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FirstOntario Credit Union

Human Resources Business Partner

Hamilton, ON, Canada

Pay: Salary Range: $81,110 to $111,527 annually.
Job type: Full-time
Apply by: Oct 23, 2026
Experience: Minimum 7-10 years progressive Human Resources experience.
Posting language: English
Posted: Sep 23, 2026

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Applications open in a new tab.

Original job description

Why FirstOntario?

Competitive compensation packages
Top-tier health and wellness benefits, including comprehensive benefits packages, a yearly health spending account and personal spending account
Enhanced mental health benefits through SunLife and TELUS Health
Flex-work environment
Company-wide Employee Volunteer program (Blue Wave Program)
Employee and Family Assistance Program

Job Overview

The Human Resources Business Partner (HR Partner) is a trusted advisor and strategic business partner responsible for supporting leaders and employees across the organization. This role plays a critical part in advancing organizational effectiveness, fostering a positive employee experience, and ensuring alignment between business objectives and people strategies.

The HR Business Partner serves as the lead resource for labour and employee relations matters, partnering closely with leaders to navigate complex workplace situations while ensuring compliance with collective agreements, employment legislation, and organizational policies. In addition, this role drives continuous improvement initiatives, enhances HR processes, identifies opportunities for greater efficiency, and supports key people programs that enable organizational success.

The successful candidate is a highly collaborative, solutions-focused HR professional who balances strategic thinking with operational execution and excels in a fast-paced, evolving environment.

Key Responsibilities

Strategic Business Partnership

Build strong relationships with leaders and provide proactive HR guidance aligned to business objectives.
Partner with departments to identify workforce challenges and develop people strategies that support organizational goals.
Coach leaders on performance management, employee engagement, talent development, organizational effectiveness, and change management.
Analyze workforce trends and provide recommendations to improve organizational performance and employee experience.
Support organizational change initiatives, restructures, workforce planning, and business transformation efforts.

Labour and Employee Relations

Act as the primary HR resource for labour relations matters across the organization.
Interpret and administer collective agreements, organizational policies, and employment legislation.
Provide strategic advice and support to leaders regarding discipline, attendance management, performance concerns, workplace investigations, accommodations, conflict resolution, and grievance management.
Participate in grievance meetings and provide support during arbitration preparation and proceedings.
Partner with union representatives to foster positive labour-management relationships and resolve workplace issues collaboratively.
Support collective bargaining preparation and negotiations as required.
Identify and mitigate employee relations risks through proactive recommendations and coaching.

Process Improvement and Operational Excellence

Continuously evaluate HR processes, policies, and practices to identify opportunities for increased efficiency, consistency, and effectiveness.
Lead and support process improvement initiatives that enhance service delivery and employee experience.
Utilize HR metrics and data to identify trends, measure outcomes, and inform decision-making.
Develop and implement streamlined workflows, tools, and resources for leaders and employees.
Contribute to the development and enhancement of HR programs, policies, and procedures.

Talent Management And Employee Experience

Partner with leaders on recruitment, succession planning, talent assessment, retention strategies, and workforce planning.
Support performance management processes, including coaching, development planning, and talent reviews.
Facilitate employee development initiatives and organizational learning programs.
Drive initiatives that support employee engagement, culture enhancement, and organizational effectiveness.
Collaborate with employees and leaders to foster an inclusive, respectful, and high-performing workplace.

Compliance and Risk Management

Ensure compliance with employment standards, human rights legislation, occupational health and safety requirements, and organizational policies.
Conduct workplace investigations and provide recommendations to resolve employee concerns and mitigate organizational risk.
Support accommodation and return-to-work processes in collaboration with employees, leaders, and external providers.
Maintain accurate documentation and records related to employee and labour relations matters.

Leadership and Special Projects

Act as a mentor and resource for HR team members.
Lead or participate in strategic HR projects and organizational initiatives.
Support the implementation of new HR programs, technologies, and best practices.
Contribute to the overall success and continuous evolution of the People & Culture function.

Qualifications

Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or related field.
CHRP, CHRL, or CHRE designation preferred.
Minimum 7-10 years progressive Human Resources experience.
Significant experience supporting a unionized environment and managing labour relations matters.
Experience interpreting and administering collective agreements.
Demonstrated success partnering with business leaders to solve complex people and organizational challenges.
Experience leading workplace investigations, grievance management, accommodations, and performance management processes.
Proven experience driving process improvement and operational efficiency initiatives.
Experience within financial services, regulated industries, or customer-focused organizations is considered an asset.

Knowledge, Skills & Competencies

Strong knowledge of labour relations principles and employment legislation.
Exceptional relationship-building and stakeholder management skills.
Ability to influence and coach leaders at all levels of the organization.
Strong conflict resolution, negotiation, and problem-solving capabilities.
Excellent judgment, discretion, and decision-making skills.
Proven ability to manage competing priorities in a fast-paced environment.
Strong analytical and business acumen with the ability to leverage data for decision-making.
Demonstrated commitment to continuous improvement and operational excellence.
Excellent written and verbal communication skills.
High level of professionalism, integrity, and confidentiality.

This posting is for an existing vacancy.

Salary Range: $81,110 to $111,527 annually.

Compensation for this role reflects a combination of skills, experience, and internal equity. Those whose experience more closely aligns the role's requirements may be placed higher within the salary range. You will learn more about FirstOntario Credit Union's total rewards package during the interview process.

Our inclusive work environment welcomes diversity and supports accessibility. If you require accommodation at any time during the recruitment process, please let us know.

#FOSJ

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More about this job

Responsibilities

The HR Business Partner acts as a strategic advisor to support organizational effectiveness and align people strategies with business objectives. This role leads labour and employee relations, manages workplace investigations, and drives continuous improvement in HR processes and programs.

Requirements

Candidates must have a bachelor's degree in Human Resources or a related field and 7-10 years of progressive HR experience. Significant experience in a unionized environment, including interpreting collective agreements and managing labour relations, is required.

Skills

Labour relations
Employee relations
Strategic business partnership
Performance management
Change management
Workplace investigations
Conflict resolution
Talent management
Process improvement
HR metrics
Stakeholder management
Coaching
Employment legislation
Negotiation
Data analysis

Benefits

Competitive compensation
Health and wellness benefits
Health spending account
Personal spending account
Mental health benefits
Flex-work environment
Employee volunteer program
Employee and family assistance program

Visa sponsorship

Not detected in the job text

Keywords

Human Resources
Labour Relations
Employee Relations
CHRP
CHRL
CHRE
Collective Agreements
Performance Management
Talent Development
Change Management
Workplace Investigations
Grievance Management
HR Metrics
Process Improvement
Succession Planning
Recruitment
Employment Standards
Human Rights Legislation
Occupational Health and Safety
Financial Services
Strategic Partnership
Conflict Resolution
Negotiation
Business Acumen
Data Analysis
Workforce Planning
Employee Engagement
Organizational Effectiveness
Discipline Management
Attendance Management

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