Sr. HR Business Partner at Eclipse Automation in Cambridge, ON, Canada

Job description

• Posted Tuesday, September 22, 2026 at 4:00 AM
• Job Title: Sr HR Business Partner
• Location: Cambridge, ON | On-site
• Job Type: Full-time
• Compensation: $90,000-$120,000.00/year
• Benefits: RRSP, health/dental/vision package, reimbursement for tuition and professional dues, paid vacation, personal days, and sick days.
• The Senior HR Business Partner is a trusted advisor to leaders within an assigned business portfolio and a collaborative member of the Human Resources team. The role provides hands-on, senior-level guidance across workforce planning, talent and performance, employee relations, organizational change, engagement, and the implementation of HR programs and practices.
• Working alongside other Senior HR Business Partners and specialist HR teams, the incumbent identifies emerging people needs, provides practical recommendations, and supports consistent HR practices across assigned client groups. The role is designed to add experienced HR capacity, strengthen business coverage, and enable a coordinated employee and leader experience.

Responsibilities

• Business Unit Partnership
• Build trusted relationships with leaders and understand business priorities, operations, and workforce needs.
• Provide practical people guidance that supports business plans, team effectiveness, growth, and change.
• Coach leaders on people decisions, leadership effectiveness, communication, and the application of HR programs and policies.
• Use workforce data and employee feedback to identify issues and recommend practical actions.
• Talent, Performance, and Succession
• Facilitate talent reviews, succession discussions, performance cycles, and development planning for assigned business units.
• Support leaders in identifying capability gaps, critical roles, retention risks, and development priorities.
• Partner with Talent Acquisition and business leaders on workforce needs, role requirements, selection planning, and internal talent movement.
• Coach leaders through performance improvement, career development, recognition, and employee engagement actions.
• Employee Relations and Leader Support
• Provide timely guidance on employee relations matters, attendance, conduct, performance, workplace concerns, and policy interpretation.
• Lead or support workplace investigations within the assigned portfolio, partnering with HR leadership or specialized resources where appropriate.
• Recommend fair and compliant approaches with appropriate documentation and confidentiality.
• Support leaders through sensitive employee matters, organizational changes, and employee communication.
• Workforce Planning and Organizational Effectiveness
• Support workforce planning for assigned business units, including headcount needs, capability requirements, role clarity, and workforce risks.
• Contribute business-unit analysis and recommendations to organizational structure discussions in partnership with HR leadership and relevant stakeholders.
• Support approved structure and workforce changes, including leader preparation and employee communication.
• Partner with leaders to strengthen team effectiveness, accountability, and ways of working.
• Compensation and HR Program Delivery
• Support leaders through annual compensation, job review, merit, and related people processes using established HR guidelines and approval processes.
• Prepare business context and recommendations for job evaluation, salary positioning, promotions, and other compensation decisions in partnership with relevant HR specialists and leadership.
• Identify potential pay, retention, or internal equity concerns and escalate them through the appropriate review process.
• Implement HR programs within assigned business units and provide feedback on adoption and business impact.
• Change, Engagement, and Culture
• Support people and change activities related to transformation, restructuring, growth, and process changes.
• Use engagement feedback and employee insights to develop focused action plans with leaders.
• Reinforce the Eclipse Vision, Entrepreneurial Culture, Conduct Code, and expected leadership behaviors through day-to-day partnership and decision-making.

Requirements

• University degree or college diploma in Human Resources, Business, Organizational Development, or a related discipline, or equivalent experience.
• Experience and Capabilities
• Minimum 7 years of progressive HR experience, including significant time as an HR Business Partner or senior HR advisor; manufacturing, engineering, or automation industry experience preferred.
• Hands-on experience leading compensation programs, including job evaluation, market analysis, and annual compensation cycles.
• Demonstrated experience leading organizational design, workforce planning, and change management.
• Strong business acumen, analytical, influencing, and program-management skills.
• Sound judgment and the confidence to challenge constructively and operate effectively with senior leadership.

Skills

Required

• Strong business acumen
• analytical skills
• influencing skills
• program-management skills
• Sound judgment
• confidence to challenge constructively

Benefits

• Reimbursement for tuition and professional dues
• 3 weeks of vacation and 3 paid personal days (to start)
• RRSP matching program
• Free snack program