Human Resource Business Partner

Purpose of the Role

TrustFlight is at the forefront of digitizing the aviation industry through intelligent workflow applications that automate operating and maintenance processes. As a rapidly growing, self-funded, and consistently profitable international technology business, we are building a high-performance culture that gives people the freedom to create, innovate, and influence how we work.

The HR Business Partner (HRBP) will provide strategic and operational HR support to the Canadian business while also holding Group-wide functional accountability in three critical areas:

1. Building a best-in-class talent identification and acquisition capability across the Group.

2. Developing scalable HR systems and self-service infrastructure that enable managers to handle routine people processes independently.

3. Embedding a learning and development culture across the Group — ensuring employees have access to structured development pathways, compliance learning, and growth opportunities that build capability and support retention.

The role is proactive, data-informed, and focused on creating frictionless HR experiences in a fast-growing, multi-national SaaS environment.

Scope & Decision-Making Authority

• Provides HR partnership and guidance across the Canadian business and Group-wide functional initiatives.

• Owns the design and continuous improvement of talent acquisition processes, HR workflows, and manager self-service tools.

• Advises leaders on workforce planning, organizational design, employee relations, performance management, and talent development.

• Has authority to recommend HR policy improvements, system enhancements, and people strategies aligned with business objectives.

Key Relationships

Internal

• Executive leadership team

• Department managers and team leads

• People / HR team members

• Employees across UK and Canada operations

External

• Recruitment partners and agencies

• Universities and professional networks

• HRIS and LMS vendors

• Employment law and benefits providers

Key Responsibilities

1. Strategic Partnership

·       Collaborate with departmental leaders to understand business objectives and provide HR insights that drive effective decision-making.

·       Partner with leadership on workforce planning, talent management, and organizational design to align staffing and structure with strategic goals.

2. Employee Relations

·       Provide day-to-day support and guidance to managers and employees on employee relations matters, conflict resolution, and performance management.

·       Act as a trusted advisor to leaders and employees, ensuring fair and consistent application of company policies and employment laws.

3. Talent Management & Acquisition

·       Lead end-to-end talent acquisition across the Group, including role profiling, sourcing strategy, assessment support, and candidate experience.

·       Build proactive talent pipelines through talent mapping, referral programmes, and partnerships with universities and professional networks.

·       Provide expertise in sourcing SaaS and software talent across engineering, product, and commercial functions.

4. HR Systems & Self-Service Infrastructure

·       Design and implement scalable HR processes, templates, and digital tools that enable managers to manage routine people processes independently.

·       Reduce transactional HR workload by building manager capability and effective self-service solutions.

·       Own configuration and continuous improvement of HRIS workflows (currently HiBob and Leapsome).

5. Employee Engagement & Retention

·       Develop and implement engagement strategies tailored to team and business needs.

·       Assess employee morale through surveys, focus groups, and feedback mechanisms, partnering with leaders to address themes and retain top talent.

6. HR Analytics & Reporting

·       Use HR data and metrics to provide insights on performance, retention, engagement, and workforce trends.

·       Produce reporting on key HR metrics such as turnover, headcount, hiring activity, and employee satisfaction.

7. Compliance & Policy Management

·       Ensure compliance with Canadian and UK employment laws and HR best practices.

·       Support the development, implementation, and communication of HR policies and procedures.

8. Talent Development & Succession

·       Build and maintain succession planning frameworks for key roles within the Canadian business.

·       Partner with managers to design structured onboarding and development plans that accelerate employee effectiveness.

9. Learning Management & L&D Administration

·      Administer and continuously develop the Group LMS (currently Kallidus), including content curation, course configuration, user management, and learner experience optimisation — ensuring learning content is current, accessible, role-relevant, and aligned to both business priorities and regulatory compliance requirements.

·      Track and report on mandatory compliance training completion rates, identify skill and knowledge gaps through platform analytics and performance data, and champion a culture of continuous learning — embedding development in the flow of work through targeted interventions, blended learning approaches, and manager-led development conversations that drive measurable behaviour change.

·      Design, coordinate, and evaluate Group-wide learning and development programmes — including induction, leadership development, technical upskilling, and behavioural skills pathways — partnering with managers to conduct learning needs analysis, procure or create appropriate learning solutions, and measure impact against defined learning objectives and business outcomes.

Key Metrics for Success

·       Time-to-fill and quality-of-hire metrics for key roles.

·       Manager adoption of HR self-service tools and workflows.

·       Reduction in transactional HR queries and manual processes.

·       Employee engagement and retention trends.

·       Compliance and completion rates for mandatory training and HR processes.

·       Accuracy and usefulness of HR reporting and analytics.