Director, HR Business Partner, Digital, Business and Technology Solutions

You are as unique as your background, experience and point of view. Here, you’ll be encouraged, empowered and challenged to be your best self. You'll work with dynamic colleagues - experts in their fields - who are eager to share their knowledge with you. Your leaders will inspire and help you reach your potential and soar to new heights. Every day, you'll have new and exciting opportunities to make life brighter for our Clients - who are at the heart of everything we do.

At Sun Life, we're driven by our Purpose: helping our Clients achieve lifetime financial security and live healthier lives. Our values shape how we work: caring, authentic, bold, inspiring, and impactful.

When you join Sun Life, you'll work with passionate colleagues and empowering leaders who support your growth and celebrate your contributions, so you can make a meaningful difference in our Clients' lives.

Discover how you can make a difference in the lives of individuals, families and communities around the world.

Job Description:

The Director, Human Resources Business Partner (HRBP) is a strategic partner who helps leaders translate business and technology priorities into talent and organizational strategies that drive performance. Supporting one or more global portfolios within Digital, Business & Technology Solutions (DBTS), you will build trusted relationships with senior leaders, develop a deep understanding of their business and technology priorities, and shape a future-focused talent agenda that enables growth, innovation, and transformation.

Operating in a fast-paced global environment, you will bring a strong consulting mindset and influence important talent, leadership, workforce, and organizational decisions. Reporting to the AVP, Human Resources, DBTS, this is an opportunity to make a meaningful impact on business performance by shaping talent, leadership, and organizational strategies within a complex global technology environment.

What will you do:

• Partner, advise, coach, and influence senior leaders and leadership teams on talent, workforce, leadership, and organizational priorities.
• Build trusted relationships and develop a deep understanding of business strategies, technology priorities, operating models, and workforce challenges.
• Help leaders identify people-related opportunities and risks that may affect business outcomes.
• Provide thoughtful challenge and perspective on complex talent and organizational decisions.
• Act as a trusted advisor on leadership effectiveness, team effectiveness, organizational health, and culture.

• Shape and execute a future-focused talent agenda aligned with business and technology strategies.
• Lead workforce planning and organizational design initiatives that strengthen capability, capacity, agility, and performance.
• Identify critical skill and capability gaps and recommend practical solutions that support future readiness.
• Lead annual talent processes, including performance management, talent reviews, succession planning, compensation, and employee engagement.
• Coach leaders to develop talent, build high-performing teams, and foster accountability, inclusion, innovation, collaboration, and continuous learning.

• Bring an informed perspective on evolving technology environments, talent markets, workforce trends, and emerging skill requirements.
• Help leaders anticipate capability needs and make informed attraction, development, retention, and workforce decisions.
• Advise on talent implications associated with digital transformation, modernization, and evolving operating models.
• Support leaders in building adaptable, high-performing teams that can deliver complex business and technology outcomes.

• Lead and support organizational and talent initiatives associated with growth, transformation, and change.
• Develop and execute change management strategies and plans that enable adoption and sustainable outcomes.
• Coach leaders through periods of ambiguity, organizational change, and transformation.
• Support the adoption of new ways of working and evolving organizational and operating models.

• Partner with HR Centres of Expertise, including Talent Acquisition, Employee Relations, Total Rewards, Leadership Development, Talent Management, and People Analytics, to deliver integrated talent solutions.
• Collaborate with HR colleagues and influence stakeholders across a complex global matrix organization.
• Use workforce analytics, organizational data, and external insights to identify trends, risks, and talent opportunities.
• Provide evidence-based recommendations that balance employee experience, business objectives, governance, and risk.
• Contribute to broader HR and enterprise priorities.

What do you need to succeed

• An undergraduate degree in Human Resources, Business, Organizational Development, or a related field. A CHRP, CHRL, or equivalent designation is an asset.
• Significant progressive Human Resources experience, including substantial HR Business Partner experience within large, complex, and matrixed organizations.
• Experience supporting technology, engineering, digital, data, cybersecurity, infrastructure, architecture, or transformation-focused organizations.
• Demonstrated success partnering with senior leaders and leadership teams on talent strategy, organizational effectiveness, workforce planning, leadership development, and change.
• Strong business acumen and strategic thinking, with the ability to translate business and technology priorities into practical talent and organizational solutions.
• Exceptional consulting, coaching, influencing, facilitation, communication, and stakeholder management skills.
• Experience using workforce data and insights to inform recommendations and support decision-making.
• Strong systems thinking, judgement, problem-solving, curiosity, adaptability, resilience, and learning agility.

Competencies

• Strategic Thinking and Business Acumen
• Influence and Trusted Partnership
• Organizational Effectiveness and Change Leadership
• Data-Informed Decision-Making
• Results Through Collaboration

The Base Pay range is for the primary location for which the job is posted. It may vary depending on the work location of the successful candidate or other factors. In addition to Base Pay, eligible Sun Life employees participate in various incentive plans, payment under which is discretionary and subject to individual and company performance. Certain sales focused roles have sales incentive plans based on individual or group sales results.

Diversity and inclusion have always been at the core of our values at Sun Life. A diverse workforce with wide perspectives and creative ideas benefits our Clients, the communities where we operate and all of us as colleagues. We welcome applications from qualified individuals from all backgrounds.

Persons with disabilities who need accommodation in the application process, or those needing job postings in an alternative format, may e-mail a request to [email protected].

We are proud to be a hybrid organization that offers our employees the choice and flexibility to work from both the office and virtually based on the needs of the business, our Clients and you.

We may use artificial intelligence to support candidate sourcing, screening, interview scheduling.

We thank all applicants for showing an interest in this position. Only those selected for an interview will be contacted.

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