HR Business Partner

Job summary

The HR Business Partner will provide strategic and practical people support by partnering with senior leaders and General Managers to drive operational performance and employee engagement. Responsibilities include managing talent planning, employee relations, performance management, and coordinating HR requirements across a multi-property hotel portfolio.

Job details

Proud to be 100% Canadian-owned, Northland Properties' are recognized as one of the most trusted names in hotels, restaurants, resorts, sports, construction, and asset management. Our well-known and loved brands have been bringing people together to celebrate unforgettable experiences across Canada, the US, Ireland, and the UK for over 50 years. As Canada’s fastest-growing hospitality group, we believe the foundation of our continued success is our people and their ability to take great care of our guests. Human Resources Business Partner Hotel Group | Human Resources Build strong teams. Support exceptional hotel experiences. We are looking for an experienced Human Resources Business Partner to provide strategic and practical people support across our Hotel Group. Working closely with our General Managers, hotel leadership teams, and senior leaders, you will translate HR programs into property-level actions that strengthen operational performance, employee engagement, and service culture. The Opportunity Reporting to the Director of HR & Quality, the HR Business Partner will act as a trusted advisor on workforce planning, talent management, employee relations, performance, organizational development, and HR compliance. This role combines strategic partnership with hands-on support in a fast-paced, multi-property hotel environment. What You’ll Do Partner with senior leaders, General Managers, and hotel leadership teams to establish HR priorities and deliver practical people solutions aligned with business and brand objectives. Review and support leaders on staffing structures, labour deployment, scheduling, overtime, attendance, retention, and labour-cost considerations. Develop property-specific recruitment and retention responses for high-volume and hard-to-fill hotel roles. Coach leaders on employee relations, performance management, workplace conflict, documentation, investigations, and appropriate follow-up. Help coordinate people-related requirements for property openings, acquisitions, renovations, and management transitions. Support talent planning, succession, leadership development, employee engagement, and career growth. Review property-level people metrics with General Managers and develop targeted action plans for locations requiring additional support. Promote safe, respectful, inclusive, and legally compliant workplaces, including accommodation and return-to-work support. Maintain regular contact with assigned properties through remote consultation and on-site visits, traveling for investigations, leadership meetings, operational reviews, transitions, and other priority matters. What You Bring A bachelor’s degree in Human Resources, Business Administration, or a related field; a master’s degree or recognized HR designation is an asset. Five to seven years of progressive HR experience, including at least three years in a strategic HR or HR Business Partner role. Strong knowledge of HR practices and applicable employment legislation and regulations. Demonstrated experience in talent management, organizational development, performance management, and employee relations. Excellent communication, leadership, relationship-building, and stakeholder-management skills. Strong analytical judgement and the ability to turn people data into practical recommendations. Proficiency with HRIS platforms and Microsoft Office applications. Hotel or hospitality industry experience is an asset. Why Join Us? This is an opportunity to influence people practices across a diverse hotel portfolio, work closely with operational leaders, and help build high-performing teams that deliver memorable guest experiences. You will have meaningful exposure to strategic initiatives while remaining connected to the day-to-day realities of hotel operations. Compensation The expected base salary range for this position is $90,000 to $105,000 annually, based on experience, qualifications, and demonstrated ability to support a multi-property hotel environment. This role may also be eligible for additional compensation and benefits in accordance with the company’s programs and policies. Apply If you are a collaborative, solutions-focused HR professional who understands how strong people practices support hotel performance, we invite you to apply. Please submit your résumé and a brief cover letter outlining your relevant experience. At Northland Properties, we are committed to building a network of talented professionals who can help to provide exceptional hospitality experiences. As an equal opportunity employer, we are constantly seeking motivated and enthusiastic individuals to join us in various fields, including Construction, Finance, IT, HR, Marketing, and Support Center. To join our dedicated team and be a part of our thriving hospitality community, explore the exciting career opportunities available at https://northland.ca/careers/. Submission of resume does not guarantee an interview or transfer. Qualified applicants are encouraged to apply, provided they meet the minimal requirements of the applicable skills required. You must be legally entitled to work in Canada to apply as the employer does not have a Labour Market Impact Assessment (LMIA) that would support a foreign worker. Applications will not be accepted via email or in person. We thank all applicants for their interest in Career opportunities with Company, however, only those applicants we wish to interview will receive a reply to their application. Sandman Hotel Group uses AI enabled tools to assist with application management. All hiring decisions are made by people. We do not use AI to screen, assess or select applicants for this posting. Sandman Hotel Group is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Sandman Hotel Group does not discriminate on the basis of disability, veteran status or any other basis protected under federal, provincial or local laws. Accommodations are available at any stage of the recruitment process upon request. If you need support, please email AODA_Hotels@northland.ca. Sandman Hotel Group takes seriously its obligations under the Human Rights Code. All interviewed Candidates will be notified within 45 days of application whether a hiring decision has been made.

What you’ll do

The HR Business Partner will provide strategic and practical people support by partnering with senior leaders and General Managers to drive operational performance and employee engagement. Responsibilities include managing talent planning, employee relations, performance management, and coordinating HR requirements across a multi-property hotel portfolio.

Requirements

Candidates must possess a bachelor’s degree in Human Resources or a related field and five to seven years of progressive HR experience. Strong knowledge of employment legislation, talent management, and the ability to travel for on-site property support are essential.

Listed skills

• Recruitment · Preferred
• Data analysis · Preferred
• Microsoft Office · Preferred
• Conflict Resolution · Preferred
• Stakeholder Management · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Human Resources
• Talent Management
• Employee Relations
• Performance Management
• Organizational Development
• Workforce Planning
• HR Compliance
• Strategic Planning
• Stakeholder Management
• Leadership Development
• HRIS
• Microsoft Office
• Conflict Resolution
• Recruitment
• Retention Strategies
• Data Analysis
• Influencing Skills
• Hotel Operations
• Operational Performance Management
• Talent Planning
• Mergers And Acquisitions
• Application Lifecycle Management
• Asset Management
• Construction
• Business Administration
• Management
• Communication
• Human Resources Information System (HRIS)
• Employee Engagement
• Employment Protection Legislation
• Finance
• Leadership
• Marketing
• Impact Assessment
• Labor Economics
• Relationship Building
• Renovation
• Strategic Partnership
• Scheduling
• Investigation
• Payroll Cost
• Enthusiasm

Job areas

• Human Resources
• Hospitality
• Management & Leadership
• Human Resources Business Partner
• Human Resource Managers
• Human Resources Managers

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