILITIES

Business Partnership:
•    Understand the critical objectives of the business and partner with the greater HR network to help influence the culture, create a positive employee experience, and champion relevant organizational changes and initiatives.
•    Provide proactive data-driven insights regarding attrition, engagement, workforce demographics, and hiring pipelines to guide leadership decision-making.
•    Deploy and facilitate core global HR lifecycle initiatives, including annualized performance evaluations, talent reviews, alignment metrics, and succession planning within your groups.
•    Support complex employee matters

Recruitment and Onboarding:
•    Actively involved in developing hiring plans in collaboration with business leaders.
•    Take complete, end-to-end operational ownership of full-cycle recruitment for assigned groups building an agile pipeline for critical functional roles.
•    Actively source, screen, interview, and short-list top-tier talent, ensuring an exceptional candidate experience aligned with our employer brand.
•    Collaborate closely with the HR Coordinator on interview logistics, background verifications, and compliance-driven global contract documentation.
•    Partner with leaders to ensure new hires are properly onboarded.

Performance Management and Employee Relations:
•    Manage and facilitate the annual performance management cycle including supporting leaders in the development/establishment of annual goals, training new hires and leaders and facilitating calibration sessions
•    Identify, evaluate and resolve employee relations issues that foster collaboration and improved performance, escalating highly sensitive cases to the HR Manager as appropriate.
•    Participate and/or lead any progressive disciplinary actions, terminations, restructuring and change management activities.

Talent Management and Employee Development:
•    Coach and advise leaders on talent management best practices related to attracting, developing and retaining employees.
•    Partner with the business and employees to define and develop career development plans, establish and maintain succession plans and foster and promote internal mobility.
•    May initiate and support or lead investigations into complaints, performance issues and sensitive matters.

Compensation and Benefits:
•    Administer the annual compensation review process within the guidelines of the annual performance review cycle.
•    Recommend and develop the business case for compensation adjustments as required.
•    Assist employees with benefits enrollment, obtaining clarification on complex benefits claims and supporting and facilitating any claims management and return to work activities.

Functional Enhancements:
•    Contribute to continuous improvement ideas to enhance HR tools and processes and be an active participant in global ATS HR initiatives.
•    Ability to participate in or lead continuous improvement events and enterprise or multi- segment HR Projects.

Additional Responsibilities

•    Provide ongoing support and guidance to employees and leaders on HR programs, practices, policies, legislation and regulatory requirements.
•    Support the management of illness or disability of employees related to either an occupational or a non-occupational absence and supporting the business with the development of RTW plans, accommodation, and injury/illness reporting.
•    Provide leadership, mentor and direct the daily activities of junior team members as needed.
•    Demonstrate a continuous improvement mindset related to health and safety, employee wellness offerings and environmental initiatives. Ensure data accuracy and integrity within all HR systems.

QUALIFICATIONS

Education:
•    A post-secondary degree specializing in Human Resources Management, Business Administration, or an equivalent field
•    Completion or in pursuit of the Certified Human Resources Professional (CHRP) designation is an asset 

Experience:
•    Requires three (3) to five (5) years progressive Human Resources experience in an HR Business Partner or HR Generalist capacity, preferably within a corporate environment.
•    Proven knowledge and experience across a broad range of HR disciplines including recruitment and selection, compensation practices, employee relations, performance management
•    Practical knowledge and experience in the application of the Employment Standards Act (ESA) or local employment standards legislation.
•    Ability to have difficult conversations with employees.
•    Agile professional with the ability to successfully manage multiple demands while continuing to be strategically focused.
•    Proven ability to work closely with leaders to support the resolution of employee issues.
•    Outstanding consultative communication style with the ability to influence, guide, and coach managers constructively without sacrificing relationship capital.
•    Past experience navigating matrixed corporate structures, multi-country frameworks, or teams working across differing timezones  is an exceptional asset.
•    Demonstrated ability to invite diverse perspectives, promote an inclusive work environment and support workforce diversity
•    Microsoft Office 365 and experience with HRIS systems.
•    AI Literacy (Artificial Intelligence) is an asset.