HR Business Partner

Role purpose: Acts as the key point of contact from HR with his/her assigned internal client groups. Implements programs and supports clients in reaching their HR objectives in order to provide an employee-oriented, high-performance culture.

KEY ACCOUNTABILITIES & ACTIVITIES:

• Builds trusted relationships with the leaders and employees of his/her client groups in the business. Builds strong, positive business relationships with local management and mid-level managers and establishes credibility with employees. Provides excellent customer service while developing and maintaining cooperative and positive working relationships with all key stakeholders, providing the highest possible service to employees.
• Consults with line management and provides day-to-day HR guidance.
• Liaison between his/her client groups and internal HR functional groups (to be known as Centre of Excellence): HR Operations, Compensation & Benefits, Disability management & RTW, Recruiting, Talent & Performance, Learning & Development – i.e. connecting clients with the right resources internally, and also providing input to the COEs on behalf of the business.
• Works with his/her clients to develop People Plans and then provides regular leadership to drive delivery of those plans.
• Supports managers in his/her client groups on organizational structure and design decisions, ensuring any and all changes are properly communicated, documented, and updated in the system. Maintains the work structure by updating job requirements, job descriptions, and org changes (via letters and stat forms) for all client groups.
• Attends client team meetings and activities to deeply understand the client’s business, build relationships, and proactively provide HR support.
• With the assistance of the Performance Culture Team, supports managers in his/her client groups as they roll out performance management, talent and coaching programs. Coaches managers in giving feedback and (when necessary) counseling and disciplining employees. 
• Assists managers in his/her client groups with employee terminations and related documentation, and conducts exit interviews to determine reasons behind voluntary turnover.
• Acts in the capacity of an independent, impartial, confidential resource for staff and managers on Employee & Labour Relations issues in support of an effective, positive work environment. Participates in dispute mediation and collaborates with Managers on determining appropriate actions. Provides guidance on issues, which may include conflict resolution, roles and relationships, performance and training.
• Responsible for the processing and effective administration of all grievance and other union-related processes, including collective agreement negotiations and collective agreement administration. Also responsible for the effective handling and administrative of any other employment related claims raised through outer (non-union) processes (ex. Human Rights complaints, ESA violations or complaints, etc). 
• Provides advice and assistance with respect to HR policies, the Collective Agreement and legislation, ensuring that they are accurately interpreted.
• Conducts employee workplace investigations, developing reports and providing recommendations regarding action/corrective action where and as appropriate.
• Acts as the in-house subject matter expert in Labour Relations. Provides coaching, training and support to Operations, Managers, Supervisors and Leaders in the interpretation and application of the Collective Agreement, as well as best practices in managing a unionized environment.
• Liaises with all employees, departments, and the union. Liaises with the Labour Lawyer with respect to terminations, employee changes, etc.
• Policies, Processes & Procedures: adhere/comply with company policies and procedures; recommend, develop and implement enhancements and improvements to departmental policies and procedures; and ensure that all employees under position leadership, follow all relevant departmental policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner.

KNOWLEGDE, SKILLS & EXPERIENCE:

• Minimum ten years of experience in a Human Resources environment required with the majority of time spent in a unionized environment. Working knowledge of collective agreements is required;
• In-depth working knowledge of HR related legislation, including but not limited to the Ontario Employment Standards Act (ESA); Occupational Health and Safety Act (OHSA), Ontario Human Rights Code (OHRC), Ontario Labour Relations Act (OLRA) etc.
• Team-player with excellent leadership skills, able to motivate others, negotiate effectively, and interact professionally with internal and external stakeholders;
• Analytical, with problem-identification and problem-solving capabilities;
• Ability to work / excel in a fast-paced environment where attention to detail and effective multi-tasking is essential;
• Ability to build strong business acumen and apply this knowledge when making recommendations;
• Proven ability to handle confidential and contentious issues;
• Demonstrated competency in several aspects of HR (i.e. succession planning, performance management, labour relations, coaching, etc.;
• General Computer Skills (e.g. MS Office).

EDUCATION & CERTIFICATION REQUIREMENTS:

• Post Secondary Diploma in a related field required.
• CHRL or equivalent work experience.

COMPETENCIES:

• Building Trust – Builds strong relationships on a foundation of trust, loyalty and authenticity.
• Driving for Results – Relentlessly pursues quantifiable and measurable results: identifies areas for improvement and executes changes as necessary.
• Communication & Listening – Encourages open and honest communication with the team, communicates messages clearly and concisely and listens attentively to others.
• Initiative – Proactively seeks new opportunities and challenges; takes ownership and accountability for enhancing results or minimizing problems.
• Builds Networks – Builds strong relationships with peers, partners and key stakeholders, cultivating meaningful connections.
• Awareness & Insight – Assesses one’s own abilities, understands how actions impact perceptions and thrives within our culture, climate and organization at all levels. 

WORKING CONDITION: Primarily office based with on-site support of remote client groups as necessary.

In accordance with Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act, 2005, accommodation will be provided in all parts of the hiring process. Applicants are required to make their needs known in advance.

We thank all applicants for applying however only those chosen will be contact.