People And Culture Business Partner
CA$100,000 – CA$110,000 / yr base salary
Posted 20 Aug 2026
Advertised as “People & Culture Business Partner”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 3–5 yrs
- Management level
- Individual contributor
- Employment
- Hybrid
- Contract
- Full-time
| Base salary | CA$100,000 – CA$110,000 / yr |
|---|
Field of studyBusiness Administration, Human Resources, Organizational Psychology (or related)
Study levelBachelor's
CertificationsCPHR, CHRP, CHRL, SHRM-CP, SHRM-SCP, PHR, SPHR
Join the creative revolution at XR!
At XR, we're transforming how advertising gets made, managed, and delivered. As the global leader in advertising operations, we help brands, agencies, and media companies manage every stage of the advertising lifecycle through a single platform that connects production, assets, rights, delivery, and analytics.
Join a collaborative team that's redefining the future of advertising. You'll work on meaningful challenges, help shape innovative products, and make a real impact for some of the world's leading brands. If you're passionate about advertising and technology and solving complex problems, we'd love to hear from you.
The Opportunity
We are seeking a high-autonomy, solution-oriented People & Culture Business Partner to join our People team. In this role, you will act as a trusted advisor to key business leaders while taking full ownership of your client groups. The ideal candidate thrives in a dynamic, fast-paced environment and possesses exceptional problem-solving skills—someone who can step into complex scenarios, diagnose root causes, and independently navigate toward scalable solutions.
This role requires a unique balance: you will drive high-level strategic people initiatives while comfortably rolling up your sleeves to manage critical operational, administrative, and office management responsibilities.
Responsibilities
Strategic Partnership & Autonomous Problem-Solving
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Strategic Alignment: Build deep cross-functional relationships with business unit leaders to understand operational goals and align talent strategies accordingly.
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Independent Problem Solving: Identify organizational bottlenecks, interpersonal challenges, and process gaps; autonomously develop and execute creative, end-to-end solutions.
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Workforce Planning: Partner with department leadership and Finance (FP&A) to forecast headcount needs, address skill gaps, and implement scalable workforce structures.
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Change Management: Lead and support organizational change initiatives, providing leadership coaching and actionable communication plans during business evolutions.
Operational, Administrative, & Site Execution
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Day-to-Day HR Operations: Directly manage operational workflows across the employee lifecycle, including onboarding execution, offboarding logistics, status changes, and system updates.