Senior People Business Partner

About AlayaCare

At AlayaCare, we’re more than just a fast-growing SaaS company, we’re a team of people passionate about transforming home healthcare. Our cloud-based platform empowers care providers around the world to deliver better outcomes for their clients.

With 600+ employees across Canada, the US, Australia, and Brazil, we’re united by a shared mission and a strong culture of transparency, growth, and human connection. Whether you're early in your career or a seasoned expert, AlayaCare offers the opportunity to grow your impact, your skills, and your career.

About the Role

Reporting to the Senior Manager, People Business Partnership, the Senior People Business Partner serves as a strategic advisor to leaders and the primary People Business Partner for North America’s Revenue org which consists of Sales, Marketing, Customer Success, and Professional Services. The role advises leaders on complex employee relations, organizational design, workforce planning, succession planning, and talent strategy while helping build high-performing, accountable, and adaptable teams. The Senior People Business Partner also mentors junior members of the PBP team and supports the execution of AlayaCare’s talent, culture, and people priorities. As AlayaCare evolves into an AI-enabled organization with a high bar for talent, the role helps leaders build lean, high-impact teams and models practical, responsible use of AI in everyday People practices.

What You’ll Do

• What great looks like in this role

• You own outcomes, not tasks. You act without waiting to be asked and make sound calls that connect to where AlayaCare is going.

• You turn complexity into value. Leaders leave a conversation with you with a clear recommendation, not just more analysis.

• You hold the bar with care. You coach leaders to set clear expectations, differentiate performance using evidence, and act with fairness and timeliness.

• You argue hard, then commit. You challenge leaders directly and respectfully, then fully back the decision once it is made.

• You are curious about how AI changes the work. You experiment with new tools without being asked and bring leaders and teammates along.

• You adapt quickly when priorities shift, and you treat leaders, employees, and colleagues as your clients.

• What success looks like in your first year

• Leaders in your client group run consistent, evidence-based performance and calibration conversations and rely on you as a trusted advisor.

• Complex employee relations matters are handled with sound judgment and the right legal partnership, with no surprises for leadership.

• Workforce and talent data are used to guide decisions on structure, capacity, and investment across the Revenue organization.

• AI is part of how you and the PBP team work, with visible examples of manual workflows simplified or automated and shared across the team.

• The associate People Business Partners you mentor are growing and delivering consistently.

• Why Alayacare?

• AlayaCare's mission is to empower care providers to achieve better health outcomes by delivering transformative technology and data insights. We are driven to enable the care we want our loved ones to receive in the place they call home. You will work with real autonomy, high standards, and colleagues who care about outcomes. We reward impact, not tenure.

• Act as an advisor to leaders, providing strategic counsel on organizational design, workforce planning, succession planning and talent strategy.

• Lead highly complex or sensitive employee relations cases, investigations and organizational risks, partnering with Legal and other stakeholders as required.

• Mentor and coach associate People Business Partners, sharing best practices, strengthening consistency across the PBP practice while supporting their professional growth.

• Lead or co-lead the design, implementation, and continuous improvement of organization-wide HR policies, programs, and practices.

• Analyze organizational and workforce, talent data and trends, developing proactive strategies and long-term solutions.

• Support the execution of AlayaCare’s talent strategy by translating our talent principles into practical approaches to hiring, performance, calibration, development, succession, and workforce planning that strengthen talent density and business outcomes.

• Partner with leaders to hold a consistently high bar for performance and talent decisions: coach managers to set clear expectations, differentiate performance using evidence, run rigorous and fair calibration conversations, and act with timeliness, care, and compliance when expectations are not met.

• Advise leaders on designing clear roles and lean, high-impact teams, using workforce and business-outcome data to guide decisions on structure, capacity, and investment, and ensuring organizational changes are planned with sound judgment, legal compliance, and care for employees.

• Partner with Total Rewards and business leaders so that pay, recognition, and growth opportunities are tied to impact and expectations, and support leaders in communicating people and organizational changes with clarity, consistency, and empathy.

• Lead cross-functional People & Culture initiatives and projects with organization-wide impact

• Model and champion practical, responsible use of AI across the PBP practice and the business: apply AI tools in day-to-day People work (such as workforce analysis, case preparation, documentation, and communications) and coach leaders and managers to do the same.

• Partner with People & Culture and IT, to embed AI-enabled approaches into People practices while upholding guardrails for privacy, confidentiality, fairness, and human judgment in all people decisions.

• Support AI adoption as a change leader by helping leaders translate AI expectations into role expectations, team ways of working, capability building, and performance conversations, and by identifying where AI changes how work is organized and which skills teams need next.

• Deliver advanced training, coaching and workshops that build manager capability and accountability

• Champion diversity, equity, inclusion, belonging, and fairness in talent and people decisions across the organization.

• What you bring to the team

• 7+ years of progressive HR experience, including significant senior HRBP experience in complex and fast-paced environments balancing strategic leadership with hands-on execution.

• Experience supporting Revenue and Sales teams with an understanding of sales performance, and incentive-driven rewards.

• Bachelor’s degree in Human Resources Management or a related field.

• CHRP/CPHR designation strongly preferred.

• Deep knowledge of Canadian employment legislation and demonstrated experience with US employment law (multi-state).

• Experience translating talent strategy into practical approaches to performance, calibration, succession, development, workforce planning, and organizational effectiveness.

• Experience partnering with Total Rewards and business leaders on the design, implementation, administration, and communication of variable compensation plans, including incentive eligibility, target setting, and governance.

• Demonstrated comfort leveraging AI-enabled tools and HR technology to streamline workflows, and support the effective delivery of People practices.

• Practical AI fluency and a track record of using AI tools in your own work, with the curiosity to experiment without being asked, the ability to help leaders and teams adopt them responsibly, and sound judgment on privacy, bias, and the limits of AI in people decisions.

• Experience coaching leaders through rigorous performance and calibration conversations, differentiated reward decisions, and organizational change, with fairness, discretion, and empathy.

• Experience advising on organizational design and workforce planning in high-change, outcome-driven environments, including the use of data to balance capacity, cost, and impact.

• Demonstrated ownership, sound judgment, resilience, curiosity, adaptability, and the ability to operate effectively in ambiguity and rapid change.

• Demonstrated ability to manage highly complex employee relations matters with sound judgment.

• Strong consulting, coaching, and influencing skills, with trusted partnerships at the senior leadership level.

• Excellent analytical and strategic thinking skills, with the ability to anticipate organizational needs and propose solutions.

• Business acumen with the ability to align people strategies to long-term business goals.

• Proficiency with HR systems and AI tools (HRIS, payroll, LMS, collaboration platforms).

• Excellent communication skills, with the ability to deliver confidently at the senior leadership level.

• Why Join AlayaCare?

• Work With Purpose

• At AlayaCare, you’ll help build technology that empowers care providers and improves outcomes for patients and families. Every line of code and every customer interaction contributes to making care more connected, accessible, and human.

• Grow in a High-Trust Culture

• We believe in transparency, feedback, and assuming positive intent. Here, you’ll feel safe to share your ideas and career goals, and be supported to achieve them through mentorship, career mobility, and a promote-from-within philosophy.

• Balance That Works for You

• We value flexibility and well-being. From Wellness Fridays to volunteer time off, to flexible vacation, we make sure you have the space to recharge, contribute to your community, and live your best life.

• Benefits That Matter

• Equity in a well-funded, scaling company.

• Comprehensive health benefits, telemedicine, and lifestyle spending accounts.

• Parental leave top-up and family support programs.

• Inclusive by Design

• We celebrate diverse perspectives and foster belonging through our DEIB initiatives. Employee-led events, summits, and social activities, both in-person and virtual, create meaningful connections across our global teams.

• Location and Work Model

• This role is based in Toronto. At AlayaCare, our hybrid model includes 2 set in-office collaboration days/week, and it is expected that team members are present in the office on those days to foster connection, innovation, and teamwork.