Human Resources Business Partner - Shared Services

CarePartners•Waterloo, ON

8d•CA$80,000 - CA$90,000•Onsite

About The Position

The Human Resources Business Partner (HRBP) for Shared Services is responsible for providing strategic and operational human resources support to Shared Services. Reporting to the Regional Human Resource Manager, the HR Business Partner works with leaders at all levels of an assigned client group to guide and support people management strategies and efforts. This role is the primary point of contact for all people-related matters within their assigned portfolio. The HR Business Partner enables organizational success by ensuring alignment between business objectives and HR programs, policies and support. The ideal candidate will have strong HR generalist experience, sound judgment, and strong interpersonal skills, along with comprehensive knowledge and experience in employment legislation.

Requirements

University or College degree/diploma in Human Resources Management or related field required
3-5 years’ experience across multiple human resource disciplines required
High personal integrity, and a commitment to doing the right thing
Strong and well-demonstrated customer service mindset, with a strong sense of urgency
Strong leadership, influencing, relationship and team-building skills
Ability to work well under pressure and manage multiple tasks and priorities
Highly motivated self-starter, able to work effectively independently and as a part of a team
Strong analytical and problem-solving skills
Ability to communicate effectively, tactfully and professionally with individuals at all levels of the organization
Willingness to learn and grow, and embrace/cultivate new ideas and ways of working
Solid computer literacy, including effective working skills of MS Word, Excel, PowerPoint and e-mail
Clear Background Check

Nice To Haves

CHRP/CHRL designation preferred
Experience in large, multi-site unionized environments an asset
Experience in the health care field or homecare sector an asset
strong project management skills an asset

Responsibilities

Provide advice, coaching, and support to managers and employees on employee relations matters.
Conduct workplace investigations related to policy violations, complaints, conflicts, harassment, and performance concerns.
Facilitate conflict resolution and support positive workplace relationships.
Advise leaders on progressive discipline, performance management, and corrective action processes.
Identifies and mitigates employee relations risks while ensuring compliance with employment legislation and organizational policies.
Support organizational change initiatives, restructuring, and workforce transitions.
Serve as the primary HR contact for shared service departments.
Provide strategic HR consultation to leaders on workforce planning, employee development, succession planning, and organizational effectiveness.
Analyze workforce data and HR metrics to support decision-making.
Participate in company initiatives and projects that enhance organizational performance and employee experience.
Lead end-to-end recruitment activities for shared services positions.
Partner with hiring managers to determine staffing requirements and recruitment strategies.
Provide clear direction to the Talent Acquisition team to ensure vacancies are posted and candidate sourcing strategies are executed.
Develop and post job advertisements and source candidates through various recruitment channels.
Screen resumes, conduct interviews, and facilitate candidate selection.
Manage employment offers, background checks, and pre-employment requirements.
Monitor recruitment metrics and recommend improvements to hiring processes.
In partnership with the hiring manager, coordinate onboarding for new shared service employees.
Facilitate HR orientation sessions and ensure completion of onboarding requirements.
Partner with leaders to develop effective integration plans to support positive new hire experiences.
Monitor onboarding effectiveness and employee engagement during the initial employment period.
Ensure new employees receive the tools, resources, and information necessary for success.
Manage non-occupational disability, medical leave, accommodation, and return-to-work plans for shared service employees in partnership with leaders, benefits, and external stakeholders.
Ensure compliance with legislative requirements and organizational policies related to disability, attendance, and accommodation practices.
Monitor employee absences, disability claims, attendance trends, and return-to-work progress, identifying opportunities for proactive intervention.
Advise and support leaders in addressing attendance concerns, managing absences, implementing attendance improvement plans, and facilitating successful employee reintegration.
Maintain accurate documentation, records, and reporting related to disability and attendance management activities.
In partnership with the HR leadership team, develops, reviews, implements HR Policies, procedures and guidelines.
Responsible for maintaining HR policies, procedures, and guidelines.
Ensure HR policies comply with applicable employment standards, human rights, privacy, and workplace legislation.
Interpret and communicate HR policies to management and employees.
Recommend policy enhancements based on legislative changes, business needs, and best practices.
Lead policy education and awareness initiatives.
Develop, maintain, and update CarePartners job descriptions.
Partner with leadership to ensure job descriptions accurately reflect role responsibilities, qualifications, and competencies.
Partner with CarePartners job evaluation committee to conduct job evaluations for new or modified roles.
Analyze compensation data and conduct market research to establish a competitive and legally compliant compensation program.