Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor to Hospital leadership, HR colleagues, employees, and union representatives. The HRBP fosters a workplace culture that prioritizes employee engagement, operational efficiency, and compliance with regulatory and collective agreement requirements. This role acts as a strategic partner in supporting leaders to drive a high-performance culture by providing guidance on a variety of topics, including organizational design and workforce planning, grievance/risk mitigation, and support of other employment-related matters, while ensuring alignment with the Hospital’s mission of providing exemplary patient care, always.

The HRBP provides expertise and guidance on Hospital policy administration and interpretation, performance management, investigations and corrective action. The HRBP ensures compliance with Ontario employment laws, collective agreements and best practices in healthcare Human Resources. By championing diversity, equity, and inclusion efforts, the HRBP contributes to an environment that values collaboration, professional growth, and employee well-being within a unionized healthcare setting.

• Build and maintain strong relationships with assigned client groups and union partners to assist with meeting operational needs.
• Respond to enquiries from managers, colleagues, staff and union partners related to a wide-range of employee relations matters and best practice, including collective administration.
• Counsel managers on employee and labour relations practices and provide risk/mitigation advice to their issues.
• Facilitate timely resolution of all employee and labour relations issues while maintaining an appropriate balance between parties to the issue(s).
• Independently suggest solutions to employee and labour relations problems by interpreting collective agreements, policies and procedures.
• Contribute to strategic organizational transformation, such as workforce planning, staff redeployment, and operational restructuring, ensuring minimal disruption and optimal resources allocation.
• Lead investigations into complaints, performance concerns, insubordination, amongst other policy violations from intake, to reporting on the findings, and making recommendations to leadership on outcomes.
• Grievance and dispute resolution management, including supporting our leaders at labour management and grievance meetings, as well as partnering with Employee & Labour Relations colleagues in preparation for mediation/arbitration proceedings.
• Work closely with Health, Wellness and Safety to effectively manage the disability and attendance management process, including supporting return to work plans and accommodations.
• Participate in collective agreement negotiation committees, as required.
• Develop various tools to assist in increasing knowledge and capacity of management and the HR team (data analysis, templates and training materials).
• Facilitate and conduct presentations and/or workshops for management staff.
• Assist in the development of departmental policies and procedures while being mindful of collective agreement obligations and requirements under applicable legislations.