Senior Business Partner, People & Culture (Manager) | Partenaire stratégique principal(e), ressources humaines et culture dentreprise (gestionnaire)

About us

We are an organization driven by purpose. We are dedicated to serving Canadians and strongly committed to protecting their hard-earned money when it matters most. We live our promises and commitments every day by serving Canadians as one and we have their best interest at heart. We strive to build an inclusive accepting culture with commitment determination and a bias for action.

The right challenge is waiting for you! Discover how valuable your experience can be and join our team.

About the role

As a Senior Business Partner People & Culture (SBPPC) you will be responsible for acting as a strategic advisor and trusted coach to business leaders helping align people strategies with organizational goals. As part of the leadership team the SBPPCworks to improve workforce effectiveness build an inclusive high-performance culture and support the development of the skills and abilities needed for CDICs success.The SBPPC reports to the Head of People & Culture and works closely with business leaders Hiring Managers Total Rewards Learning & Development and other cross-functional teams. This role provides specialized HR support to strengthen talent performance culture and workforce effectiveness across the organization.

This role can be performed from ourOttawa officefollowing a hybrid model is a full-time permanentopportunity.

CORE RESPONSIBILITIES required for this role

Strategic People & Culture Partnership

• Offer expert guidance on P&C policies programs and practices. Support the design and implementation of initiatives to enhance productivity engagement and retention.
• Establish trusted advisory relationships with assigned business leaders. Provide coaching to strengthen managerial capability team effectiveness and workforce planning.
• Collaborate other P&C teams to deliver integrated solutions in recruitment compensation learning and employee development.
• Promote CDICs culture values and commitments to diversity and inclusion. Serve as the primary P&C contact for assigned client business groups.
• Lead or support P&C strategic initiatives including performance management talent planning recruitment employee engagement and/or change management.
• Analyze workforce and HR data to identify trends generate insights and recommend actions that support business and people priorities.
• Address unique or complex situations that require interpretation judgment and customized solutions.
• Recommend people-related priorities advise on resource requirements and support the execution of client group people plans.

Each Senior Business Partner People & Culture (SBPPC) will fulfill the core responsibilities described above and take primary accountability for one specialized focus area. This approach enables the SBPPC to offer deeper expertise targeted guidance and strategic support in a specific domain such as Employee Relations Legislative and Compliance with a focus on Diversity Equity and Inclusion and/or Performance Management. This ensures that the unique needs of assigned client groups and broader organizational priorities are effectively addressed.

Employee Relations

• Provide expert timely guidance on all aspects of employee relations including conflict resolution attendance workplace conduct progressive discipline accommodations and complex interpersonal issues.
• Manage sensitive and high-risk employee matters from intake through to case closure including investigation planning interviews documentation findings and case management.
• Ensure procedural fairness and compliance with CDIC policies and applicable legislation.
• Partner with leaders to ensure consistent equitable and defensible application of employment policies standards of conduct and the Canada Labour Code. Provide coaching to help avoid missteps and ensure decisions align with organizational values and legal obligations.
• Conduct thorough risk assessments on employee relations matters to identify potential legal reputational or operational risks. Recommend practical mitigation strategies that protect both the organization and the employee experience.
• Build leaders capability to identify and resolve performance and conduct concerns early. Equip them with skills for feedback difficult conversations conflict management and effective documentation.
• Support workplace restoration and team interventions after conflict complaints or organizational change using facilitation mediation or coaching as appropriate.
• Identify systemic trends by reviewing case data themes and patterns. Propose policy improvements preventative practices or targeted training to support a healthy and productive workplace culture.
• Collaborate with People & Culture experts to ensure employee relations outcomes align with broader talent compensation wellness and organizational development strategies.

Legislative & Compliance (Diversity Equity & Inclusion)

• Serve as a subject matter expert on legislative and regulatory requirements for federally regulated employers including the Canada Labour Code Employment Equity Act Pay Equity Act accessibility legislation and DEI obligations relevant to CDIC.
• Lead advise or support the planning design and implementation of DEI and compliance programs to ensure alignment with legal requirements organizational priorities and best practices in equity diversity inclusion and accessibility.
• Monitor interpret and communicate regulatory updates and trends to business leaders and People & Culture colleagues translating requirements into actionable policies processes and readiness plans.
• Collaborate with leaders HR partners and cross-functional teams to integrate DEI principles into recruitment talent development succession planning performance management and workforce strategies.
• Conduct assessments and advise on mitigating risks related to non-compliance with federal regulations and DEI standards and compliance submissions reports dashboards and metrics for internal reporting and external stakeholder requirements ensuring transparency accuracy and alignment with organizational objectives.
• Analyze workforce data to identify gaps trends and opportunities to improve DEI outcomes; recommend policies programs and interventions that support a fair inclusive and high-performing workplace.
• Support employee education awareness and engagement initiatives related to DEI and compliance providing coaching and guidance to leaders and staff to foster a culture of inclusion and accountability.
• Serve as a trusted advisor to business leaders on DEI strategy regulatory obligations and organizational risk balancing compliance with culture-building initiatives for sustainable impact.

Performance Management

• Serve as subject matter expert on the performance management program (PMP).
• Oversee with the Total Rewards Team the complete cycle for PMP for the organization ensuring alignment with CDIC standards timelines and talent processes and promoting accountability and high performance.
• Coach and partner with business leaders to set clear goals provide actionable feedback facilitate development discussions and support continuous performance improvement.
• Guide business leaders in conducting effective performance conversations recognizing high performers and managing underperformance fairly and consistently according to organizational policies.
• Organize and lead calibration sessions and talent review processes to ensure performance ratings feedback and development plans remain consistent equitable and aligned with organizational priorities.
• Partner with business leaders to incorporate performance insights into succession planning career development and workforce planning to strengthen leadership pipelines and organizational capability.
• Recommend and implement enhancements to performance management frameworks tools processes and training materials to improve effectiveness efficiency and engagement.
• Analyze workforce performance data and trends to identify opportunities for development talent mobility and targeted learning programs.
• Collaborate with Learning & Development and other P&C specialists to align development plans coaching programs and career-pathing initiatives with performance management objectives.
• Provide guidance and thought leadership on modern performance management including continuous feedback growth-focused coaching and employee engagement strategies.
• Advise leaders on linking individual and team performance to broader business objectives fostering a high-performance culture that supports organizational goals and values.

About you

You take pride in the work that you do and are passionate about making a difference andan impact. You face challenges head-on are an excellent communicator and collaborator and act with integrity.

SKILLS you bring

• Proven consulting and influencing skills with a track record of building trust exercising sound judgment navigating ambiguity and guiding leaders at all levels.
• Advanced analytical and diagnostic skills with the ability to synthesize information apply professional discretion and deliver timely actionable recommendations.
• Demonstrated resilience and adaptability maintaining reliability and composure while managing shifting priorities in dynamic environments.
• Knowledge of current HR trends organizational development practices and workforce strategies grounded in best practice.
• Excellent communication skills with the ability to tailor messages for diverse leadership levels and HR maturity.
• Proven collaborator recognized as a dependable and trusted partner in support of shared team goals.
• High level of integrity accountability and commitment to continuous improvement and ongoing professional development.
• Strong knowledge of the Canada Labour Code and other relevant federal legislation.
• Proficiency with Microsoft 365 applications and familiarity with HRIS/HRMS platforms and reporting tools.
• Service-oriented focused on delivering value while maintaining discretion and trust with internal clients.

REQUIRED Education & Experience

• A bachelors degree in human resources Business or a related field is required. An equivalent combination of education and experience will also be considered (a CHRL designation is preferred).
• At least five years of experience in a Senior HR Business Partner or similar advisory role is required.
• Experience leading HR programs and managing cross-functional projects is required.
  

Must have

Language Requirements:Bilingual Imperative: Level (BBB/BBB)

Security Clearance:Eligibility to obtain a Secret-level security clearance

Closing Date

Applications will be reviewed on a rolling basis with priority given to applications received by April 10 2026. The posting may close earlier or remain open longer depending on application volume.

Equity Diversity & Inclusion and Accommodation Request

CDIC is an inclusive equitable and diverse workplace. We want to give all qualified applicants the chance to shine during the selection process. We believe that everyone should be treated equally and fairly regardless of race colour religion sex disability age sexual orientation gender identity national origin veteran status or genetic information. CDIC will strive to provide equal opportunity to all. If you need an accommodation to apply for a position or participate in an interview please contact us at .

Sound like you

If you are passionate about serving Canadians and see yourself as our future Senior Business Partner People & Cultureplease click the apply now button below.