Director, HR Business Partner

HOOPP (Healthcare of Ontario Pension Plan) • Toronto, ON

72d

About The Position

The Director, Human Resources Business Partner is a strategic leader who acts as a trusted advisor to senior leaders, aligning people strategies with business outcomes and building organizational and leadership capability across the assigned client group(s) in partnership with HR COE’s. In partnership with the Senior Leaders and HR COE’s, the Director, Human Resources Business Partner (HRBP) influences business decisions by translating business strategy into workforce planning, talent and organizational priorities, leads complex matters, and serves as a strategic partner, coach, and advisor to employees and leaders. Leveraging HR analytics and AI-enabled insights, the Director, HRBP anticipates people risks and opportunities, enhances leadership effectiveness, and drives HR priorities. This role is responsible for HR programs, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, compliance, employee relations, total rewards (compensation and benefits), and learning & development. The Director, HRBP is collaborative and builds consensus and fosters a positive organizational culture.

Requirements

• 12+ years' experience as Senior HR Partner, including progressive HRBP experience, including senior leader advisement.
• University degree in Human Resource Management, Business Administration or related field. An equivalent combination of education and experience will also be considered.
• Experience with leveraging HR analytics and insight to provide business stakeholders with context on issues and opportunities including translating data into business narratives and recommendations.
• Extensive experience in the delivery and support of recruitment, selection, employee relations, performance management, succession, compensation, and other relevant talent management areas with demonstrated ability to lead through complexity and drive measurable outcomes.
• Direct people management experience
• Leveraging AI-enabled tools and digital solutions to enhance HR partnership, insight generation, and manager enablement.
• Deep understanding of HR programs and policies
• Demonstrated strong communication skills with a focus on employee and manager life cycle experiences, essential for building robust relationships
• Proven adaptability, flexibility, and resilience to thrive in dynamic environments
• Result-oriented with sound decision-making abilities to efficiently meet goals
• High attention to quality and detail, coupled with resourcefulness, and driving excellence in every task
• Proven ability to handle sensitive information with utmost confidentiality
• Commitment to upholding ethics and integrity
• Strong problem-solving skills, combined with accountability and dependability, building trust and reliability in professional relationships
• Demonstrated good judgement.
• Ability to guide and implement organizational change, encompassing operating model adjustments, clarifying roles, and enhancing leadership effectiveness.

Nice To Haves

• CHRP/CHRL designation is preferred

Responsibilities

• Strategic HR Partnership Collaborate with business leaders and HR colleagues to develop and deliver talent priorities that support client group and HOOPP business success.
• Serves as a trusted advisor and thought partner, influencing decisions with workforce, talent, risk and culture insights.
• Champion HOOPP’s values and culture through leader coaching, decision support, and role-modeling while ensuring that all programs and policies align with HOOPP's business values.
• Partner with business leadership to design, develop, implement, and assess a Talent Strategy and Workforce Plan to achieve HOOPP’s Strategic Plan.
• Lead scenario workforce planning and “what-ifs” using data to anticipate capability needs and constraints.
• Partner and collaborate with the Director, Employee Relations, Policy & Governance on complex situations, assessing policy impact and identify people related issues and themes across client groups and address these through recommendations and mitigation strategies to their business leaders.
• Recognizing patterns, root causes, and risks, recommend interventions that strengthen HOOPP’s culture and leadership capability.
• Maintain current knowledge and application of all relevant employment laws and ensure HOOPP’s compliance.
• This includes educating and advising managers and senior leaders on HR-related programs and practices and ensuring that policies align.
• Contribute a HOOPP perspective, balancing business needs with HOOPP talent priorities by participating in cross-functional business HR committees, ERG’s and councils to share best practices, lessons learned and collaborate on initiatives.
• Partner and collaborate with HR COE’s to provide client group(s) with knowledge, skills, and expertise in: Compensation, Benefits, Recruiting, Talent Optimization, Organizational Engagement & Effectiveness, Learning & Development, Employee Relations, HR Programs & Processes, Projects & Consulting, and Coaching, that are trusted, relevant, value-adding, and that contribute to the client group(s) and HOOPP's business and organizational success.
• Champion HOOPP, the client group(s), and HR internally, and to external stakeholders to support and enhance HOOPP's employer brand and value proposition.
• AI Enabled and Insight Driven HR Partnership Leverage HR analytics, dashboards, and AI‑enabled tools to identify trends, risks, and opportunities across workforce, engagement, performance, and retention.
• Translate complex people data into clear, actionable insights that inform senior leadership decisions.
• Drive adoption of digital/AI tools that reduce administrative load and increase manager self-sufficiency while improving the quality and consistency of talent decisions.
• Talent Management Lead and partner on the talent priorities to ensure effective alignment of strategic workforce planning alignment with business needs.
• Partner with the business stakeholders to establish clear success measures for building bench strength, succession planning and retaining critical talent.
• Partner and collaborate with Talent Acquisition to drive the recruitment strategy to ensure the organization is effective and efficiently sourcing and selecting the right candidates.
• Ensure talent plans are rooted in workforce planning, critical roles, and capability gaps.
• Create opportunities and initiatives to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
• Strengthening talent pipelines and internal mobility across the organization, building future ready capabilities.
• Employee Engagement and Development Leverage engagement survey insights and other data metrics to identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and foster a positive organizational culture that positions HOOPP as an “employer of choice.”
• Lead effective and efficient administration of the performance management process and support managers with providing constructive and ongoing feedback and coaching to employees.
• Mitigate legal risk to HOOPP through proactive training and education, clear systems, and processes for managing conflicts with and between employees, handling and investigating workplace complaints
• Lead, coach, and develop Human Resources Advisor(s).

Benefits

• high-performance, people-focused culture
• our commitment that equity, diversity, and inclusion are fundamental to our work environment and business success, which helps employees feel valued and empowered to be their authentic selves
• learning and development initiatives, including workshops, Speaker Series events and access to LinkedIn Learning, that support employees’ career growth
• membership in HOOPP’s world class defined benefit pension plan, which can serve as an important part of your retirement security
• competitive, 100% company-paid extended health and dental benefits for permanent employees, including coverage supporting our team's diversity and mental health (e.g., gender affirmation, fertility and drug treatment, psychological support benefits of $2,500 per year, parental leave top-up, and a health spending account).
• optional post-retirement health and dental benefits subsidized at 50%
• yoga classes, meditation workshops, nutritional consultations, and wellness seminars
• the opportunity to make a difference and help take care of those who care for us, by providing a financially secure retirement for Ontario healthcare workers

What This Job Offers

• Job Type: Full-time
• Career Level: Director