Edward Jones Careers

Compensation

Full Description

The Senior HR Business Partner (Sr HRBP) is a strategic advisor and cultural champion for Edward Jones' Canadian business unit. This role consolidates HR business partnership across Wealth Management, Practice Management, and Enabling Functions, offering end-to-end strategic support to the Canadian home office functions. The Sr HRBP ensures that enterprise-wide human capital strategies are tailored to Canadian market realities, legal requirements, and operational nuances. Though an individual contributor, the role mentors HRBPs, acts as a role model, and elevates the strategic capability of the broader HRBP job family. It serves as the local HR expert and connection point, driving people decisions through data, insights, and deep business acumen. Key Responsibilities: Strategic Partnering and Business Planning • Act as the single point of HR partnership across all Canadian divisions, providing an integrated, enterprise-wide people strategy. • Translate Canadian business strategies and growth objectives into actionable human capital plans. • Partner directly with the Canadian Leadership Team to anticipate workforce needs, shape talent strategies, and manage organizational risks. Canadian Expertise and Connection • Provide Canadian specific HR guidance on employment law and practices to ensure legal and regulatory compliance. • Leverage knowledge of HC operations and processes and Work with HC process owners to inform and shape HC processes, including HC technology design and configuration taking into account market context. • Partner with U.S. based HRBPs on enabling functions to ensure Canadian realities are fully incorporated into strategies, programs, and decision-making. • Act as the bridge between Canadian leaders and enterprise HR teams, aligning on firmwide direction while advocating for the Canadian business unit. Data, Analytics and Execution • Leverage HR analytics, workforce data, and talent insights to influence leadership decisions and measure impact of initiatives. • Drive execution of complex HR programs with precision and agility, ensuring timely and consistent delivery across all divisions. • Champion innovative HR practices, including the use of digital tools and technology, to improve efficiency and colleague experience. Talent, Leadership and Change • Partner with leaders to identify, develop and retain top talent, with a focus on bench strength and succession readiness • Provide coaching to senior leaders and mentorship to other HR colleagues, building consulting, problem-solving and strategic skills across the team. • Lead organizational change and transformation efforts with empathy, transparency and rigor.