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Behavox is shaping the future for how businesses harness their most important raw material - data. Our mission is bold: Organize enterprise data into actionable information that protects and promotes the business growth of multinational companies around the world.
From managing enterprise risk and compliance to maximizing revenue and value, our data operating platform presents a widespread opportunity to build multilingual, AI/ML-based solutions that activate data for every function within a global enterprise. Our approach is unique, and it’s validated by our customers who tell us to keep forging ahead because no one else is aggregating, analyzing, and acting on data to uncover opportunities or solve problems quite the way we are.
We are looking for fearless innovators who have an insatiable appetite for building what no one has built before. This is a hybrid role with 1 day in the office.
The Senior HR Business Partner is an individual contributor responsible for partnering with US and Canada business leaders to execute people strategies that support organizational performance and growth. The role applies strong business acumen and HR expertise to advise leaders on workforce planning, performance management, employee relations, and organizational effectiveness within the US and Canada client group, and covers this territory directly and in full.
Reporting to the Principal HR Business Partner, the Senior HR Business Partner partners with leaders to deliver people initiatives while ensuring alignment with global frameworks and applicable US and Canada employment requirements. During the initial phase of the role, the Senior HR Business Partner works under close coaching from the Principal HR Business Partner while building full ownership of the client group; oversight reduces as competence across the remit is demonstrated.
The role supports workforce planning, organizational design, and post-merger workforce integration workstreams for its client group, executes assigned enterprise HR programs and projects, and independently manages moderate-to-complex employee relations matters, escalating matters of significant complexity, cross-jurisdictional exposure, or elevated organizational risk to the Principal HR Business Partner. It uses workforce data and people metrics to inform recommendations for its client group, and may be asked to support the Principal HR Business Partner on workforce matters outside the US and Canada as the function's footprint grows.
HR Business Partnering — Applies working knowledge of business priorities and workforce needs within the US and Canada client group to align people initiatives with business objectives and provide trusted advisory support to leaders and managers at all levels. Workforce Planning and Organizational Support — Applies workforce planning methodologies and organizational design principles to support headcount planning, org changes, and business effectiveness within the client group, in line with the framework set by the Principal HR Business Partner.
Employment Law and Employee Relations (US & Canada) — Maintains working knowledge of US and Canadian employment legislation and regulatory frameworks, independently managing moderate-to-complex employee relations matters within those jurisdictions. Working knowledge of employment fundamentals in other jurisdictions (e.
g. , UK, EMEA, APAC) is desirable, as the role may be asked to support the wider HR Business Partner team outside its core territory.
Talent Management and Performance — Applies performance management, career development, and talent process knowledge to support capability development within the client group. People Analytics — Uses workforce metrics, organizational data, and HRIS-derived reporting to evaluate trends and support evidence-based decisions within the client group.
HR Advisory — Provides sound, commercially informed HR guidance to leaders on moderate-to-complex workforce and talent challenges within the US and Canada client group, exercising judgment on approach and escalating matters that exceed this level's scope. Employee Relations Case Management — Manages moderate-to-complex employee relations cases end-to-end within US and Canada employment frameworks, balancing legal compliance, business priorities, and employee experience.
People Program Delivery — Delivers and locally adapts HR programs (performance cycles, workforce planning inputs, career development processes) for the client group in line with enterprise standards. Workforce Data Interpretation — Interprets workforce data and people metrics for the client group to identify trends and inform recommendations to leaders, including through periods of increased organizational scrutiny or governance rigor (e.
g. , audit readiness, compliance program maturation, or a prior employer's scale-up or pre-exit period).
Compensation Analysis — Applies compensation data and benchmarking to support pay recommendations, offer construction, and pay equity considerations for the client group, escalating matters requiring Principal-level or Total Rewards review.
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 About Our Process We take Talent very seriously and we are building a community of extraordinary individuals working together in very high performing teams.
We also know that the best Talent always has options so we believe that the process has to be a two way assessment - the company AND the candidate assessing the business needs alignment, the career next step alignment, and the cultural alignment. During the process we will begin by exploring the core factors regarding salary and location along with core experience and skills and values alignment.
We will then deep dive explore the critical technical competencies we have identified for the role, and then we will deep dive in behavioral competencies. The most aligned candidate will then be asked to do a practical work task simulation activity so we can make sure that you will enjoy the kind of work the role requires, and this task will typically be presented and discussed with a group of colleagues and managers.
Finally we will ask you to meet with a number of our senior leaders to make sure that you are making the most informed call possible.
We want to get to know you and have a genuine conversation, so the use of AI tools or assistance during live interviews is strictly prohibited and will result in immediate disqualification from the process. Interviews may be recorded for internal review purposes to ensure fairness and enable collaborative hiring discussions within the team.