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Senior Director, Human Resources Business Partner and Talent Development

Fiera Capital -
Montréal, QC

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Détails du poste

Temps plein
Il y a 1 heure

Profil recherché

Bilingue
Français
CHRP
Anglais
Gestion du changement
Gestion de projet
Baccalauréat
Ressources humaines
Services financiers
Affaires
Compétences en communication

Description complète du poste

At Fiera Capital

We invest in creating a culture of purpose that makes our people feel valued, cared for, seen, and heard. Our approach to employee experience is tailored to your needs and ambitions:

Your Inclusive Experience: We are committed to cultivating an inclusive, safe, and trusting work environment.
Your Growth & Empowerment: We have ambitious growth goals for our firm, which makes us a great place to advance your career.
Your Rewards & Recognition: We deeply value our people and their contributions and that’s reflected in our competitive compensation and benefits packages and our collaborative culture.
Your Wellness Your Way: We strive to create a healthy work environment and we offer programs designed to support our employees’ wellbeing.

What we are looking for:

Reporting to the Global Chief Human Resources Officer (CHRO), the Senior Director, Human Resources Business Partner and Talent Development will act as a strategic partner and trusted advisor to executives and senior leadership teams, translating business priorities into integrated people solutions that support organizational performance, engagement, culture, and long-term business resilience. This role will partner closely with business leaders to anticipate and address people-related opportunities and risks, while ensuring alignment with strategic priorities and Fiera Capital’s values.

The ideal candidate is a collaborative, business-minded HR leader who brings sound judgment, strong consulting capabilities, and a pragmatic approach to solving complex people matters. As a member of the broader HR team, this individual will contribute to the design and execution of initiatives that strengthen leadership effectiveness and talent development across the organization.

Your responsibilities:

Act as a strategic HR partner and trusted advisor to executives and senior leadership teams, ensuring that talent, culture, engagement, and organizational health are considered in strategic and operational decision-making.
Develop a deep understanding of assigned client groups in Canada and the US, including their business plans, objectives, operating environment, organizational structure, and people priorities, in order to translate business needs into practical and integrated HR solutions.
Partner with business leaders on organization design, workforce planning, team effectiveness, and change management initiatives, including the identification and mitigation of people-related risks.
Coach and influence leaders and people managers on employee relations, engagement, performance management, and team dynamics, ensuring decisions are aligned with company values and applicable legislation.
Work closely with HR COE’s such as Compensation and Talent Acquisition, to deliver solutions that support attraction, retention, engagement, and business performance.
Lead and contribute to the implementation of HR programs within assigned client groups, ensuring effective communication, stakeholder alignment, and successful adoption.
In collaboration with the CHRO, lead the strategy, design and execution of talent development initiatives, including succession planning, leadership programs, individual contributor development workshops, coaching and mentorship programs.
Use engagement data, HR analytics, and on-the-ground insights to identify trends, provide recommendations, and inform future-focused people strategies.
Model and promote behaviors that reinforce a high-performance culture, including accountability, critical thinking, inclusivity, collaboration, and shared ownership of outcomes.
Lead, coach, and develop team members (2 direct reports) by strengthening their consulting capabilities, strategic thinking, business understanding, and ability to act as effective partners between the business and the HR function.

Must have requirements to be successful in this role :

University degree in a relevant area of study such as Human Resources, Industrial Relations, Business Administration, Finance, or a related discipline.
Relevant HR designation such as CHRP, CHRL, CRHA, CRIA, or equivalent is preferred.
A minimum of 12 to 15 years of progressive HR experience, including significant experience in an HR Business Partner or strategic HR advisory role.
Experience partnering with executives, senior leaders, and people managers in a complex, fast-paced, and multi-stakeholder environment.
Strong business and HR acumen, with the ability to connect people strategies to business priorities and provide practical, balanced, and values-based recommendations.
Demonstrated experience supporting organizational design, change management, workforce planning, employee relations, performance management, engagement, and talent development initiatives.
Strong coaching, influencing, facilitation, and stakeholder management skills, with the ability to build credibility and trusted relationships at all levels of the organization.
Ability to navigate ambiguity, exercise sound judgment, manage sensitive situations, and provide thoughtful guidance on complex people matters.
Strong project management skills, with the ability to manage multiple priorities and deliver initiatives on time and with quality.
Excellent verbal and written communication skills, in both French and English, with the ability to adapt messages to a variety of audiences.
Experience in the financial services or asset management industry is considered a strong asset.
Strong knowledge of Canadian employment and labour legislation, particularly in Quebec and Ontario; familiarity with U.S. employment matters is considered an asset.

Additional Information:

Fiera Capital adheres to a hybrid working environment with 4 days in-office per week.

#LI-Hybrid

For all positions in Quebec (Montreal and Laval), proficiency in French, both spoken and written, is mandatory. Working English proficiency is also required in order to serve our offices and clients around the world.

Fiera Capital subscribes to the principle of employment equity. Our staff is our most valuable asset, and our goal is to create an inclusive and equitable environment where everyone can achieve their true potential.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, colour, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, or on the basis of disability, genetic information or any other federal, state, or local protected class. Fiera Capital will not tolerate any form of discrimination or harassment.

All staffing decisions, including hiring and promotion decisions, will be based on merit, skills, performance, and business needs. We are pleased to receive applications from qualified individuals from a variety of backgrounds. Job applicants who are individually selected for an interview will be notified that accommodations are available upon request. If a selected participant requests accommodation, Fiera Capital shall consult with the applicant and provide, or arrange for the provision of, suitable accommodation in a manner that considers the applicant’s accessibility needs due to disability.

Please stay vigilant and never share personal or confidential information during this hiring process, unless it is through Mintz Global Screening, the secure platform we use to exchange such information. If in doubt, or if you think you have been a victim of fraudulent manoeuvres during your hiring process, please contact us.

Please note that job titles indicated in job postings may differ from internal job titles. Accordingly, offers of employment may not reflect job titles indicated in job postings.

We thank all applicants for their interest in a career with Fiera Capital. We will only contact those selected for an interview.

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