Role DescriptionThe Human Resources Business Partner (HRBP) provides dedicated HR support for the client group's internal customers by providing exceptional services that pro-actively affect high impact HR strategies in support of a high performing culture. This role will provide support to internal customers who are full time VGCA employees, SLA roles, and contract roles. The HRBP will provide a lead role in coaching people leaders and employees on the following: employee onboarding / off-boarding; employee relations; employee engagement; employee development; performance management; coaching for leaders and employees; pay administration; recruitment, and policy administration and implementation of a variety of key human resources initiatives and projects that support the needs of the business.
Salary Range: $75,000.00 - $105,000.00. Salary range is dependent on factors such as industry-based experience, skills, training, credentials, and other qualifications. Actual pay may vary based on experience, education, and internal compensation practices.
Duties & Responsibilities- Provide coaching to leaders in support of employee development, employee engagement and retention, performance management, and/or employee relations and hold regular meetings as needed.
- Guide, provide coaching to, and participate with managers to facilitate performance, policy, disciplinary and other complex issues with employees.
- Work with Legal Counsel and Manager, Organizational Development on investigations and complex employee matters, and take action to protect the interest of employees and the Company in accordance with Company policies and governmental laws and regulations.
- Administer leaves of absence, disability, maternity/parental, workers compensation, and work with outsourced disability management providers and/or WSIB to establish safe return to work plan
- Work with leaders to plan for new or replacement positions and secure necessary approvals to begin the recruitment process.
- Work collaboratively with Talent Acquisition colleagues to ensure clients' positions are filled with qualified and diverse candidates in a timely manner; prepare organizational announcements for departmental changes.
- Work with hiring managers to ensure that those hired are effectively on-boarded into the organization, hold onboarding meetings and consultation meetings with each new hire and manager
- Full support and administration of temporary contract employees.
- Collaborate with Total Rewards function on salary recommendations, job evaluations, market/equity analyses and pay adjustments needed to reward and retain talent.
- Collaborate with the Manager, Organizational Development to promote efforts to measure employee satisfaction within supported client groups, and facilitate action planning to improve employee engagement. Identify issues and opportunities for improvement and recommend strategies and interventions.
- Administer leaves of absence, disability, maternity/parental, workers compensation, and work with outsourced disability management providers and/or WSIB to establish safe return to work plan
- Serve as employee first point of contact to address HR related inquiries or issues, answer questions, and process requests concerning HR policies, benefits, payroll and leaves of absence or other.
- Administer the employee separation process including terminations, retirements, departure information and exit interviews.
- Support HR initiatives that are related to key components of HR strategy such as employee satisfaction survey, total rewards, training and development, and employment brand awareness.
- Full support and administration of temporary contract employees.
- Work closely with Payroll function to ensure updates affecting employee compensation, taxable benefits, employee perks and benefits are administered accurately
Qualifications- Post-Secondary education in Human Resources Management, Business Adminstration or a related field
- 5+ years of prior Human Resources experience in an environment supporting multiple business units
- Exceptionally strong decision making skills
- Robust knowledge of provincial employment legislation
- Ability to influence employees on different levels of the organization
- Comfortable presenting to both small and large audiences
- Ability to act as a Change Agent
