Job Opportunities API

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: Building a best-in-class talent identification and acquisition capability across the Group. Developing scalable HR systems and self-service infrastructure that enable managers to handle routine people processes independently. 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   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.   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.   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.   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).   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 t