Position Description: 

 

Reporting to the Manager, People and Culture, the People and Culture Business Partner provides a full range of people services and guidance to leadership and staff within a specific portfolio. The main focus of this position is supporting and implementing the employee/labour relations strategy, including grievance/arbitration administration, collective agreement interpretation (e.g., ONA, OPSEU, SEIU), investigations, and responses. The position provides daily expertise, support, and advice to leaders in addressing all matters related to people operations. Using knowledge and techniques in the areas of employee/labour relations, attendance management, performance management and organizational development, the P&C Business Partner contributes significantly to the organization’s culture and people strategy objectives. 

 

 

Liaising with leaders and employees on a daily basis, the P&C Business Partner provides support and counsel on a broad variety of human resources matters, including but not limited to:

Employee and Labour Relations

• Partners with leadership on HR solutions aligned with HHCC’s People Strategy, mission and strategic plan.
• Advises on employee and labour relations, policies and collective agreements; support dispute resolution, complaints, grievances, arbitration and investigations.
• Guides leaders on performance management, coaching, career development and disciplinary actions while strengthening employee relationships, engagement and retention.
• Monitors employment and labour legislation compliance; advises on leaves, sick leave, return-to-work plans and accommodation to manage sick leave costs.
• Works with union representatives to resolve employee/labour relations matters promptly, balancing employee and management support and fostering a culture guided by HHCC Values.

Recruitment and Retention

• Partners with the Talent Acquisition Specialist (TAS) to advise hiring managers on employee/labour relations and special work arrangements.
• Utilizes employee data, including exit interviews, survey results and turnover analytics, with TAS support to improve engagement, performance and retention.

Occupational Health and Safety

• Collaborates with the Occupational Health and Safety team to support Ontario Occupational Health and Safety Act compliance, reporting and WSIB claims.
• Works with Occupational Health, leaders and employees to develop safe and successful return-to-work and modified work plans.
• Promotes compliance with Ministry of Labour standards and legislation related to health and safety, workplace violence, accommodation and AODA.

Organizational Development/Training & Development

• Collaborates with the Talent Management team on initiatives and programs.
• Coaches leaders on people management, leadership, performance and the P&C implications of business decisions, aligning employees with business unit goals.
• Supports change, employee empowerment, accountability, continuous improvement and learning through programs that strengthen employee contributions and engagement.

 

 

• University Degree, relevant program of studies in Human Resources Management or a combination of education and relevant work experience.
• CHRP or CHRL designation required (or working towards).
• Minimum of five (5) years’ experience in a generalist Human Resources capacity or other relevant work experience.
• Significant experience in human resources in a unionized environment (preferably within healthcare/public sector).
• Well experienced in areas of grievance handling, investigations, conflict resolution, performance management, accommodations and modified work placements.,.
• Expert knowledge of employment and labour legislation.
• Some knowledge of organizational development and change management theories and practices.
• Demonstrated excellent communication (oral and written), interpersonal, facilitation and organizational skills with superior conflict resolution
• Demonstrated proficiency in problem solving skills.
• Strong presentation skills and analytical skills, ability to perform tasks with minimal supervision, ability to work with all levels of management, proven ability to successfully manage organizational change, creative forward thinker.
• Demonstrated ability to exercise tact and sound professional judgment when responding to matters concerning sensitive personal information.
• Knowledge of HR tools and systems available to support HR reporting and employee information (e.g. HRIS, MS Office etc.)
• Certification in health and safety would be an asset.

 

  

We are hiring for an existing vacancy.