Description
We’re looking for a People Business Partner to be part of our People department.
Jobber exists to help people in small businesses be successful. We work with small home service businesses, like your local plumbers, painters, and landscapers, to transform the way service is delivered through technology.
The People team builds the environment where Jobberinos do their best work: how people are hired, onboarded, grown, paid, and supported when life gets complicated.
The People Business Partner is an intermediate level role embedded in a business unit, and the person leaders go to when they need both practical and strategic support.
The People Business Partner will:
- Know your group's strategy, structure, and drivers well enough to build a people agenda that gets ahead of capability, engagement, retention, and succession risk.
- Advise managers and senior leaders across performance, development, compensation, team structure, and change.
- Coach first-time and early-tenure managers through the hard parts of people leadership.
- Identify when the same question keeps returning, and build the guidance once to multiply your impact and allow managers to be self-sufficient.
- Run performance management end to end: expectations, documentation standards, improvement plans, and the difficult conversations and exits that follow.
- Bring judgment to talent review and compensation cycles: calibration, leveling, promotions, and succession gaps named before someone resigns.
- Own the employee lifecycle for your group: leaves, accommodations, return to work, internal moves, and exits, including the administration and coordination with managers, payroll, and providers that keeps it accurate and humane.
- Manage employee relations independently, including ambiguous and legally sensitive cases, with a firm grip on employment legislation and clear escalation when it is warranted.
- Assess structures, spans of control, and decision rights when performance or growth raises structural questions.
- Track leading indicators across engagement, performance, and retention, run your group's listening cycles, and turn results into action plans leaders commit to.
- Drive people initiatives end to end.
- Use AI in the work, not around it.
- Bring forward the gaps.
- Partner with Talent Development, Total Rewards, and Talent Attraction so your group gets one answer, not three.
To be successful, you should have:
- A proven track record of advising and influencing senior leaders and executives.
- Performance management and employee relations experience.
- Experience running performance and compensation cycles end to end for a multi-team group.
- A working understanding of employment legislation and how it applies to our business.
- Real AI fluency.
- Comfort with the administrative side.
- Credibility that comes from following through.
- Strong written and verbal communication.
- The resilience to keep moving when the situation is messy and the answer is not obvious yet.
Compensation: The role has a minimum annual salary of $98,300, a midpoint of $115,700, and a maximum salary of $133,100.
Benefits:
- A total compensation package that includes an extended health benefits package with fully paid premiums for both body and mind, matching in RRSP, TFSA or FHSA, and stock options.
- A dedicated Talent Development team and access to coaching, learning, and leadership programs to help you grow your career, reach your goals, and unlock your full potential.
- A unique opportunity to build, grow, and leave your impact on a $400-billion industry that has no dominant player...yet.
- To work with a group of people who are humble, supportive, and give a sh* about our customers.