Sr. Human Resources Business Partner

Overview: **Create value at TC Transcontinental.** **At TC Transcontinental, we've got it made, and that's because of the expertise of our team.** **We have been driving innovation since 1976.** Founded 50 years ago and 4,000 employees strong, Transcontinental Inc. (TSX: TCL.A TCL.B), known under the TC Transcontinental brand, is a Canadian retail marketing services company, Canada's largest printer, and the Canadian leader in French-language educational publishing. Driven by the vision of a more informed, educated and prosperous society, TC Transcontinental propels its clients' success across the retail, education, book and information industries. With agility, creativity and boldness, we design and deliver innovative, high-value products and services. We are looking for a Sr. HR Business Partner to partner closely with the Regional HR Manager and site leadership to support a complex manufacturing environment, strengthen leadership capability and employee experience, and help drive organizational and workforce priorities. This position is currently open and reflects a new position created to support organizational growth. **The salary range for this position is $100,000 to $110,000** per year, commensurate with experience, education, and internal equity. This range is provided to ensure clarity and promote equitable access to employment opportunities. Responsibilities: **When your actions lead to success:** * Provide advisory and administrative support to the Regional HR Manager and all levels of the Business Unit for all HR related matters and business initiatives; * Act as a trusted coach to managers and supervisors, strengthening their ability to lead teams, manage performance, address employee concerns, have difficult conversations and drive accountability. * Partner with site leadership to support organizational change and help leaders navigate workforce, employee relations and people-related challenges. * Coach leaders through change, helping translate business priorities into clear actions for their teams. * Identify people and organizational risks early and work proactively with leaders and the Regional HR Manager to address them. * Challenge and influence leaders constructively when needed, rather than operating solely in an advisory or administrative capacity. * Partner with the Regional HR Manager with any workforce planning and compensation review initiatives; * Partner closely with Talent Acquisition and hiring leaders on workforce needs, role requirements, candidate profiles and local market context, helping ensure strong hiring decisions and an effective candidate-to-employee transition. Supporting the full cycle recruitment process as needed; * Lead coaching, discipline and investigation meetings and draft any letters or documentation as required; * Oversee the annual/mid-year performance and compensation review process for all employees; * Coordinate key employee programs and engagement initiatives, including recogniti