Sr. Manager, HR Gap Canada - Field (Remote)

About the RoleIn this role you will be responsible for providing end-to-end HR support to business leaders. As a trusted advisor and business partner, you are comfortable being both strategic and hands on, balancing execution of our people strategy and overseeing day-to-day HR activities for assigned group. You will own execution of talent management and change management strategies, partnering with key Gap Inc. HR solution centers (Talent Management, Employee Relations, Recruiting, Total Rewards, etc.) to deliver results against business and people strategies.
To be successful in role, the HR Business Partner must understand business priorities and appropriately translate them into people actions. The ideal candidate is comfortable collaborating at all levels of an organization, has a demonstrated ability to influence without authority, is agile and flexible, has an adaptable communication style, and can analyze, propose, and deliver data-driven solutions to improve the employee experience.What You'll Do

• Leads with empathy, earning the trust of employees at all levels of the organization.
• Proactively manages the "pulse" of the business. Regularly monitoring key organizational metrics, goals, and engagement, identifying insights that equip leaders to make well-informed, human-centric decisions.
• Exceptional listening skills and ability to relate to, influence, build professional relationships, and coach employees of all levels in the organization.
• Able to operate with autonomy and discretion and is not hindered by ambiguity or competing priorities.
• Proven ability to diagnose issues, drawing on both professional experience and strategic thinking skills. This means you can both develop and execute a plan and roll up your sleeves/dig in to drive appropriate solutions. 
• Strong talent assessment skills. Able to drive talent management and succession planning activities within the business.
• Provide thought leadership and consultation/support on people and organizational issues: collectively, directly and through matrix management throughout the organization, leveraging resources, programs, initiatives, COE partnerships, and tools to achieve desired outcomes.
• Develop and execute strategies to enhance employee engagement annually, as assessed through ongoing feedback methods.
• Collaborate with business units and HR partners in Talent Acquisition and Learning & Development to design and implement effective retention strategies. These strategies will enhance organizational stability by addressing gaps and ensuring a robust, ready-now talent pipeline.

Who You Are

• High level of comfort with most HR disciplines (employee relations, compensation, benefits, OD, talent management, talent acquisition).
• High level of personal and professional integrity and ethics (authentic, compassionate, genuine, and honest); effective communicator both written and verbal; proficient listening skills and problem solver.
• Exhibit a strong business acumen, a relentless drive for achieving results, and a desire to succeed as a team.
• Ability to assess relatively complex situations and analyze data to make judgments and recommend quality-solutions.
• Possess in-depth knowledge of concepts and procedures within field HR, along with a foundational understanding of business-related areas.