Human Resources Business Partner

The Human Resources Business Partner (HRBP) supports the delivery of effective, responsive HR services across the organization by partnering with managers and program leaders. Reporting to the Director of Human Resources, the HRBP provides practical guidance, implements HR programs, and supports day-to-day HR operations to enable high-quality service delivery to newcomers.

Working within a mission-driven, client-centered environment, the HRBP contributes to a respectful, inclusive, and compliant workplace, recognizing the unique needs of a diverse workforce and the communities served.

Key Responsibilities

1. HR Partnership & Program Support

• Partner with the Director of Human Resources to implement HR strategies, programs, and initiatives that support organizational priorities.
• Act as a primary point of contact for managers, providing day-to-day HR guidance and support.
• Ensure consistent application of HR policies, procedures, and practices across programs.
• Support workforce planning activities, including staffing needs, position changes, and organizational adjustments.
• Monitor HR trends and metrics and share observations and recommendations with the Director of HR.
• Escalate complex or sensitive matters to the Director of HR as appropriate.

2. Employee Relations & Workplace Support

• Provide guidance to managers on employee relations matters, including performance management, attendance, discipline, and conflict resolution.
• Interpret and apply collective agreement, ensuring compliance and consistency in decision-making.
• Support the administration of grievance procedures, including intake, documentation, and participation in meetings.
• Assist in the preparation for and participation in labour-management meetings.
• Support workplace investigations and provide recommendations in alignment with policies and collective agreement provisions.
• Promote respectful, inclusive, and culturally responsive workplace practices.
• Help address employee concerns in a timely and consistent manner, balancing organizational needs with employee well-being.

3. Talent Acquisition & Development

• Lead end-to-end recruitment processes for assigned client groups, including job postings, sourcing, screening, interviewing, and selection.
• Partner with hiring managers to develop job requirements, interview strategies, and candidate evaluation criteria.
• Ensure recruitment processes comply with collective agreement provisions, where applicable, and promote fair, equitable, and inclusive hiring practices.
• Build talent pipelines and use a variety of sourcing strategies to attract qualified candidates, including those reflecting the diversity of the communities served.
• Coordinate and lead onboarding processes to ensure a positive and effective employee experience.
• Monitor recruitment metrics (e.g., time-to-fill, candidate quality) and identify opportunities for improvement.
• Identify employee development needs and coordinate training initiatives.
• Support performance management processes and assist managers in goal setting, feedback, and development planning.

4. Policy Implementation & Compliance

• Provide interpretation and guidance on HR policies, procedures, and applicable legislation.
• Ensure compliance with employment standards, human rights, occupational health and safety, and accessibility requirements.
• Support the development, update, and communication of HR policies and procedures.
• Maintain accurate HR documentation and records.

5. Compensation, Benefits & HR Operations

• Assist with benefits administration and respond to employee inquiries.
• Support employee wellness and engagement initiatives.

6. Diversity, Equity & Inclusion (DEI)

• Support the implementation of inclusive HR practices that reflect the diversity of the communities served.
• Encourage culturally responsive approaches in employee relations and people management.
• Contribute to initiatives aimed at fostering an inclusive and equitable workplace.

7. Organizational Change & Team Effectiveness

• Support HR aspects of organizational changes, including program adjustments, funding impacts, and staffing transitions.
• Assist managers in navigating change with clear communication and practical support.
• Contribute to initiatives that strengthen team effectiveness and collaboration.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• CHRP/CHRL designation or working toward certification.
• 5+ years of progressive HR experience, ideally in a non-profit, social services, or community-based environment.
• Experience working in diverse and inclusive environments is strongly preferred.
• Experience in unionized settings is an asset.

Knowledge & Skills

• Solid knowledge of employment legislation and HR practices.
• Experience in employee relations, coaching, and conflict resolution.
• Understanding of issues affecting newcomers, immigrants, or refugees is an asset.
• Strong interpersonal and communication skills.
• Ability to manage multiple priorities and respond to evolving organizational needs.
• Demonstrated cultural competence and sensitivity.

Core Competencies

• Collaboration & Relationship Building
• Judgment & Problem Solving
• Communication & Influence
• Cultural Competence & Inclusion
• Accountability & Integrity
• Adaptability

Working Conditions

• On-site
• Regular interaction with diverse employee groups and communities.

Why Join Us

• Contribute to meaningful work supporting newcomers and community integration.
• Be part of a collaborative, mission-focused organization.
• Opportunities for professional growth and development.
• Commitment to equity, diversity, and inclusion.