Senior Human Resources Business Partner

 Reference Number : 1303 

Status : Permanent - Full-time  

Annual Salary / Hourly Rate : $91 506 - $107 654

Number of positions to be filled : 1 

Application Deadline : 05/11/2026

Did you know that VIA Rail is carrying out ambitious projects to modernize its services and infrastructure? From our new ultramodern train fleet to ongoing improvement of our infrastructure, we’re building the future of transportation in Canada. Working for VIA Rail is being a part of a collective effort in sustainable mobility. 

Reporting to the Director of the Human Resources Business Centre, the Senior Human Resources Business Partner at VIA Rail Canada executes and influences the implementation of HR initiatives while advising managers on policies and practices.

The Senior Human Resources Business Partner plays a key role by providing strategic guidance, coaching, and HR support to their respective internal partners. They act as the primary point of contact for these partners and are an integral member of the teams they support. They manage day‑to‑day requests from senior leadership, including Vice Presidents depending on the business groups, and guide them throughout the HR cycle.

As the main liaison for their partners and a fully embedded member of the teams they support, the Senior HR Business Partner provides comprehensive HR support to internal stakeholders, including those at the Vice President level.

They are able to quickly adapt to a changing culture and work environment, while identifying opportunities for improvement aligned with the company’s strategy, vision, and culture. By combining these qualities with their ability to build trusting relationships and demonstrate leadership, they help strengthen the positioning of the HR function within the organization and with internal partners.

RESPONSIBILITIES:

Context understanding, influence, and support

• Understand the business context, issues, and challenges faced by internal partners across VIA Rail;
• Provide strategic support for cultural transformation and sector evolution, while promoting employee engagement and leadership development;
• Engage with managers at all levels, influence decision‑making, and build strong, trusting relationships;
• Assess needs and risks to enhance the performance of internal partners by developing and implementing HR strategies and solutions (leadership gaps and development, succession planning, acquisitions and integrations, etc.);
• Anticipate HR needs to address issues proactively before they arise;
• Design and lead the implementation of solutions grounded in a strong understanding of the organizational strategy and the needs of internal partners;
• Participate in leadership committees and act as a strategic partner to senior management;
•  Actively contribute to the development or annual refresh of the sector’s strategic plan while supporting the vision of the Chief or Vice President.

Labour Relations Management

• Advise the management team on the interpretation of the collective agreement, labour rights, and labour‑relations guidelines to ensure consistency across all business units;
• Provide guidance to managers when dealing with performance issues and/or interpersonal conflicts to support healthy and constructive relationships with employees and union representatives;
• Act as the guardian of a safe and respectful work environment by ensuring compliance with the organization’s Prevention of Harassment and Workplace Violence Policy;

Deployment and Support of the HR Lifecycle

• Ensure the deployment and ongoing support of the full HR lifecycle for the client groups served;
• Annually define needs related to attraction, development/training, engagement and employee relations, total compensation, and health & wellness management in order to create an Employee Experience that supports the sector’s strategic objectives and aligns with the organization’s overall strategy;
• Partner with managers in setting objectives to ensure alignment with strategic priorities;
• Guide decision‑making related to talent management, including succession planning (candidate profiling, talent identification across the organization, diversity considerations, workforce planning, etc.);

Strategic Design of HR Services and Solutions

• Collaborate with the Centre of Expertise (COE) within the Employee Experience (EE) sector to implement the strategic priorities of the EE team;

WHAT WE ARE LOOKING FOR:

• Bachelor’s degree in Human Resources Management, Industrial Relations, or any other related field;
• More than 8 years of relevant experience in HR business partnership and/or labour relations;
• Ability to analyze business issues and recommend effective solutions;
• Strong influencing skills with management teams and union representatives, with a proven ability to build solid interpersonal relationships;
• Excellent communication skills in both French and English, spoken and written;
• High level of professionalism and autonomy;
• Sound business judgment;
• Ability to navigate ambiguity and operate effectively in grey areas;
• Strong understanding of change management;
• Demonstrates resilience.

At VIA Rail, we are proud to be an employment-equity employer and we strive to form teams that reflect the diversity of Canadian society. We aim to remove barriers to employment accessibility and aspire to provide an inclusive and equitable work environment where everyone is valued, regardless of their identity or differences, to enable them to reach their full potential.

If you need assistance in making the recruitment process or the position you are applying for more accessible, please let us know. Alternate arrangements may be offered to individuals who request them at any stage of the recruitment process. All information received in relation to arrangements will be kept confidential.

Note that we will only contact those who are selected for an interview.

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