Over 50,000 customers globally trust our end-to-end, cloud-driven networking solutions. They rely on our top-rated services and support to accelerate their digital transformation efforts and deliver unprecedented progress. With double‑digit growth year over year, no provider is better positioned to deliver scalable outcomes than Extreme. Inclusion is one of our core values and in our DNA. We are committed to fostering an inclusive workplace that embraces our differences and creates an atmosphere where all our employees thrive because of their differences, not in spite of them. Location: Canada, West Coast, Remote. Reports to: Global Leader, HR Business Partners. Compensation: 80,000 – 115,000 CAD + Bonus. Role Overview The Human Resources Business Partner (HRBP) plays a critical role in aligning people strategy with business objectives for designated stakeholder groups. The HRBP acts as a trusted advisor to leaders, partnering closely with the broader HR team to deliver high‑impact people solutions. The HRBP anticipates and assesses workforce priorities through thoughtful business and people planning, needs assessment, and action planning. With strong business acumen and collaborative instincts, the HRBP navigates complex, global environments while delivering pragmatic, value‑added HR solutions. Key Responsibilities Partner with business leaders to align people strategy with organizational and corporate goals. Serve as a trusted advisor on all people‑related matters, including workforce planning, organizational design, and change management. Lead and support core HR programs and processes, including performance management, employee relations, organizational effectiveness, and talent development. Diagnose organizational health using data and analytics, including engagement trends, retention risks, and compensation insights. Design and implement scalable people frameworks, processes, and best practices to support growth and new product initiatives. Coach leaders to build strong, engaged teams and effectively manage performance and careers. Drive global HR initiatives and programs with strong program management discipline. Collaborate seamlessly with Centers of Excellence and HR Operations to deliver integrated solutions. Address employee relations and compliance matters with urgency, sound judgment, and a people‑first mindset. Leverage Generative AI tools to automate routine tasks and enable greater focus on strategic HR consulting and advisory work. Maintain the highest level of discretion and confidentiality when handling sensitive information. Qualifications Bachelor’s degree required, with specialized education or training in Human Resources or a related field. 5+ years of HR Business Partner experience, preferably in fast‑paced, global technology organizations. 4+ years of experience building and scaling HR models, frameworks, people processes, and best practices. 4+ years of experience advising senior leaders on organizational design and change management to support evolving business needs. 4+ years of experience leveraging data and analytics to produce and interpret people metrics, compensation analyses, and organizational diagnostics. 4+ years of experience assessing, attracting, and developing top talent, including designing or supporting career leveling and performance management frameworks. 4+ years of experience working across multiple time zones with distributed, hybrid, and global teams, with sensitivity to local practices and cultures. 4+ years of experience managing and delivering complex HR programs in an execution‑focused, hands‑on environment. 4+ years of experience handling employee relations matters and ensuring employment law compliance. We encourage people from under‑represented groups to apply. In keeping with our values, no employee or applicant will face discrimination or harassment based on race, color, ancestry, national origin, religion, age, gender, marital status, domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond protection of these categories, the organization also strives to prevent other subtler forms of inappropriate behavior from ever gaining a foothold. Whether blatant or hidden, barriers to success have no place in the organization. #J-18808-Ljbffr