Position Summary

The Human Resources Business Partner (HRBP) plays a pivotal role in aligning the organization’s people strategy with its mission and operational goals. Reporting directly to the Associate Director of Human Resources (ADHR), the HRBP serves as a trusted advisor to program and administrative leaders, providing proactive support and guidance across all areas of human resources.

This role is both strategic and hands-on, ensuring consistent and compliant application of HR policies, procedures, and best practices. The HRBP supports leadership in fostering an inclusive, engaged, and high-performing workplace culture that reflects the organization’s values and mission.

Key Responsibilities

1. Strategic Partnership & Advisory

- Partner with program and administrative leaders to understand workforce needs and implement HR strategies that support organizational goals.
- Serve as a key HR advisor on organizational change, workforce planning, employee engagement, and culture initiatives.
- Collaborate closely with the ADHR in developing and rolling out HR programs that enhance employee experience and organizational effectiveness.
- Act as a liaison between management and employees to promote transparency, trust, and collaboration.

2. Talent Acquisition, Onboarding, and Orientation

- Lead end-to-end recruitment processes, ensuring equitable, efficient, and mission-aligned hiring practices.
- Support hiring managers in developing job descriptions, screening candidates, and participating in interviews.
- Oversee onboarding and orientation processes to ensure new hires are effectively integrated into the organization.
- Maintain recruitment metrics and ensure compliance with hiring policies and equity standards.

3. Training, Development & Performance Management

- Collaborate with managers to identify training needs and implement capacity-building initiatives.
- Support the development and delivery of employee training programs aligned with organizational objectives.
- Facilitate the annual performance management cycle, including goal setting, evaluations, and development planning.




- Coach managers and employees on performance feedback and continuous improvement practices.

4. Compensation & Advantages Administration

- Assist the ADHR in administering and communicating compensation and benefits programs.
- Support salary reviews, job evaluations, and benefits renewals to ensure fairness and compliance.
- Address employee inquiries regarding benefits and compensation with professionalism and accuracy.

5. Labour & Employee Relations

- Act as the first point of contact for labour relations matters, working collaboratively with union stewards and representatives.
- Support grievance handling, investigations, and conflict resolution processes in accordance with collective agreements and employment law.
- Advise leaders on the interpretation and application of HR policies, collective agreements, and employment standards.
- Promote fair, respectful, and consistent employee relations practices across the organization.

6. HR Policy Compliance & Administration

- Ensure consistent interpretation and application of HR policies and procedures.
- Monitor compliance with legal, regulatory, and organizational HR standards.
- Recommend updates and improvements to HR policies to reflect evolving best practices.
- Support the ADHR in internal HR audits and risk mitigation initiatives.

7. HRIS Management & Records Administration

- Administer the HR Information System (HRIS), ensuring accuracy, integrity, and confidentiality of data.
- Maintain complete and organized employee master files, contracts, credentials, and training records.
- Generate HR data reports, track key HR metrics, and prepare regular HR dashboards for leadership review.

8. Health, Safety & Wellness

- Actively participate in the organization’s Health, Safety,



and Environment (HSE) Committee.
- Support implementation of health and safety initiatives and compliance with workplace safety regulations.
- Contribute to wellness and mental health initiatives that promote employee wellbeing.

9. HR Metrics, Reporting & Continuous Improvement

- Develop, monitor, and analyze HR metrics such as turnover, absenteeism, recruitment timelines, and training participation.
- Provide data-driven insights and recommendations to the ADHR and senior leadership.
- Continuously seek opportunities to streamline HR processes and enhance service delivery.

10. Staff Scheduling & Workforce Management:

- Oversee staff scheduling processes, monitor overtime utilization, administer return-to-work programs, and provide guidance and oversight to scheduling staff to ensure efficient and compliant workforce deployment.

Qualifications & Experience

Education & Credentials:

- Bachelor’s degree in Human Resources, Business Administration, or a related field required.
- CPHR or CHRL designation (or eligibility) preferred.

Experience:

- Minimum 5–7 years of progressive HR generalist experience, preferably in a nonprofit or public sector organization.
- Experience working in a unionized environment and managing labour relations matters.
- Demonstrated success in partnering with management teams to deliver HR solutions.
- Hands-on experience with HRIS platforms and HR metrics reporting.

Knowledge, Skills & Abilities:

- Strong knowledge of employment standards, human rights, and labour legislation.
- Excellent interpersonal, communication, and conflict-resolution skills.
- Demonstrated ability to maintain confidentiality and use sound judgment.
- Analytical mindset with the ability to translate HR data into actionable insights.
- Commitment to equity, inclusion, and continuous learning.

Job Types: Full-time, Permanent

Pay: $52,780.00-$58,240.00 per year

Benefits:

- Dental care
- Employee assistance program
- Extended health care
- On-site parking
- Paid time off

Work Location: In person

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