Human Resources Business Partner
Reporting to the Manager, Human Resources, this position is responsible for providing a full range of Human Resources (HR) leadership for management and staff. The position provides Human Resources expertise, knowledge, and consultation to managers in addressing all matters related to people. Using knowledge and techniques in the areas of employee and labour relations, attendance management, performance management and organizational development, the HR Business Partner contributes significantly to the organization’s business objectives and culture.
Liaising with managers and employees on a day-to-day basis, the HR Business Partner provides support and counsel on a broad variety of HR issues, including but not limited to:
- Provides support for employee/labour relations issues, including internal dispute resolution, policy/procedure interpretation, Collective Agreement interpretation, counselling and actively participating in the handling of complaints, grievances, investigations etc. Provides day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions). Builds strong relationships with managers and employees to improve work relationships, builds morale, increases employee commitment, engagement, productivity and retention.
- Maintains awareness of, and communicates as necessary, relevant provincial employment and labour legislation; monitors for compliance with applicable legislation. Provides advice on and coordinates leaves of absence (STD, LTD, pregnancy, parental, personal, compassionate care, bereavement, etc.) according to the appropriate legislation, policies and/or collective agreement. Provides advice to managers on sick leave cases, which may require developing return to work plans and/or workplace accommodation to ensure that sick leave costs are contained. Develops strong communication platforms that help foster a positive culture, using the HHCC Values as a guide.
Recruitment and Retention
- Responsible for providing advice and guidance to the hiring manager in junction with the Talent Acquisition Specialist (TAS), on assisting with special work arrangements (e.g., job sharing, modified work arrangements, etc.)
- Leverages employee data with support from the Talent Acquisition Specialist (TAS) (e.g., exit interviews, survey results, turnover analytics) to improve employee engagement, performance and retention within the hospital.
Occupational Health and Safety
- Ensures compliance with the Occupational Health and Safety Act of Ontario including providing support to the reporting and WSIB claims processes.
- Assists in the return to work process working closely with Occupational Health, the manager, and the employee to finalize return to work plans, including modified plans.
- Promotes and maintains compliance on Ministry of Labour standards and with required legislation related to Health & Safety, workplace violence, workplace accommodation and AODA.
Organizational Development/Training & Development
- Coaches managers in effective employee performance management, alignment and engagement of employees in the delivery of business unit goals and overall talent management.
- Act as a change agent in the creation of a workplace culture, employee empowerment, accountability, continuous improvement, and ongoing learning.
- Proactively manages the identification and resolution of team-related issues
- Influences and guides managers on the HR implications of business decisions and on all aspects of people-management and leadership. Drives programs and processes that facilitate change and optimize the contributions and engagement level of employees.
The successful candidate will possess the following:
- University Degree, relevant program of studies in Human Resources Management or recognized equivalent work experience.
- CHRP, CHRL or CTDP designation required (or working towards).
- Minimum of five (5) years’ experience in a generalist Human Resources capacity or other relevant work experience.
- Significant experience in HR in a unionized environment
- Experience in areas of grievance handling, recruitment, accommodation / modified work placements, conflict resolution, displacements / terminations.
- Expert knowledge of employment and labour legislation.
- Knowledge of organizational development and change management theories and practices
- Demonstrated proficiency in problem solving skills.
- Demonstrated excellent communication (oral and written), interpersonal, facilitation and organizational skills with superior conflict resolution
- Strong presentation skills and analytical skills, ability to perform tasks with minimal supervision, ability to work with all levels of management, proven ability to successfully manage organizational change, creative forward thinker.
- Demonstrated ability to exercise tact and sound professional judgment when responding to matters concerning sensitive personal information
- Knowledge of HR tools and systems available to support HR reporting and employee information (e.g., HRIS, MS Word, Workopolis, Indeed etc.)
- Certification in health and safety would be an asset.