Manager, Talent Business Partner

Manager, Talent Business Partner (Talent & Culture)

Richter Montreal Office

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.

Position Overview

The Manager, Talent Business Partner (TBP) provides leadership and support to enable the implementation of talent management strategies. The TBP develops and delivers on the firm's vision for our people, related priorities, projects, solutions and frameworks at it applies uniquely to the various business lines.

The TBPs are aligned firmwide, by business line of service, across our three offices (Montreal, Toronto, Chicago).

Under the guidance of the Director, as a TBP, you'll work as part of a team of problem solvers, being influential in providing advice on complex business issues from strategy to execution.

A Day in the Life of aManager, Talent Business Partner

Strategy

• Work in collaboration with the Divisional HR Partners (DHRPs), the TBP Director and T&C's Centres of Excellence (COEs) to drive the firm's strategy and execution of priorities.
• Partner with DHRPs and leaders to identify, advocate and enable people related strategic projects & programs that improve business performance, including engagement and retention.
• Team with the DHRPs to lead Talent-related discussions which impact the business such as divisional development plans, including succession planning, in support of diversity priorities.
• Create and implement policies aligned with business strategy and market trends.
• Write strategic communication plans to launch initiatives with leaders and team members regarding firm-wide policies, announcements, programs, etc.
• Provide advice and on sensitive and complex people issues as well as control/governance issues.

Employee Relations (ER)

• Deal with complex ER issues in a timely and sensitive manner (performance management issues, discipline matters, performance improvement plans, workplace investigations, etc.)
• Review and update T&C policies and interpretations to align with best practices.
• Manage terminations of employment for assigned client groups. When required, act as liaison between external legal counsel and business to facilitate resolution
• Manage exit interviews and sensitive/confidential employee matters.
• Provide legal advisory to business leaders in the context of applicable provincial labour laws

Talent Acquisition

• Support the Talent Acquisition team on assessing recruitment needs firm wide.
• Facilitate senior hires, promotions, talent moves and exits, from the strategic perspective (in collaboration with the DHRPs and leaders (as needed))

Learning & Development (L&D), Talent Engagement

• In collaboration with the L&D team and the DHRPs, guide talent and performance management strategies and processes for specific team members.
• Work in collaboration with the L&D team in creating coaching and development plans for specific team members.
• Assist with talent engagement initiatives such as pulse surveys, recognition programs, etc.

Total Rewards & Performance Management and Talent Operations

• In collaboration with the Total Rewards COE and the DHRPs, perform compensation planning and analysis.
• Lead the performance management process during mid-year and year-end round-table discussions.
• Assist the Total Rewards team on communicating firm wide compensation processes.
• Provide guidance to the Talent Operations COE on operational employee matters

What We Are Looking For

• Between 5-7 of progressive experience in Human Resources including a minimum of 2 years working as a Manager supporting various business lines and internal clients.
• Completed post-secondary degree in Human Resources. CHRP designation is an asset.
• Expertise working and navigating effectively in a matrix organization/partnership structure offering professional services.
• Expertise in executing people strategies and protocols with additional depth and breadth of knowledge about the professional service industry and supporting multiple functional business areas with meeting these priorities
• Strong communication skills in both English and French (written/verbal) with proven experience in leading group discussions with various stakeholders.
• Strong project management skills, with the ability to deliver on multiple requests and prioritize between competing demands.
• Intermediate knowledge of Microsoft Suite (including Excel and Power Point) and experience using various HRIS.
• Comprehensive expertise in core HR principles, specifically provincial labor laws
• Experience translating business requirements/needs into actions.
• Strategic thinking skills, including the ability to understand the financial impact of recommendations.
• Proven experience working collaboratively with one's team members as well as different stakeholders.
• Calm under pressure. Ability to diffuse hostile situations and manage conflict appropriately.
• Available to travel between the Montreal and Toronto offices (20% or less).
• Coaching and mentoring experience with junior team members would be preferable
• An interest in upskilling for the digital world and technology trends, an openness to learning new tools and adapting how you work.
• Experience in workforce planning is an asset.

What Richter offers you?

• Competitive group benefits which include, group insurance, Health Spending Account, savings plans, and Employer Contribution Matching
• Employee and Family access to virtual healthcare network
• Employee and Family Assistance Programs, including consultations with mental health professionals
• Annual Health & Well-being Program
• Hybrid work Environment
• Competitive Performance Bonus
• Tuition Reimbursement
• Professional Dues Reimbursement
• CFE leave financial support
• Academic Incentives
• Talent referral bonus
• Client referral bonus
• Access to an on-demand concierge nannying, babysitting, and tutoring service
• Annual employee rewards and recognition

Sounds like you? Apply today!