Top HR Jobs in Toronto

Serve as strategic HR partner to North America Sales: align people strategies with commercial objectives, lead talent management, succession planning, workforce analytics, change initiatives, and complex employee relations while coaching leaders and driving leadership development and organizational effectiveness.

Leads a global HR technology delivery team and oversees implementations, enhancements, integrations, optimization, architecture, testing, deployment, and change management. Partners with HR leaders and business stakeholders to translate requirements into solutions across SAP SuccessFactors, UKG Dimensions, Phenom, and ServiceNow HR. The role develops technical talent, manages demand and capacity planning, shapes technology roadmaps, supports vendors, ensures security and data integrity, and drives adoption, employee experience, automation, and AI-enabled innovation.

Serve as a strategic HR partner to senior G&A leaders across Finance, Legal & Compliance, and People & Places. Lead organizational design and restructuring initiatives, performance calibrations, leader coaching, change communication, and company-wide people program implementation. Use employee data, engagement metrics, and AI tools to identify organizational risks, shape recommendations, and measure outcomes while maintaining strict confidentiality. Support globally distributed teams in a high-growth SaaS or fintech environment.

Serves as the strategic HR partner for leadership teams across three global labels. Leads workforce planning, organizational design, talent management, compensation guidance, change initiatives, employee relations, compliance, people analytics, HR programs, and budget alignment. Requires strong stakeholder influence, senior-level HRBP experience, multi-jurisdictional employment law knowledge, and experience supporting HR as a client function.

Serve as strategic HR partner to a 2,000+ R&D org, leading org design, performance calibration, people programs, and data-driven recommendations. Advise senior leaders, drive change end-to-end, and apply AI and analytics to improve org health and outcomes.

Support HR programs and policies at the corporate office, advising on employee relations, performance management, compensation and promotions, onboarding/offboarding, and HR systems (Workday, Dayforce). Lead performance and goal-setting processes, ensure data accuracy and reporting, and collaborate cross-functionally to implement engagement and HR policies that foster a positive workplace culture.

Coordinates HR administration, including new-hire paperwork, employee data maintenance, leave administration, employment letters, orientations, training records, HR reporting, and employee changes with Finance and IT. Supports recruitment and HR programs while maintaining employee files and HR systems. The role requires 1–2 years of HR administrative experience, ATS familiarity, high-volume recruitment experience, HR education, and proficiency in Microsoft Office.

Leads HR programs including associate relations, policies, benefits, compensation, health and safety, leave management, performance, compliance, training, pay equity, and service recognition. Advises leaders, manages HR processes and legislative compliance, improves operations, supports engagement, and supervises an HR Coordinator. The role requires strong HR program expertise, retail-sector understanding, HRIS experience, advanced Excel skills, and knowledge of provincial employment legislation.

Supports day-to-day HR activities, including coordinating internal promotion interviews, assisting with onboarding, maintaining employee records and HR databases, preparing reports, managing HRIS tickets, and tracking deadlines. The intern applies HR principles while handling confidential information and managing multiple tasks in a fast-paced environment.

Leads change management work packages for moderately complex HR initiatives. Assesses impacts and risks, develops adoption and readiness plans, engages stakeholders, coordinates communications and training, tracks adoption metrics, and reports progress to leadership. Partners with HR leaders, Centers of Excellence, project teams, communications, learning and development, and HR technology teams to ensure successful initiative adoption, governance compliance, and improved colleague outcomes.

Coordinate core HR operations, including onboarding, offboarding, employee lifecycle changes, HRIS data maintenance, reporting, employee support, learning initiatives, and HR projects. Partner with Talent Acquisition and HR Business Partners on staffing and recruitment activities. Maintain accurate documentation, support audits and workforce analytics, improve HR processes, and provide cross-functional backup while handling confidential information with discretion.

Provides operational HR partnership across a global Finance portfolio. Advises managers and employees on lifecycle activities, employee relations, performance, compensation, talent reviews, engagement, data changes, and HR policies. Coordinates with local HR teams, Centers of Excellence, Shared Services, and other stakeholders to deliver consistent, timely, and risk-aware HR support. Uses HR systems, reports, and trackers to monitor activity and prepares clear updates, action logs, briefing notes, and communications.

Own full-cycle recruitment from requisition intake through offer acceptance, including sourcing, screening, interviews, candidate coordination, ATS management, background checks, and recruitment metrics. Lead onboarding and support employee relations, performance management, benefits administration, employee lifecycle changes, HR records, culture initiatives, and policy improvements. Partner with hiring managers, employees, HR colleagues, and senior leadership while helping develop recruitment and onboarding processes.

Partner with Product Managers and stakeholders to document requirements, configure HR/TA systems, execute testing and releases, provide product support, maintain documentation, and drive continuous improvements to Talent Acquisition and onboarding platforms for scalable delivery and adoption.

Supports Talent and Performance Management initiatives through talent data consolidation, analysis, dashboards, reporting, project management, and change management. The role analyzes succession, performance, assessment, mobility, and pipeline data; develops executive-ready insights; identifies talent risks; improves data quality and process automation; and partners with HRMS, People Analytics, Finance, HRBPs, PMO, and senior leadership.

This role leads finance activities across the M&A lifecycle, partnering with various teams to assess transactions and drive execution planning.

Leads enterprise HR transformation programs, HR technology strategy, process optimization, digital enablement, and technology governance. Oversees portfolios of complex initiatives, cross-functional teams, vendors, implementation partners, risks, budgets, and executive reporting. Establishes an HR Technology Center of Excellence, improves HR processes and service delivery, strengthens data and analytics capabilities, and drives adoption of automation, AI, and digital employee solutions. Advises senior leadership and builds organizational capability in transformation, project management, change management, and continuous improvement.

Provides accounting and administrative support, focusing on accounts receivable, bank deposits, corporate credit card reconciliation, financial data entry, tax rebate calculations, document retention, internal controls, mail services, and audit assistance. The role coordinates with internal teams, donors, finance leadership, and service providers while maintaining accurate records, confidentiality, and compliance with GAAP, CRA requirements, and nonprofit revenue recognition standards. This is a home-based, full-time, 18-month contract position serving the Greater Toronto Area.

Leads workforce transformation and colleague readiness for a contact center AI transformation program. Responsibilities include developing workforce roadmaps, redesigning roles and operating models, identifying capability gaps, coordinating hiring and learning strategies, and enabling organizational change. Partners with senior leaders, HR business partners, HR centers of excellence, and transformation teams to support workforce transitions, communications, colleague experience, and organizational effectiveness.

Build strategic partnerships with business leaders and managers; advise on employee and labour relations, union engagement, HR program implementation, investigations, performance improvement, coaching, workforce reporting, and legal compliance. The role supports talent acquisition, compensation, benefits, training, succession planning, retention, health and safety, and HR best practices across Ontario operations, with travel to various company locations.

Provides day-to-day operational and application support for HR technology solutions, primarily Workday and EIB processing. Investigates and resolves escalated system, data, process, and reporting issues; performs root cause analysis; manages operational controls, governance, testing, releases, and change activities. Develops reporting and metrics, supports compliance and audit readiness, coordinates with stakeholders and vendors, and drives workflow, automation, and continuous improvement initiatives.

Leads HR business execution across financial planning, workforce strategy, technology investment, reporting, and operational administration. Advises HR leadership by translating financial and workforce data into decisions, oversees budgeting and forecasting, evaluates technology investments, manages cross-HR initiatives, and ensures reporting accuracy, compliance, and risk transparency. The role also manages real estate planning, onboarding and offboarding, workforce requests, and a globally distributed team of 5–6 direct reports.

Partners with leaders across the organization on talent planning, employee development, performance management, employee relations, organizational design, compensation, workforce planning, and engagement. Coaches leaders, supports investigations and sensitive employee matters, analyzes survey and workforce data, and contributes to People Operations initiatives. Helps teams adopt AI and emerging technologies while supporting a people-first workplace. Requires occasional presence at home games and events, plus evening and weekend availability as needed.

Leads the operational strategy, reliability, security, compliance, support, incident management, and continuous improvement of Workday and other HR technology systems. Oversees cyclical HR processes, biannual Workday releases, operational readiness, access controls, audits, change management, service restoration, root cause analysis, and stakeholder communications. Builds and develops multidisciplinary teams while partnering with HR, risk, business, and technology leaders.

Two-year rotational human resources program for early-career talent. Participants rotate through HR functions including HR business partnering, people analytics, DEI, learning, talent management, talent acquisition, and total rewards. Responsibilities include supporting global initiatives, workforce planning, talent development, compensation, employee experience, and HR analytics; analyzing trends; proposing improvements; and participating in coaching, training, mentorship, and leadership development.