Senior HR Business Partner (Canada)

Senior HR Business Partner Job Details Role: Senior HR Business Partner Department: People & Culture Job Location: Remote (Canada) Role Type: Full-Time, Permanent Hours: Monday - Friday 9AM-5PM (in your timezone, flexible hours) Total Compensation: $92,000 - $120,000 CAD + Benefits New Hire Starting Pay: $92,000 - $102,000 CAD + Benefits Role Availability: This posting is for an existing vacancy at Thrive Digital As a company that values inclusion and diversity, Thrive seeks individuals of all backgrounds and experiences to apply for this position. We encourage anybody who is interested in this position to please apply!About ThriveThrive is a leading full-funnel digital marketing agency supporting growth for some of North America’s most ambitious companies. We evolve our services through disciplined learning, continuous improvement, and close partnership with our clients - regularly assessing what works, what doesn’t, and where to raise the bar.Our mission is to help companies grow sustainably. To do that, we’ve built deep expertise across performance marketing, brand marketing, digital design, and data and measurement, managing more than $5 billion USD in advertising spend over the past decade. Our work spans startups, scale-ups, and enterprise organizations, including Alo, Zoom, Slack, Uber, Asana, Masterclass, Snapchat, Change.org, and lululemon.Our culture values curiosity, accountability, and thoughtful problem-solving. We challenge our teams to grow and take ownership of their work while respecting boundaries and long-term sustainability. Thrive is a place where experimentation is encouraged, learning is continuous, and people are supported to do high-quality work they’re proud of - together.The RoleJoining the Business Operations team as our Senior HR Business Partner, you'll partner with business leaders and collaborate closely with the People team to drive people strategy that reflects business priorities. You'll bring sharp technical HR expertise, data-driven judgment, and a growth mindset to every recommendation - owning core HR programs like promotions, performance reviews, employee relations, and employee listening surveys, and turning people data into insights leaders can act on with confidence.Your focus will of responsibilities will be: Domain: Own performance management processes, such as performance reviews and promotion cycles, from end to end. Handle employee relations matters with clear documentation and timely escalation. Implement employee listening surveys and translate results into action plans. Apply AI tools and modern HR technology to improve program quality and decision speed. Client: Advise business leaders on employee relations, performance decisions, and HR concerns. Facilitate dialogue with stakeholders before finalizing recommendations. Balance risk mitigation with business needs. Deliver recommendations objectively and build credibility by speaking fluently in both HR and business terms. People: Guide managers on HR practices and documentation, running performance conversations, and managing underperformance. Guide managers through promotion decisions to ensure fairness and consistency. Champion a culture of direct feedback and continuous growth. Company: Bring precision and rigour to people program ownership and delivery. Identify and pilot AI and automation opportunities. Partner with senior leaders to shape people strategy. Translate people data into insights that inform workforce planning. Champion consistent, objective decision-making standards. We’re committed to delivering an exceptional onboarding experience that will create a strong foundation for your launch in this role: In your first 30 days you’ll get up to speed on Thrive's people programs, tools, and current initiatives, and start building relationships with the business leaders you'll support. In your first 60 days you’ll begin owning components of core HR programs - performance reviews, employee relations cases, listening surveys - with guidance from the People team. In your first 90 days you’ll be fully owning your programs end-to-end, delivering data-driven recommendations to leaders with confidence and autonomy. Qualifications You've owned end-to-end performance review or promotion cycles, from calibration through delivery, for a multi-team organization. You've handled employee relations matters independently, balancing clear documentation, consistent policy application, and timely escalation. You've designed or run employee listening surveys and translated results into action plans that leaders actually implemented. You've used AI tools or modern HR technology to speed up people-data analysis or improve program delivery. You've coached managers through hard conversations - feedback, underperformance, or promotion decisions - with a fair, development-oriented approach. You're comfortable moving between HR technical rigour and business pragmatism, and leaders trust your judgment on sensitive cal