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ClosedFirst seen 9 hours ago

Sr HRBP

Direct Travel3 open roles

Where
Remote, CAN
Work mode
Remote

This posting closed on 2026-10-28. 3 other Direct Travel postings are live.

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Still open, like this oneLive
  1. Conseiller(ère) principal(e) en voyages d’affaires – Sabre – 11 h à 20 h (heure de l’Est)/Corporate Sr. Travel Advisor - Sabre - 11 AM - 8 PM Eastern9h agoDirect Travel · Remote, CAN
  2. Sr. Strategic Sourcing Manager, Corporate Meetings & Incentives - Event Experiences7d agoDirect Travel · Toronto, ON, CAN
  3. Conseiller principal en voyages d’affaires / Corporate Sr. Travel Advisor7d agoDirect Travel · Remote, CAN

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

12.7% of postings close within 7 days. Measured by our own scanner across the market. Direct Travel postings stay open a median of 1 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.7%7 days
  4. 20.4%14 days
  5. 35.6%30 days
  6. 58.7%60 days
This job: first seen 9 hours ago

Direct Travel median: 1 days open

The posting

Position Summary

The Senior HR Business Partner (HRBP) is a highly motivated, experienced strategic advisor and self-starter who serves as a trusted partner with senior leaders and people managers. This pivotal role, reporting to the Senior Manager, Human Resources, offers a unique opportunity to drive people strategies that align with and enable Direct Travel’s overall business objectives, playing a crucial role in fostering a positive and productive work environment, enhancing organizational effectiveness, and ensuring a best-in-class employee experience for our associates.

The Senior HRBP brings strong business acumen, operational excellence, and deep HR expertise to influence leadership decisions, manage change, and scale people practices in a fast-paced, global and dynamic environment supporting client groups across the United States, Canada and other countries as needed. The Senior HRBP operates with a high degree of autonomy and addresses critical business needs timely and effectively while building strong and collaborative relations across the organization.

Responsibilities

Strategic Business & Consultative Partnership

  • Act as a strategic HR partner to assigned business leaders, understanding their business goals and challenges, and translating them into actionable HR strategies and solutions.
  • Lead and support, as a trusted advisor, critical talent initiatives including workforce planning, talent acquisition strategies, performance management, succession planning and leadership development programs.
  • Influence decision-making using data, insights, and HR metrics to identify trends, diagnose organizational issues, and inform objective decision-making.
  • Partner with people managers to develop workforce plans, plan hiring needs and address critical gaps and issues proactively.
  • Partner with the Centers of Excellence (Compensation, Benefits, Talent Acquisition, People Operations) and peers to ensure alignment, and efficiencies with delivering integrated solutions to the business.
  • Facilitate seamless and positive employee experiences throughout the employee life cycle.

Talent & Organizational Effectiveness

  • Drive organizational effectiveness by identifying opportunities for improvement in structure, processes, and culture; support change management initiatives to ensure smooth transitions.
  • Partner with leaders on talent planning, including workforce forecasting, capability building and critical value role identification.
  • Support the development of high-potential leaders, development plans and coaching initiatives.
  • Support large, multi-level organizations through growth, restructuring, and transformation initiatives.
  • Champion DT’s culture and values and implement initiatives to enhance employee engagement, morale, and retention of key talent.
  • Provide coaching and guidance to leaders and employees on a variety of topics, including career development, team dynamics, and effective communication.

Operational Excellence, HR Program Execution & Change Management

  • Partner with the Senior Manager - HR, on complex change management initiatives including reorganizations, acquisitions and transformations.
  • Partner with people leaders to manage organizational transitions, mergers, acquisitions, and integrations.
  • Reinforce company culture and values during periods of change.
  • Ensure consistent application of practices across client groups.
  • Identify and implement opportunities to improve HRBP processes and ADP Lyric/Workday processes, workflows, and tools to enhance efficiency and scalability.
  • Leverage ADP Lyric/Workday and people analytics to inform decisions, build reports to diagnose organizational health, and to recommend action plans where needed.
  • Track metrics, streamline data management, and automate routine tasks.
  • Collaborate with the HRBP and HR team on the standardization of HRBP templates, tools, and scorecards.
  • Collaborate with the HR Centers of Excellence to deliver scalable HR solutions.
  • Partner with the Compensation and Benefits COEs to ensure competitive compensation practices, effective benefits administration, and appropriate recognition programs to attract and retain top talent.

Employee Relations & Compliance

  • Partner with people leaders to address performance issues fairly, timely and effectively.
  • Provide expert guidance and resolution on complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, always ensuring fair and consistent application of policies and compliance with labor laws.
  • Implement and interpret HR policies, procedures, and programs; ensure compliance with all federal, state, province, and local employment laws and regulations.
  • Coach leaders on risk mitigation, performance management, and corrective action plans.
  • Mitigate organizational risk through proactive education with the business on policy, employment law and effective communication.

Basic Qualifications

Experience

  • Bachelor’s degree in human resources, business administration, or related field.
  • 8-12+ years of progressive HR experience, with significant time spent as an HR Business Partner or Advisor, including supporting senior leaders and large client groups.
  • Demonstrated success partnering with leaders in large, complex, fast-paced changing environments (e.g. 1,000+ employees).
  • Experience supporting large client groups (500+employees).
  • Strong working knowledge of U.S. and Canadian employment law and HR practices preferred.
  • Demonstrated ability to operate in a fast-paced, high-growth, or transformative environment.
  • Experience leading and supporting change initiatives within an organization.
  • Strong consulting, coaching, and influencing skills with senior leadership.
  • Experience leading change and managing ambiguity.
  • Strong business acumen with the ability to connect people strategy to financial and operational outcomes.

Skills

  • Strong consultative and advisory skills with the ability to build trust, partner with, and influence leaders.
  • Excellent analytical and problem solving skills, with a data-driven approach to decision-making.
  • Coaching and consultative leadership style.
  • Advanced employee relations expertise.
  • Strategic and results-oriented thinking.
  • Strong executive presence and influencing skills.
  • Change management and organizational design expertise.
  • Talent and succession planning expertise.
  • Analytical problem-solving with ability to interpret data and trends to tell a story.
  • Strong judgment, confidentiality, and integrity.
  • Excellent communication, coaching, and facilitation skills.
  • Exceptional organizational skills, with the ability to manage multiple clients and priorities simultaneously.
  • Knowledge of Canadian and/or US employment regulations and hiring practices.

Technical Proficiency

  • Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
  • Experience with data analysis and presenting metrics to drive decision-making.

Language Skills

  • Bilingual in French and English is preferred but not required.

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