HR Business Partner

Human Resources Business Partner

Position Overview

Reporting to the Director, Human Resources, the Human Resources Business Partner (HRBP) will support the organization as a true HR generalist. They will be responsible for day-to-day HR advisory support services, in consultation with the Director. The HRBP is responsible to provide effective customer service and efficient completion of assigned tasks in various functional disciplines including: employee and labour relations, recruitment, onboarding and retention, training and development, performance management, HR policies and procedures, health and safety, compensation programs, and benefit plan and general HR administration.

Essential Job Tasks

Human Resources/Labour Relations

• Support and participate in (at times lead) the employee full-cycle recruitment and onboarding process and ensure hiring practices are followed (e.g., legislation, collective agreements, HR policy).
• Create tools to support effective and consistent recruitment strategies.
• Maintain and update recruitment technologies (databases, job sites, SCOUT Talent system, etc.)
• Ensure legislative compliance is maintained including but not limited to the ESA, AODA, OLRA, OHSA, OHRC and any other applicable legislation.
• Develop and administer terms and conditions of employment for non-union employee groups.
• In consultation with the Director, provide knowledgeable advice and counsel regarding the administration and interpretation of the collective agreement and/or applicable legislation.
• Where requested, and in consultation with the employer bargaining committee, participate in and coordinate the collective bargaining processes, including planning, research and preparation.
• Assist, where requested, in the coordination of the grievance/arbitration process, which may include preparing employer responses, conducting grievance hearings, maintaining complete records.
• Maintain and update seniority lists in accordance with the collective agreement.
• Respond to HR-related complaints and assist (or lead) the investigations process. Prepare reports and recommendations as deemed necessary.
• Build effective working relationships across the organization and multiple site locations, ensuring there’s a known HR presence across the Company, engaging with employees at all levels.
• Assist with the development and implementation of HR policies and procedures.
• Participate on committees as assigned (Labour-Management (LMC), JHSC, etc.).
• Develop and implement training and professional development programs for managers and supervisors. Assist with development and/or coordination of employee training as requested.
• Maintain training records for employee training and professional development.
• Assist with the coordination of performance evaluation processes.
• Develop and maintain accurate, complete and up-to-date HR and employee files and maintain historical HR records by creating a filing system.
• Assist the Director, Health and Safety as may be required from time to time, with the management and coordination of workplace injuries, WSIB reporting and return to work processes.
• Maintain a high level of professionalism and maintain confidentiality at all times.

Benefits and Compensation Administration

• Assist with the administration of group health benefit plans and programs.
• Research and evaluate benefit needs and trends and make recommendations regarding benefit programs.
• Maintain and track eligibility listings and complete enrolment/termination activities.
• Develop/update job descriptions and ensure they are accurate and current.
• Research comparator non-union and union salary information and surveys at regular intervals to ensure the organizations’ pay practices remain competitive in the marketplace.

Additional Responsibilities

• Remain current with regard to professional and technical knowledge/standards and emerging trends in HR, employment law, etc.

• Responsible for collection, analysis and reporting of workforce related metrics as required. :

• Responsible for HR administration, record keeping, etc. and respond to general HR inquiries.

• Other duties as may be assigned.

Required Qualifications

• Degree in Human Resource Management, Industrial Relations or a related field.
• A minimum of two (2) years of progressive work experience in human resources, preferably within a unionized environment, or equivalent.
• Working knowledge of applicable legislation (ESA, OLRA, OHSA, OHRC, Pay Equity Act, etc.).
• Strong attention to detail, analytical, problem-solving, and organizational skills, with a proven ability to prioritize and meet deadlines.
• Excellent communication and interpersonal skills and judgement, with a demonstrated ability to deal with sensitive or confidential matters with discretion.
• Ability to work independently and as part of a team.
• Must have a valid Ontario Driver’s licence and access to reliable transportation.
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