HR Business Partner

About the role

About Mortgage Automator Founded in 2017 and headquartered in Toronto, Mortgage Automator is the leading all-in-one SaaS platform purpose-built for private and asset-based lenders. Powering over $95+ billion in funded loans across 400+ lenders, our SOC 2 Type II-certified software streamlines the entire lending lifecycle-from origination and servicing to investor management-enabling clients to reduce risk and operate with unmatched speed and compliance. Fueled by a strategic 2024 investment by BVP Forge , we are entering a dynamic phase of accelerated growth and product expansion, making this the perfect time to join us in redefining the non-bank lending landscape. We are seeking a practical, hands-on HR Business Partner to support day-to-day HR activities while partnering closely with leaders, employees, Talent Acquisition, Payroll, and other internal teams. This role is ideal for an HR professional who can balance strategic thinking with strong execution, providing responsive support across talent acquisition, employee relations, policy interpretation, compliance, HR operations, onboarding, performance management, and employee experience. The HR Business Partner will serve as a trusted point of contact for managers and employees, helping ensure consistent HR practices across the organization. This role will also support policy awareness and compliance across all applicable jurisdictions, including multiple cities and locations across the United States and Canada . The position requires strong judgment, follow-through, attention to detail, and the ability to work independently in a fast-paced environment. Core Competencies Hands-on execution: Comfortable owning work from start to finish and following through on details. Practical judgment: Able to assess situations, identify risk, resolve issues where appropriate, and escalate when needed. Relationship management: Builds trust with leaders, employees, and cross-functional partners. Communication: Communicates clearly, professionally, and with discretion across all levels of the organization. Talent acquisition support: Understands recruitment processes and can partner effectively with hiring managers and Talent Acquisition. Policy and compliance mindset: Applies policies consistently and stays informed on employment requirements across multiple jurisdictions. Payroll support: Understands the importance of accurate, timely information and deadline-driven HR support. Organization and prioritization: Manages competing priorities while maintaining attention to detail. Confidentiality: Handles sensitive employee and business information with professionalism and care. Adaptability: Works effectively in a dynamic environment where priorities may shift. Collaboration: Partners well with Payroll, Talent Acquisition, HR Operations, managers, and senior leadership. HR Business Partner Support Act as a trusted HR partner to managers and employees, providing practical, timely, and professional guidance on day-to-day people matters. Provide coaching and guidance to managers on employee conversations, documentation, performance concerns, policy application, and HR best practices. Support employees and managers with questions related to HR processes, workplace expectations, company policies, employee programs, and general employment matters. Identify people-related risks, trends, and opportunities, escalating complex or sensitive matters to senior leadership when appropriate. Policy Support, Compliance, and Employment Standards Interpret and apply HR policies, procedures, and practices in a consistent, fair, and practical manner. Stay current on company policies and applicable employment standards across all locations where the organization operates, including cities, states, provinces, and countries across the USA and Canada. Support updates, communications, and implementation of HR policies, ensuring leaders and employees understand expectations and requirements. Maintain awareness of jurisdiction-specific requirements related to leaves, accommodations, work authorization, workplace practices, payroll timing, employment documentation, and other HR obligations. Payroll and HR Operations Support Coordinate employee changes, new hire information, terminations, status updates, compensation changes, time-sensitive documentation, and other payroll-impacting actions. Maintain accurate employee records, HR documentation, and case notes with a high level of confidentiality and attention to detail. Support day-to-day HR operations, including employment letters, employee changes, HRIS updates, reporting, onboarding documentation, offboarding activities, and process coordination. HR Systems, Reporting, and Process Improvement Use HR systems to maintain accurate employee information, support reporting needs, and enable informed decision-making. Coordinate recurring HR processes and ensure key activities are completed accurately, consistently, and on time. Support HR audits, complian

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