--- title: 'Senior Human Resources Business Partner at Achievers' canonical: 'https://feeny.ai/job/senior-human-resources-business-partner-achievers-toronto-jy0166f5fc2j' type: 'job' last_seen: '2026-10-24' --- # Senior Human Resources Business Partner at Achievers - **Company:** Achievers - **Location:** Toronto, Canada - **Employment:** full-time - **Work type:** hybrid - **Posted:** 2026-10-23 - **Last confirmed live:** 2026-10-24 - **Apply:** https://jobs.lever.co/achievers/4a43689e-97ee-41cd-bba5-49dea9580c18 ## Job description As a Senior HR Business Partner, you will serve as a strategic advisor to leaders, helping them build high-performing teams, make informed workforce decisions, and drive organizational effectiveness. You will leverage business insight, workforce data, and talent expertise to influence decisions, strengthen leadership capability, and improve business outcomes. This role operates with significant autonomy and partners with leaders across North America, EMEA, and APAC. How you'll shape Employee Success at Achievers: Strategic Business Partnership: - Serve as the primary Employee Success partner to client groups. - Develop a deep understanding of business strategy, organizational priorities, financial objectives, and operational challenges. - Build trusted relationships with leaders at all levels of the organization. - Provide coaching and guidance on leadership effectiveness, team performance, workforce planning, employee experience, and organizational effectiveness. - Act as a thought partner during planning conversations, helping leaders identify risks, opportunities, and implications before decisions are made. - Influence business decisions by providing insights, recommendations, and alternative perspectives. Talent Strategy & Organizational Effectiveness: - Partner with leaders to develop talent strategies that support business objectives. - Lead talent review, succession planning, performance management, and leadership development discussions. - Identify retention risks and develop proactive mitigation strategies. - Facilitate organizational design and workforce planning conversations. - Help leaders assess team effectiveness, organizational health, operating models, leadership capability, and future workforce needs. - Support change management initiatives that improve organizational performance and employee adoption. Workforce Planning & Business Insight: - Leverage people data, engagement insights, talent trends, workforce metrics, and business indicators to identify opportunities and risks. - Translate data into meaningful recommendations and business actions. - Assess workforce capacity, organizational design, and future capability requirements. - Partner with leaders to evaluate how work should be organized, including opportunities to improve effectiveness through automation, process redesign, and technology. - Support annual and mid-year talent, compensation, headcount, and planning cycles. - Help leaders identify opportunities to redesign work, leverage AI-enabled solutions, and improve organizational productivity. Leadership Coaching & Employee Relations: - Provide coaching and guidance to leaders on performance management, employee relations, team dynamics, and leadership effectiveness. - Partner with managers to address employee concerns and complex workplace situations. - Ensure consistent application of company policies and employment practices. - Support investigations, conflict resolution, accommodations, and employee relations matters while balancing business and employee needs. - Escalate risk appropriately and provide recommendations for resolution. - Build manager capability by enabling leaders to independently navigate people decisions, talent conversations, workforce planning, and organizational challenges. Change Leadership & Transformation: - Support business transformations and organizational change initiatives. - Partner with leaders to assess change impacts and develop adoption plans. - Help leaders build readiness and capability during periods of growth, change, or restructuring. - Promote continuous improvement and challenge legacy ways of working when more effective solutions exist. - Drive adoption of HR programs, processes, systems, and technology solutions. Cross-Functional Partnership: - Collaborate closely with Talent Acquisition, Learning & Development, Compensation, Payroll, Benefits, Employee Experience, Operations, and HR Technology teams. - Share insights, best practices, and lessons learned across business groups. - Contribute to enterprise-wide Employee Success initiatives and strategic priorities. - Partner across the organization to ensure a consistent employee experience. How We Expect HR Business Partners to Operate: - Lead with curiosity, business acumen, and a deep understanding of business priorities. - Seek involvement early in workforce planning and organizational decision-making. - Use evidence, insights, and recommendations to influence decisions. - Challenge assumptions constructively and respectfully. - Take ownership and drive accountability for outcomes. - Continuously improve, simplify, and scale work through technology, AI, and innovation. - Operate as trusted advisors who help leaders make better business decisions. Experience we feel will set you up for success: - 5-8+ years of progressive Human Resources experience, including Business Partner experience. - Experience supporting senior leaders in a fast-paced environment. - Strong employee relations, coaching, and organizational effectiveness capabilities. - Demonstrated ability to influence without authority. - Experience leveraging workforce data and insights to drive decisions. - Strong business acumen and problem-solving skills. - Exceptional communication, facilitation, and relationship-building skills. - Ability to manage ambiguity and navigate complex organizational challenges. Preferred Qualifications: - Experience supporting technology, SaaS, or high-growth organizations. - Experience with organizational design, workforce planning, and change management. - Experience working with HRIS platforms such as Workday. - Familiarity with AI-enabled ways of working and workforce transformation initiatives. - Experience supporting global teams and distributed workforces Why Achievers is a Great Place to Work™ At Achievers, we believe recognition is a powerful driver of connection. With more than 4.3 million users across 190 countries, our employee recognition and rewards platform empowers organizations to build cultures where people feel seen and valued, everyday. We’re a team of passionate, thoughtful builders who care deeply about our product, our customers, and each other. Visit achievers.com to see how we’re inspiring recognition everywhere. Our Approach to Total Rewards We’re committed to providing a fair and competitive offer based on what you bring to the team. Each A-Players' compensation is reviewed at least annually against performance and impact in role. We want you to see your path to growth, understand your impact, and feel valued every step of the way. $110,000 - $135,000 reflects what we reasonably expect to offer for this role based on current market data. The final offer will depend on several factors, including your skills, experience, and any relevant certifications. As with all market-based ranges, these numbers may evolve over time, but we’re committed to providing a fair and competitive offer based on what you bring to the team. Benefits and Perks for permanent full-time employees: ✨  Rewards for your impact through our Recognition and Rewards program 🩺  Health Benefits and Life Insurance Coverage beginning on your first day 👶🏼  Parental Leave Top-up 🙌🏼  Employer matched RRSP contributions 🏖️  Flexible Vacation to recharge, so you can bring your best 🤝🏽  Employee and Family Assistance Program offering mental health, legal, and financial counselling 🚀  Supported professional development and career growth (Linkedin Learning, mentorship) 👏🏼  Employee-Led Employee Resource Groups that celebrate our diversity 🧘‍♀️  Regular events designed to build connection, belonging, and well-being 🇨🇦  Hybrid flexibility, with time in our beautiful Liberty Village, Toronto office Achievers is proud to be an equal opportunity employer committed to building a diverse, inclusive workplace where everyone can do their best work. We encourage qualified candidates from all backgrounds and experiences to apply. Achievers is committed to ensuring an inclusive and accessible recruitment process for all candidates. If you require any accommodations for your interview, such as assistive technology, wheelchair accessibility, or alternative formats of materials, please let us know. We are happy to make necessary arrangements to support your needs. ## About Achievers ## Company Overview - **One-liner**: Achievers is an employee recognition and rewards platform that helps organizations drive engagement, retention, and performance. - **Entity Type**: Private (backed by Silver Lake and P2 Capital Partners) - **Headquarters**: Toronto, Canada - **Founded**: 2002 - **Founders**: Razor Suleman ## Core Business - Primary industry: Human capital management software / Employee recognition and rewards - Target customers: B2B, mid-market to enterprise - Mission or purpose statement: “Reshaping the world of work” – turning recognition into a powerful tool to shape behaviors and drive results [achievers.com](https://www.achievers.com/company/) ## Products & Services - **[Achievers Employee Experience Platform]**: Enterprise-grade SaaS recognition and rewards solution. Offers flexible monetary and non‑monetary recognition, a global marketplace spanning nearly 190 countries, and deep integrations with Workday, Microsoft, Slack, SAP, and others. Captures behavioral insights from over 272 million recognition moments. - **[TemboSocial]**: Acquired in 2020, adds employee recognition and feedback capabilities to the Achievers ecosystem [en.wikipedia.org](https://en.wikipedia.org/wiki/Achievers). ## Market Standing - **Valuation/Market Cap**: Not disclosed (acquired by Blackhawk Network for ~$150M in 2015; now private) - **Key Metric**: Annual revenue $75M (reported); total funding $52.4M across Series A, B, and C rounds - **Notable Investors/Partners**: Sequoia Capital, JLA Ventures, GrandBanks Capital, Ontario Venture Capital Fund (historical); current co‑owners Silver Lake and P2 Capital Partners; customers include General Motors, Meijer, Workday, Kellanova - **Growth Signals**: Headcount of 665 (+1.4% YoY); recognized as a Leader in Everest Group Peak Matrix Assessment 2025 (fifth consecutive year) and named a Leader in G2’s Summer 2026 Grid Report for Enterprise Employee Recognition; 16 G2 badges ## Competitive Advantages - **Data moat**: Generates the richest behavioral insights in the industry – twice as much data as any competitor – leading to twice the platform usage. - **Global reach**: Supports over 4 million employees in 164 countries; marketplace covers nearly 190 countries. - **Enterprise integrations**: Seamless integration with major HR tech stacks (Workday, Microsoft, Slack, SAP) acting as “connective tissue” across systems. - **20+ year track record**: Pioneer in employee recognition, with deep expertise and a proven base of large reference customers. ## Strategic Focus - Deepen integration capabilities to act as the central hub across HR tech stacks. - Use data‑driven insights to help organizations make smarter decisions about engagement and behavior. - Expand AI and analytics features (e.g., “Analytics and Reporting Solutions” engineering role) to turn recognition data into actionable business intelligence. ## Why Work Here - Culture of recognition: The company practices what it preaches with point‑based rewards, recognition ceremonies, and team events. - Hybrid/flexible work: Flexible hours and a hybrid work environment; main hub in Toronto with global offices in UK, Australia, Singapore, and USA. - Strong benefits: Comprehensive health/dental/vision, 12‑week paid parental leave, flexible vacation, wellness programs (yoga, mindfulness), learning & mentoring, and employee resource groups (e.g., “The Network” for equality and inclusion). - Pay transparency: Market‑based, data‑driven compensation with clearly defined pay ranges. - Mission‑driven environment: Social responsibility through “Achievers Cares” volunteerism and fundraising; strong diversity and inclusion focus with regular peer‑led sessions. ## Sources 1. [LinkedIn Company Profile](https://linkedin.com/company/achievers) 2. [Achievers Careers Page](https://www.achievers.com/company/careers/) 3. [Achievers About Page](https://www.achievers.com/company/) 4. [Achievers Jobs on Lever](https://jobs.lever.co/achievers/) 5. 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