Job Description

Payments Canada is at the forefront of the Canadian payment ecosystem. Our purpose is to make payments easier, smarter and safer for all Canadians. Every day we are working diligently to ensure your payments are cleared and settled. In 2024 alone, our systems cleared approximately $107 trillion or $424 billion each business day! If you are passionate about payments and want to help ensure that these financial transactions in Canada are carried out safely and securely, working with us is for you!
| Who we are
We are a public purpose, non-profit organization situated at the center of Canada’s payment ecosystem. We own and operate payment systems that process hundreds of billions of dollars’ worth of payment transactions every business day. We convene ecosystem participants to discuss their multiple and diverse interests and ideas and to navigate industry-level challenges. We adhere to a set of values that are our north star:
Inspire trust, build community and enable change.
Payments Canada — where our country connects: Payments Canada — Who we are

| Our culture

With our people in mind, we have created a culture that fosters authenticity, collaboration, innovation and development. We empower one another, make meaningful contributions that not only impact the organization, but our country! We develop and nurture meaningful connections that drive innovation in our ecosystem. We are Payments Canada!

Do you want to make payments easier, smarter and safer for Canada? Join us today!
You need to work here if
• You love working with passionate, ambitious and collaborative colleagues.
• You want to be challenged and lead unique initiatives.
• You want to grow, develop and become a subject matter expert in your field.
• You want your work to make an impact in your community and country.
Come and join us — where payments meet purpose!

| What we are looking for
Reporting to the Vice President, People, the Director, Business Partnering and Strategic Advisory co-leads the HR Business Partnering function in close collaboration with another Director-level partner. Decisions, strategy development, and functional leadership are shared responsibilities, ensuring high-level advisor and strategic advisory support to executives and senior leaders across the organization.

This is a hands-on strategic partner role where the individual is expected to actively advise leaders, drive initiatives, deliver work, and influence decisions.The co-leader is responsible for informing, advising, and communicating HR strategy for internal client groups while addressing complex business challenges. This role will also focus on the "human" side of business strategy: shaping our company culture, driving employee engagement, and supporting organizational evolution.

The Director, Business Partnering and Strategic Advisory will stay abreast of industry best practices and provide expert advice to the Vice President, People and Executives on advanced human resources solutions that contribute to the overall strategic goals of the organization and drive business outcomes.

As a member of the People leadership team (PLT), the co-leader collaborates with the other PLT members to ensure strategy and priority alignment and to inform decision making. The Director co-leads the HR partnership for their designated client groups and ensures consistent strategy, practices and high-level advisory capability across business units and client groups.
| A day in the life
The responsibilities as the Director, Business Partnering and Strategic Advisory will include but are not limited to:
Strategic Business Partnering
• Translate corporate objectives into actionable workforce initiatives by blending long-term workforce planning with immediate leadership coaching to build high-performing, resilient teams.
• Develop a comprehensive understanding of key business priorities and proactively challenge senior leaders on their organizational structure and talent differentiation to ensure they can meet their business goals.
• Diagnose organizational barriers to success through consultative partnership with senior leadership, driving proactive solutions that enhance efficiency and foster a high-performance environment.
• Act as the primary strategic interface for Executives, collaborating closely with the Vice President, People to identify, map, and address long-term people priorities and risks.
• Collaborate on high-level business conversations that promote workforce evolution, addressing future capability gaps and contributing to a future-focused workforce plan that aligns with the corporate vision.
• Co-lead and mentor the HR Business Partner team, ensuring the consistent delivery of high-quality consultative services and strategic alignment across all business units.
Strategic Advisory and Cultural Strategy
• Guide senior people leaders on the philosophy, strategy, and application of critical talent management practices, specifically Organizational Design, High-Potential Identification, Strategic Workforce Planning, and Succession Planning.
• Collaborate with the People Leadership Team to define the strategic requirements for talent programs, providing the architectural blueprint that enables the HR Ops team and Talent Management team to execute effectively.
• Act as a Culture Ambassador and steward; lead by example to support a positive work environment and coach executives on their specific accountability in driving culture and engagement.
• Bring a deep understanding of best practices in complex environments, providing expert counsel on leadership behaviors, total rewards philosophy, and cultural integration.
• Operate as a strategic thought leader, conceptualizing innovative ideas and championing change management plans while remaining agile and open to stakeholder feedback.
Employee Relations & Compliance (Strategic Risk Focus)
• Provide high-level strategic counsel on high-risk employee relation matters, advising executives on legal, financial, and reputational risks to determine the optimal course of action.
• Interpret employment standards and applicable employment legislation (including the Canada Labour Code) to guide executive decision-making and policy direction.
• Serve as a senior advisor to the VP, People, Executives, and Vice Presidents on sensitive, confidential, and reputational people issues, determining the strategic approach to regulatory compliance and risk mitigation.
• Guide the interpretation and evolution of organizational policies, ensuring frameworks support business flexibility while adhering to cultural goals and legal requirements.
• Develop trusted partnerships to advise leaders on complex performance calibration, executive leadership disputes, and organization-wide policy adherence strategies.
• Act as the strategic lead for escalated employee relations cases, determining the desired outcome and legal approach, while delegating the investigative process, documentation, and file management to HR Operations.
Strategic Influence & Business Impact
• Act as a true partner to senior leaders, empowering internal clients with the insights, coaching, and strategic frameworks required to independently meet business goals.
• Prioritize building and nurturing high-trust relationships, effectively influencing senior stakeholders and navigating organizational politics without relying on formal authority.
• Apply a data-driven mindset to synthesize deep insights from workforce analytics, making evidence-based recommendations on future workforce trends and risks.
• Demonstrate outstanding professional communication skills to navigate conflict, manage stressful situations, and mediate discussions at the executive level with diplomacy.
• Offer innovative, forward-looking solutions to meet long-term organizational business objectives by identifying critical gaps in current capability versus future business needs.
Relationship Management
• Develop and maintain relationships internally and externally to benchmark enterprise-wide Human Resources strategies against industry peers and market trends.
• Partner with the Director, HR Operations and Continuous Improvement and Director, Talent Management to ensure business requirements are clearly defined and communicated, enabling the other teams to execute effectively and ensuring alignment with Payments Canada’s overall goals.
• Represent the Strategic Advisory function at senior leadership forums, steering committees, and cross-functional projects to ensure integration across all People pillars.
Leadership & Team Development
• Co-lead and mentor the HR Business Partner team, ensuring the consistent delivery of high-quality consultative services and strategic alignment across all business units.
• You will collaboratively develop, implement, and maintain a divisional strategy in line with the organizational strategy, designed to enhance or reliably sustain existing services over the longer term, and to proactively identify opportunities for new or amended services.
• You will collaboratively provide strong leadership to the divisional team, ensuring the necessary tools and support are in place to enable the team to be successful.
• You will jointly monitor and measure performance of divisional goals against Payments Canada’s strategic goals, as well as plans in support of the corporate scorecard.
• You will collaboratively attract and retain professionals with the skill sets and competencies needed to deliver Payments Canada’s strategic priorities.
• You are sharer of responsibility and accountable for all aspects of the talent management cycle (i.e., workforce planning, recruitment, performance management, staff development, succession) for the team, including developing group and individual development plans for team members to support a culture of continuous learning and development.
• Providing dependable and articulate consultancy to the executive team and key internal/external stakeholders.
Technical Competencies
• Advanced proficiency in Microsoft Office and/or Google Suite (Word, Excel, PowerPoint, and Outlook)
• Expert knowledge of HR practices, trends, and strategic HR management
• Comprehensive understanding of relevant employment legislation
• Exceptional written, verbal communication and presentation skills
Professional Competencies
• Ability to manage multiple high-priority deadlines simultaneously, resolve complex issues with minimal oversight, and prioritize effectively
• Strong interpersonal skills with the ability to maintain professional and diplomatic relations with employees, candidates, and external contacts at all levels
• Exceptional attention to detail, ensuring accuracy and thoroughness in all tasks
• Highly energetic, self-motivated, quick learner, capable of assuming responsibility with minimal supervision
• Maintains composure and delivers high-quality work in a fast-paced environment
• Team-oriented with a proactive "can-do" attitude
• Demonstrates initiative and is results-oriented

| What you need to be successful
• Bachelor’s Degree in Business, Human Resources, Social Science or related field.
• Approximately seven to ten (7–10) years of strong HRBP or strategic partnering experience, including five (5) years of experience in a leadership capacity, with over five (5) years’ experience in strategic HR planning and experience working with senior executives.
• Demonstrated ability to consult, influence and partner with VPs and Executives in development and execution of people strategies that drive business performance.
• Ability to proactively identify potential issues and/or areas of opportunity within the business and work to action solutions.
• Excellent organizational skills with meticulous attention to detail.
• In-depth knowledge of applicable laws, regulations, legislation, and industry trends.
• Ability to effectively influence and communicate with senior leadership.
• Analytical mindset with the ability to use data to drive decision-making and measure the effectiveness of HR programs.
• Occasional travel outside of the Toronto or Ottawa region may be required.
• Financial services industry experience is considered an asset.
• Bilingualism (English and French) is considered an asset.
• CHRL designation or equivalent HR certification preferred.
• Eligibility to successfully complete background checks that will be carried out by Payments Canada, including criminal, credit, identity, employment, and education checks.

| Salary range
Our target starting rate for this role is $143,650.00, with flexibility based on your experience and qualifications. The full salary range and benefits package are detailed below.

Please submit your application by July 3, 2026.

| What's in it for you?
• Flexible, hybrid (remote/office) environment.
• Competitive compensation package, including annual variable bonus and defined contribution pension plan with employer matching percentage (if eligible).
• Comprehensive health and dental benefit coverage, including mental health coverage, life insurance and a health spending account for you and your dependents (Permanent and temporary employees with contracts 12 months and over).
• Paid time off: minimum four weeks paid vacation, sick and personal days, December holiday shutdown and cultural holiday observance days.
• 26 weeks of paid maternity and parental leave top-up (if eligible)
• Rewards and recognition program.
• Access to office gym facilities.
• Internal and external professional development opportunities.
• Fun team and organizational events.
• Monthly all staff forums led by our Executive Leadership Team.

| Our Commitment to Fair Hiring
At Payments Canada, we are dedicated to fair, transparent and inclusive hiring. We are an equal opportunity employer and value diversity at our company. Our recruitment process uses automated tools, but not generative AI, to objectively screen and evaluate applications and confirm that a candidate’s qualifications meet job requirements.
It is important to remember that these tools support, but do not replace, human decision-making. Our trained recruitment professionals and hiring managers always make the final hiring decisions.

| Our diversity, inclusion and equity commitment
At Payments Canada, we are committed to making everyone feel they can be themselves and thrive at work. We will continue to build on a foundation of respect and appreciation for diversity in all forms and collectively create an inclusive and equitable culture where our differences are valued.
We are committed to employment equity and actively encourage applications from women, Aboriginal people, persons with disabilities and visible minorities. If selected for an interview, please advise us if you require special accommodation by emailing hrinfo@payments.ca.
We thank all applicants for their interest in this opportunity. Preference will be given to Canadian citizens and permanent residents. Only selected candidates will be contacted for an interview.