Job Title: HR Business Partner - Talent & Employee Relations
Location: Cambridge, ON (In-Office)
Position Type: Full time Regular
Vacancy Status: This position will be Vacant in November
AI Disclosure in Hiring: Artificial intelligence (AI) may be used to assist with certain aspects of the recruitment process, including the initial review and screening of applications. Final hiring decisions are made by Human Resources and hiring managers.

Role Summary

The HR Business Partner is a hands‑on role at the Cambridge site that combines direct delivery of HR services with practical advice and coaching for leaders on their people matters. A collaborative member of the Human Resources team, the role owns the talent lifecycle day to day, from recruiting and onboarding through performance, development, succession and offboarding, and handles the site’s day‑to‑day employee and labour relations. The role also administers pension and benefits and manages WSIB claims.

The Director, Human Resources owns site‑level HR strategy, collective bargaining, arbitrations and complex employee and labour relations matters, with the HR Business Partner providing hands‑on support and escalating issues as appropriate. Working alongside the Director and other HR team members, the HR Business Partner spots people issues early, gives managers practical, compliant advice and does the work to put HR programs and practices in place. The role supports both non‑union and unionized employees, applying Bimeda policies and procedures and the collective agreement consistently to minimize risk and ensure compliance with legislative requirements.

Key Role Specific Requirements

Day‑to‑Day Partnership with Leaders

- Be visible and accessible on site,



building trusted relationships with leaders, managers and staff and learning the business’s operations, priorities and workforce needs first‑hand.
- Work with leaders to turn departmental and Bimeda objectives into practical people actions and help carry them out.
- Act as the go‑to advisor and coach for managers on people decisions, communication and the application of HR policies and programs, stepping in to help with difficult conversations when needed.
- Pull and review workforce data, BambooHR reports and employee feedback to spot issues and give leaders practical, fact‑based recommendations.

Employee and Labour Relations

- Advise and coach managers and staff on performance management, conflict resolution, progressive discipline, attendance management, accommodations and return to work, and handle cases hands‑on, from preparing documentation to attending meetings.
- Apply Bimeda policies and procedures for non‑union staff and the collective agreement for unionized staff, and advise managers on how to do the same.
- Conduct workplace investigations, including workplace conflict, harassment and workplace violence assessments, from interviews through findings and recommendations, and support the Director on more complex matters.
- Respond to and help resolve grievances,



and support the Director through arbitration and collective bargaining with research, documentation and preparation.
- Build effective day‑to‑day working relationships with leaders, senior management and union representatives.
- Recommend fair and compliant approaches, and keep thorough documentation and confidentiality on every file.

Compliance and Risk Management

- Advise and train managers and staff on current and evolving legislation, including the Employment Standards Act, Labour Relations Act, Human Rights Code, Occupational Health and Safety Act, Pay Equity Act and the Accessibility for Ontarians with Disabilities Act, so day‑to‑day decisions minimize risk and stay compliant.
- Flag risks early and do the due diligence on files to protect Bimeda from unnecessary legal challenges regarding employment issues.
- Liaise directly with legal, professional, community and government organizations and agencies.
- Follow, write and update HR standard operating procedures (SOPs), policies and guidelines that bring efficiency and continuity to how HR work is done and help people managers act with speed, consistency and compliance.

Talent Acquisition and Onboarding

- Own full‑cycle recruitment, from workforce need and role definition through sourcing, selection, interviewing, offer and onboarding.
- Work with hiring managers to define role requirements, write job postings and selection criteria, and source candidates through job boards, social media, networks, agencies and internal talent.
- Screen candidates, schedule and conduct interviews, and coach hiring managers on fair, consistent and legally compliant selection decisions.
- Prepare and extend offers, including salary positioning in line with

📌 HR Business Partner (Cambridge)
🏢 Bimeda
📍 Cambridge