Senior HR Business Partner

2 Positions Available

The moment is now. The place is Seneca.

Are you an experienced Senior HR Business Partner, and transformational leader? Are you ready to become part of our determined, focused and energized Human Resources team? If so, you will be joining a team committed to addressing the great challenges of our time – climate change, inequity and rebuilding the economy – while navigating through the pandemic safely. As a renewed Seneca, we deliver a great polytechnic education that combines rigorous academics with practical training across a wide range of careers and professions.

As an innovator, now is your chance to have an impact on the future of Seneca and make your mark in HR. Join us and be part of a team that is boldly taking on the challenge of transforming our HR systems and processes to provide a great employee and student experience. By applying today, you will have a chance to play a critical role in driving the multiyear evolution of our operating model, organizational structure, HR processes, and HR technology.

Are you ready to meet us at the forefront of this endeavour as we embark on a significant transformational journey? 

Now is your moment!

Position Summary

Reporting to the Director, Business HR, the Senior HR Business Partner (Senior HRBP) leads, inspires, coaches, and works in partnership with leaders, the wider HR team and key stakeholders to proactively shape, develop and deliver HR plans, strategies and solutions in line with the needs and strategic priorities of Seneca.  

The Senior HRBP maintains an in-depth understanding of the client’s workforce profile, key priorities, business strategies, and workforce trends to lead the provision of relevant and constructive advice and support services.

The Senior HRBP adopts an agile approach in developing relationships and influencing decision-making to support senior leaders with a focus on organizational and people capability building, workforce planning, long-term resource, and talent management planning, using business insights to drive change in people management practices, leads and advises on the people implications of organizational change and change management. 

The Senior HRBP is responsible for ensuring service delivery is consistent, whilst recognizing the uniqueness of the individual academic and/or service areas of Seneca. The Senior HRBP is proactive, willing to drive improvements and challenge behaviours, providing a professional consultancy service on all HR-related issues and activities, such as acting as an employee champion and change agent, anticipating developmental needs, and working in partnership with managers and colleagues within the wider HR Team to provide evidence-based solutions. The Senior HRBP acts as an Equity, Diversity & Inclusion (EDI) champion to ensure consideration is given to EDI in all areas of work.

Responsibilities

Strategic HR Support and Coaching:

• Partner with senior leaders to understand the priorities of the business, manage risks and understand constraints on performance, and to design intervention tools and processes to promote action.
• Interface with the business to understand issues and needs and advise on the implications of decisions.
• Establish working relationships with key stakeholders including the HR Leadership Team, HR Operations, HR Communities of Expertise (CoEs), senior leaders, and others as appropriate.
• Provide advice on complex issues and consultative services on complex people matters.
• Lead the annual performance planning and review processes and procedures, and facilitate the annual performance calibration discussions with leadership to ensure a fair and transparent process for employees.
• Provide support with performance management and feedback processes, providing value-added advice to managers on how to support the development of effective coaching relationships with employees to improve employee performance.
• Identify and escalate opportunities for improvement, resulting in a better client experience and alignment with HR strategy and objectives.

Organizational Design, Workforce Strategies and Planning:

• Lead complex organizational reviews and design, and make recommendations related to changes and evolutions in organizational structures and work processes to enhance strategic, operational, and service goals and support the implementation while ensuring adherence to all collective agreements, policies, and legislative requirements.
• Design, develop and implement tools to standardize and formalize the organizational review and design processes. 
• Designs discovery process to capture business needs and required capabilities. 
• Advise and support the leadership team in the development and updating of job descriptions.
• Support with assessment and planning of future staffing and workforce needs and achieve optimum workforce profile through a comprehensive range of people management practices. 

Human Resources Solutions

• Analyses issues, data, and trends to identify and manage risk, and make recommendations on solutions to the relevant CoE(s).
• Implement and customize CoE-initiated programs to ensure business unit needs are met while remaining compliant with policy.
• Explore and identify continuous improvement opportunities to enhance the effectiveness and efficiency of HR services.

Research, Reporting & Leadership

• Conduct research, analysis data, and compose confidential documents, reports, presentations, briefings, and background materials, and make recommendations to the Director, HR Business Partner.
• Provide leadership in developing collaborative teamwork within the group, and with clients and stakeholders across Seneca. 

Qualifications

Education

• A four-year degree in a related discipline to Human Resources Management/Business Administration/Labour Relations, or equivalent experience.
• Prosci Certified Change Practitioner.
• A Certified Human Resources Leaders (CHRL) designation is preferred.
• Organizational Development certification is an asset 

Experience

• Minimum nine (9) years progressively responsible and related generalist experience in Human Resources including Performance Management, Talent
• Management, Business Transformation, and organizational design principles as well as policies and related legislation.
• Experience leading HR programs and projects, including change management responsibilities.

Skills

• Hands-on experience leading complex organizational changes and design.
• Demonstrated internal consulting capability with senior leaders and strong communications skills and influencing ability.
• Strong leadership ability to work effectively with stakeholders at all levels in the organization.
• Analytical skills to assess business requirements and previous experience supporting senior leaders in making data-based business decisions.
• Previous experience supporting organizational business transformation.

Note:  A skills assessment test may be administered during the recruitment process.