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- Employment type
- Full-time
- Experience level
- Lead · 10+ years
- Minimum education
- Professional degree
- Apply by
- Oct 23, 2026
- Posting language
- English
- Working hours
- 40 hours per week
- Seniority
- Director
Job summary
Partner with business leaders to translate priorities into people strategies, coach them on performance and employee matters, and support workforce planning, succession, talent decisions, and organizational change. Use workforce information and employee feedback to identify risks and opportunities, inform decisions, and contribute to the evolution of the People & Culture function.
Job details
Caldwell is partnering with a well-established Calgary-headquartered organization that is investing significantly in the evolution of its People & Culture function. This is an opportunity to partner closely with business leaders during a period of meaningful transformation, helping shape a more strategic HRBP model while supporting leaders through workforce planning, organizational effectiveness, talent development, employee relations and change. It is an environment where someone who enjoys influencing, building trusted relationships and helping create what "great" looks like will have the opportunity to make a real impact. The HR Business Partner will work directly with leaders to understand their business priorities and translate them into practical people strategies. This includes coaching leaders through performance and employee matters, identifying talent and organizational risks, supporting workforce and succession planning, and helping teams navigate organizational change. The role will also use workforce information and employee feedback to identify issues and opportunities and help leaders make informed decisions. The People & Culture function itself is evolving. While there are still transactional and administrative elements to the HRBP role today, the organization is intentionally moving toward a model where its Business Partners spend more time advising leaders, solving business problems and contributing to organizational effectiveness. This means the successful candidate needs to be equally comfortable rolling up their sleeves with the realities of today and helping build toward where the function is going. We are looking for an experienced HR Business Partner who brings sound judgment, strong business acumen and the confidence to constructively challenge and influence leaders. You will be comfortable operating in an environment where priorities and processes continue to evolve, and able to balance the immediate needs of the business with longer-term people and organizational priorities. Candidates must bring: A relevant undergraduate degree in Business, Human Resources or a related discipline CPHR designation 10+ years of progressive HR experience, including direct partnership with business leaders Demonstrated experience coaching leaders and navigating employee relations and performance matters Experience supporting organizational change, workforce planning and talent decisions Strong business acumen, judgment and comfort operating through ambiguity and change All responses to Caldwell are confidential and will be reviewed upon receipt; please indicate your interest in Project 260649 at https://caldwell.thriveapp.ly/job/1326.
What you’ll do
Partner with business leaders to translate priorities into people strategies, coach them on performance and employee matters, and support workforce planning, succession, talent decisions, and organizational change. Use workforce information and employee feedback to identify risks and opportunities, inform decisions, and contribute to the evolution of the People & Culture function.
Requirements
Requires a relevant undergraduate degree, a CPHR designation, and at least 10 years of progressive HR experience, including direct partnership with business leaders. Candidates should have experience coaching leaders and handling employee relations, performance matters, organizational change, workforce planning, and talent decisions, along with strong business acumen and judgment.
Listed skills
- Change Management · Preferred
- Relationship Building · Preferred
Other relevant skills
Identified from the job description. Confirm important requirements above.
- Business Acumen
- Leadership Coaching
- Employee Relations
- Performance Management
- Workforce Planning
- Succession Planning
- Talent Development
- Organizational Effectiveness
- Change Management
- People Strategy
- Workforce Analysis
- Employee Feedback Analysis
- Relationship Building
- Influencing
- Judgment
- Operating Through Ambiguity
Job areas
- Human Resources
- Management & Leadership