Sr. HR Business Partner; Afternoon Shift

Sr. HR Business Partner (Afternoon Shift)

Job Description
Our team is growing and  Seaspan  is looking for a brand-new Sr. HR Business Partner (HRBP) to support our Operations Team during the afternoon shift (11:00 am - 7:00 PM).

The Senior HRBP serves as a strategic advisor and trusted partner to operational leaders within a complex, unionized manufacturing environment. This role provides forward‑looking human capital guidance that aligns HR strategies with business objectives, fostering a high‑performance and collaborative workplace culture.

The Senior HRBP collaborates closely with the HR Centres of Excellence to deliver integrated enterprise‑wide HR solutions in areas such as Talent Acquisition, Total Rewards, Organizational Development, and HR Systems. The role acts as the key HR liaison for their assigned portfolio, ensuring alignment between workforce capabilities, operational needs, and organizational strategy.

The Senior HRBP builds trusted relationships with leaders, employees, and union representatives, promoting a culture of accountability, respect, and continuous improvement.

Note:

Due to business needs, this position is required to be fully on‑site at 50 Pemberton Avenue, North Vancouver. After 90 days of onsite work and onboarding, this position will allow you to work from home 1 day per week.

What You’ll Do

Partner with Trade Superintendents to translate organizational strategy into actionable people plans that support productivity, innovation, and engagement across the operation.

Collaborate with leaders and union representatives to cultivate constructive labour relations, leveraging interest‑based problem‑solving and proactive communication to resolve issues before escalation.

Guide leaders through performance management, coaching, and development planning, reinforcing accountability and alignment with organizational values.

Lead and support workplace investigations, disciplinary processes, and dispute resolution.

Provide guidance on employment legislation, collective agreement and policy interpretation, and HR governance to mitigate risk and ensure consistent application across the business.

Act as the strategic partner between operations and HR COEs, ensuring seamless delivery of services in talent acquisition, compensation, learning and development, wellness, and HR systems.

Lead the administration and oversight of attendance and absence management programs, ensuring consistency, fairness, and compliance with collective agreements and applicable legislation; analyze attendance data and trends to identify root causes, develop action plans, and support continuous improvement.

Address attendance issues proactively through coaching, progressive discipline, and interest‑based problem‑solving in partnership with supervisors and union representatives.

Collaborate with Wellness and Disability Management teams to support safe and timely return‑to‑work programs and workplace accommodations.

Support organizational transformation initiatives by embedding effective change‑management practices and ensuring people impacts are anticipated and addressed.

What You’ll Bring

Bachelor’s degree in Human Resources Management, Business Administration, or a related field.

Minimum of 10 years of progressive experience in a professional HR role, with at least 5 years in a unionized environment.

Demonstrated expertise in conflict resolution, workplace investigations and progressive discipline/performance management.

Proven experience as an HR Business Partner or Senior HR Generalist supporting operational teams in a unionized setting; prior experience in a construction, supply chain, logistics, or large‑scale manufacturing environment is preferred.

CPHR designation or equivalent considered an asset.

Exceptional interpersonal and communication skills with the ability to build and maintain effective relationships across all levels of the organization.

Strong decision‑making capabilities that align HR strategies with broader business objectives.

In‑depth knowledge of provincial employment legislation, including the BC Human Rights Code, Workers Compensation Act and Employment Standards Act.

Proven ability to work…