Corporate HR Analyst / Corporate HR Business Partner / Corporate HR Manager

Supports or leads human resources activities that help the organization manage its workforce and meet business goals. Works with leaders, managers, employees, and HR colleagues on workforce planning, employee programs, people data, and workplace processes. The role's emphasis varies: a Corporate HR Analyst focuses on workforce information and analysis; an HR Business Partner advises leaders on people matters; and an HR Manager oversees HR services, programs, and team delivery.

A Corporate HR Analyst gathers and analyzes information such as headcount, hiring, turnover, absence, compensation, engagement, and workforce costs. Prepares reports, dashboards, forecasts, and analysis to help leaders understand trends and plan for workforce needs. May support HR system reporting, data quality, job and organization analysis, and evaluation of people programs.

A Corporate HR Business Partner works closely with business leaders to understand goals and workforce challenges. Advises managers on organization design, talent planning, performance, employee engagement, leadership development, change, and employee relations. Helps translate business priorities into practical people plans and coordinates specialist support from areas such as talent acquisition, compensation, learning, or employee relations.

A Corporate HR Manager leads HR operations or a defined HR portfolio. Oversees programs, policies, processes, service delivery, and staff; supports workforce planning and organizational change; and helps ensure HR practices are consistent with internal policies and applicable requirements. May also manage budgets, HR systems, vendors, and reporting, and advise senior leaders on people priorities.

• Bachelor's degree in human resources, business, psychology, organizational development, or a related field
• Experience in HR analytics, HR business partnering, people operations, employee relations, or HR management
• Understanding of core HR processes such as workforce planning, hiring, performance management, compensation, development, and employee lifecycle support
• For analyst roles, strong data analysis and reporting skills; proficiency with spreadsheets, HR systems, and visualization tools is an asset
• For HR business partner roles, experience advising managers and translating business needs into workforce and people plans
• For manager roles, experience leading HR programs, processes, teams, or service delivery
• Strong communication, listening, and relationship-building skills
• Ability to handle confidential employee and organizational information with discretion
• Good judgment and ability to manage sensitive employee matters appropriately
• Strong organization and project-management skills for coordinating multiple programs and deadlines
• Ability to interpret HR policies and work with legal or employee-relations specialists on jurisdiction-specific requirements
• Familiarity with change management, organizational design, or employee engagement is beneficial
• Relevant professional qualifications such as SHRM, CIPD, or equivalent are an asset
• Experience supporting multi-site or regional workforces is beneficial for corporate roles spanning several locations