Job Description

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 & Benefits 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: $65,500.00-$72,000.00 per year

Benefits:

Dental care Employee assistance program Extended health care On-site parking Paid time off
Work Location: In person