Principal HR Business Partner

The Principal HR Business Partner is a senior individual contributor responsible for partnering with business leaders to execute people strategies that enable organizational performance, scalability, and sustainable growth. The role applies deep business acumen and HR expertise to advise leaders on organizational design, workforce planning, talent management, employee relations, and organizational effectiveness, ensuring people practices support evolving business priorities.

Reporting to the Chief Operating Officer, the Principal HR Business Partner independently partners with senior leaders to deliver enterprise people initiatives while ensuring alignment with global frameworks and applicable local employment requirements. The role leads workforce planning, organizational design, post-merger workforce integration, and enterprise change initiatives. It independently manages complex employee relations matters, provides expert guidance on organizational and people-related challenges, leverages workforce analytics to inform decision-making, and implements scalable people programs that strengthen organizational capability and business performance.

• Strategic HR Advisory — Independently provides expert HR guidance on complex organizational, workforce, and talent challenges, influencing business decisions through commercially informed, pragmatic recommendations.

• Post-Merger Workforce Integration — Leads the people integration activities following mergers and acquisitions, including organizational alignment, role mapping, policy harmonization, and change implementation, ensuring a consistent employee experience, regulatory compliance, and business continuity.

• Employee Relations Management — Owns the resolution of sensitive and high-complexity employee relations matters, balancing legal compliance, business priorities, and employee experience while appropriately managing organizational risk.

• Scalable People Program Delivery — Designs, implements, and continuously improves HR programs across performance management, workforce planning, career development, and organizational effectiveness, ensuring consistency with enterprise standards and business needs.

• Workforce Analytics and Organizational Insights — Interprets workforce data and people metrics to identify trends, evaluate program effectiveness, and provide actionable recommendations that improve organizational performance and people outcomes.

• Strategic Human Resources Business Partnering — Applies deep understanding of business strategy, organizational priorities, and workforce needs to align people initiatives with business objectives and provide trusted advisory support to senior leaders.

• Organizational Design and Workforce Planning — Owns the application of organizational design principles, workforce planning methodologies, and operating model changes to support business growth, organizational evolution, and business effectiveness.

• Employment Law and Employee Relations — Maintains expert knowledge of employment legislation and regulatory frameworks, independently managing complex employee relations matters while mitigating organizational risk.

• Talent Management and Organizational Development — Applies expertise in performance management, career development, succession planning, leadership enablement, and organizational capability development to strengthen business performance.

• The opportunity to work on a global, mission-critical AI platform alongside the best engineers and technologists across multiple geographies

• A role with real ownership and impact, building complex systems at scale in an environment that values speed, experimentation, and technical excellence

• A highly attractive benefits package, including competitive cash compensation, an equity award aligned with long-term value creation, and comprehensive health insurance for employees and their families

• Modern, comfortable offices in Montreal/Toronto downtown, with an expectation of (hybrid) working from the office 1 day per week, reflecting our belief in strong in-person collaboration.

• A generous time-off policy of 30 days annually, plus public holidays and sick leave, recognizing the importance of sustained high performance