Human Resources Business Partner (HRBP) - 12 Month Contract

Company Name: Merrithew International

Job Title: Human Resources Business Partner (HRBP)

Reports to: Vice President of People and Cultured

Category: Full time, Hybrid – Permanent

Position Location: Scarborough Ontario, Tapscott Office

Opportunity: This is a backfill role in the organization

Compensation: $80,000.00 - $90,000.00

About Merrithew:

Merrithew® is the global leader in mindful movement, the company behind the STOTT PILATES® Movement System™ and a growing portfolio of leading movement education and equipment brands, including Align-Pilates and the GYROTONIC® organization. Since 1988, Merrithew has trained more than 100,000 instructors in over 135 countries and developed premium equipment and science-based education trusted by leading studios, rehabilitation centers and fitness professionals.

Merrithew supports instructors, studio owners and wellness leaders with a complete ecosystem to thrive, including training, equipment, digital resources, business tools and a global network of peers. Its vision is to transform lives through intentional, inclusive movement, shaping the next era of mindful movement through innovation, purpose and a commitment to professional excellence.

GYROTONIC® and GYROKINESIS®are registered trademarks.

Our Core Values

These are the values that guide our daily actions, decisions, and how we work with one another and our customers:

• Community – Culture of belonging, encourage connections and engagement
• Passion – Be present, enthusiastic, energetic, committed to purpose, inspiring
• Boldness – Act with courage, change the norm, never settle for “just ok”
• Customer-Centric – Our Vision is fulfilled through our Trainers, Partners and end-customers.
• Accountability – Act like owners, own the results
• Innovation – Delivering the best, highest-quality products, programs and services

Position Overview:

The Human Resources Business Partner (HRBP) provides strategic advice and hands-on support across the full employee lifecycle. Partnering with leaders, employees and HR colleagues, this role helps Merrithew attract, develop, engage and retain talent while supporting business performance and a positive workplace culture.

Supporting the assigned departments, the HRBP contributes across workforce planning, recruitment, employee relations, performance management, learning and development, total rewards, and HR operations and organizational change. The role balances employee needs with business priorities, promotes consistent people practices and builds managers’ capability to lead effectively.

Major Responsibilities:

1. HR Strategy and Workforce Planning

• Partner with leaders to translate business priorities into people plans, staffing requirements and organizational capabilities.
• Assess workforce capacity, skills gaps and succession risks, recommending actions to support current and future needs.
• Advise on organizational structure, job design, role clarity and resource allocation.
• Contribute to annual HR planning, headcount budgets and people initiatives.
• Use workforce data to assess progress and adjust priorities.

2. Talent Acquisition and Recruitment

• Partner with Talent Acquisition and hiring managers to define hiring needs, develop job descriptions and establish selection criteria.
• Support recruitment strategies opened positions.
• Coach managers on interviewing, candidate assessment and fair, inclusive hiring practices.
• Support internal mobility, promotions and succession pipelines.
• Collaborate on employment offers, compensation recommendations and hiring approvals.
• Help strengthen the candidate experience and Merrithew’s employer brand.

3. Onboarding, Employee Transitions and Offboarding

• Coordinate with managers and internal partners to deliver effective onboarding, orientation and probationary reviews.
• Help new employees understand their roles, performance expectations, workplace practices and Merrithew’s values.
• Support transfers, promotions, contract changes and other employee transitions.
• Guide offboarding activities, including exit interviews, documentation and coordination with payroll and other departments.
• Identify themes from onboarding and exit feedback to improve retention and the employee experience.

4. Employee Relations

• Act as a trusted adviser on workplace concerns, policy interpretation and employee relations matters.
• Coach managers on conflict resolution, attendance, corrective action and sensitive employee conversations.
• Conduct timely, impartial and well-documented investigations into workplace complaints.
• Recommend appropriate resolutions and support disciplinary decisions and employment separations in consultation with HR leadership and legal advisers.
• Promote consistent treatment, procedural fairness and respectful workplace behaviour.
• Where applicable, support collective agreement interpretation, grievance management and labour relations activities.

5. Performance Management

• Support goal setting, performance reviews, ongoing feedback and performance improvement processes.
• Coach managers to establish clear expectations and address performance concerns promptly.
• Help ensure performance assessments and employment decisions are fair, evidence-based and consistently documented.
• Connect performance outcomes with development, recognition, succession and compensation decisions.
• Monitor completion and effectiveness of performance management activities.

6. Learning, Leadership Development and Succession

• Identify employee and leadership development needs through business discussions, performance reviews and skills assessments.
• Partner on training plans, learning resources and development programs.
• Facilitate training on people management, workplace policies and core HR practices.
• Support career development, mentoring, cross-training and internal advancement.
• Coordinate talent reviews and succession planning for critical positions.
• Assess whether learning initiatives improve capability and workplace performance.

7. Compensation, Benefits and Recognition

• Support compensation reviews, salary benchmarking, job evaluation and internal equity assessments.
• Advise managers on salary changes, promotions and recognition within approved guidelines and budgets.
• Partner with payroll and benefits providers or internal specialists to resolve employee questions and issues.
• Help communicate compensation, benefits, and wellbeing programs, as applicable.
• Support benefits enrolment, changes and program reviews in collaboration with the responsible partners.
• Recommend recognition practices that reinforce contribution, performance and Merrithew’s values.

8. Employee Engagement, Culture and Inclusion

• Support engagement surveys, employee listening activities and action planning.
• Coach leaders to respond to feedback and strengthen trust, communication and team effectiveness.
• Promote inclusive practices across hiring, development, advancement and day-to-day management.
• Support employee recognition, wellbeing and community-building initiatives.
• Identify retention risks and recommend practical actions.
• Reinforce Merrithew’s values through leadership behaviours and people programs.

9. Health, Safety, Wellbeing and Disability Management

• Partner with operational leaders and health and safety representatives to support safe working practices across office and manufacturing environments.
• Support safety orientation, required training, incident follow-up and corrective actions within the HR function’s responsibilities.
• Coordinate accommodation, disability management and return-to-work processes with employees, managers and relevant providers.
• Support leave administration, attendance management and workplace injury claims processes.
• Promote employee wellbeing and awareness of available support resources.
• Maintain appropriate confidentiality when handling medical and accommodation information.

10. Employment Compliance, Policies and Risk Management

• Support compliance with applicable employment standards, human rights, accessibility, privacy and occupational health and safety requirements.
• Develop, review and communicate HR policies, procedures and employee guidance.
• Monitor relevant legislative developments and recommend updates with HR leadership or legal advisers.
• Maintain clear documentation of employment decisions and HR processes.
• Support audits, required training and employment-related reporting.
• Identify people risks and escalate complex or sensitive matters appropriately.

11. HR Operations, Systems and Payroll Partnership

• Maintain accurate employee information, employment documentation and HR system records.
• Coordinate timely processing of new hires, employee changes, leaves and departures.
• Partner with payroll to validate employee changes, resolve discrepancies and support accurate pay administration.
• Respond to employee inquiries and improve the consistency and responsiveness of HR services.
• Support HR system adoption, data quality, records retention and appropriate access controls.
• Streamline administrative processes and identify opportunities to improve employee self-service.

12. HR Analytics and Reporting

• Monitor measures such as headcount, turnover, absenteeism, vacancies, recruitment timelines and training completion.
• Analyze trends to identify workforce challenges and recommend targeted action.
• Prepare clear reports and insights for leaders while protecting employee confidentiality.
• Evaluate the outcomes of HR initiatives and recommend improvements.
• Support accurate workforce reporting and planning.

13. Organizational Development and Change Management

• Support organizational growth, restructuring, technology adoption and changes to working practices.
• Assess the people impact of proposed changes and help develop implementation plans.
• Coach leaders on change communication, employee involvement and transition support.
• Help teams improve collaboration, accountability and effectiveness.
• Partner across functions to embed new processes and assess adoption.

Qualifications and Experience

• Postsecondary education in Human Resources, Business Administration or a related discipline, or an equivalent combination of education and experience.
• 5+ or more years of progressive HR experience, including broad generalist responsibilities and experience advising people managers.
• CHRP or CHRL designation, or progress toward a designation.
• Experience supporting corporate and manufacturing teams is strongly preferred.
• Demonstrated experience in employee relations, investigations, performance management, recruitment and employee development.
• Working knowledge of compensation, benefits, payroll processes, disability management and workplace health and safety.
• Working knowledge of employment requirements and the ability to coordinate appropriate advice for various jurisdictions.
• Experience using HR systems, reporting tools and workforce data.
• Experience supporting multiple locations, international operations or unionized environments is an asset, where relevant to the assigned portfolio.

Merrithew may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human review. All final hiring decisions are made by Merrithew’s recruitment team.

Merrithew is committed to providing accessible employment practices that comply with the Accessibility for Ontarians with Disabilities Act (AODA).

Merrithew is committed to providing a barrier-free access workplace. If you need accommodation at any stage of your application, or want more information on our accommodation policies, please contact us "[email protected]"

Merrithew is proud to be an Equal Opportunity Employer. Our organization respects and follows the letter and spirit of the Ontario Human Rights Code. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or any other code grounds.