Human Resources Business Partner

Onni Group of Companies • Vancouver, BC

3d • Hybrid

About The Position

This role serves as a strategic HR partner, acting as a trusted advisor and point of contact for leaders and employees on various HR matters. The position involves building strong relationships with managers, understanding business priorities, and translating operational goals into aligned HR plans. The HR Business Partner will support and implement HR programs, policies, and initiatives, ensuring consistent application across different teams. Key responsibilities include managing employee relations, conducting investigations, guiding performance improvement processes, and supporting termination procedures. The role also involves workforce planning, talent management, analyzing HR data, and supporting recruitment and onboarding processes. Additionally, the position ensures HR operations comply with relevant legislation, maintains employee records, oversees leave of absence processes, and supports health, safety, and training initiatives.

Requirements

• Post-secondary degree or diploma in Human Resources, Business Administration, or a related field.
• CPHR designation or active enrolment in the CPHR certification program required.
• 3–5 years of progressive, generalist HR experience.
• Experience using Workday is an asset.
• Demonstrated experience managing employee relations matters, including investigations, performance management, and terminations.
• Strong working knowledge of the BC Employment Standards Act, BC Human Rights Code, and WorkSafeBC regulations.
• Experience with HRIS and ATS platforms; proficiency in Microsoft Office Suite (Word, Excel, Outlook, Teams).
• Proven ability to analyze HR data and translate workforce trends into actionable recommendations.
• Ability to manage competing priorities, work with urgency, and maintain professionalism in a dynamic, in-office, field-facing environment.
• Business acumen and the ability to connect people strategy to operational outcomes.
• Proactive, solutions-oriented mindset with sound judgment and the ability to navigate ambiguity.
• Strong interpersonal and relationship-building skills; able to influence at all levels with credibility and tact.
• High degree of integrity and discretion when handling sensitive and confidential matters.
• Excellent written and verbal communication skills, including the ability to facilitate difficult conversations with empathy and clarity.
• Collaborative team player with a genuine commitment to employee experience and organizational culture.
• Resilience and adaptability; thrives in a fast-paced, project-driven environment.

Nice To Haves

• Experience in construction, real estate development, property management, or a comparable project-based industry is a strong asset.

Responsibilities

• Act as a trusted advisor and a point of contact for leaders and employees on HR matters, including employee relations, performance, policy interpretation, and organizational change.
• Build strong, credible relationships with managers at all levels; meet with leaders to understand business priorities, team dynamics, and emerging people needs.
• Anticipate business and workforce needs; translate operational goals into aligned HR plans and solutions in partnership with the Director of People & Culture.
• Support and help implement HR programs, policies, and initiatives across the People & Culture function, ensuring consistent application across field and corporate teams.
• Serve as a point of contact for employee relations matters, including workplace concerns, conflict resolution, attendance management, and disciplinary processes.
• Conduct thorough, objective, and timely investigations into workplace complaints, policy violations, and conduct issues; prepare documentation and recommend appropriate resolution.
• Guide managers through performance improvement processes and progressive discipline, ensuring fairness, consistency, and alignment with company policy and BC employment law.
• Support the termination processes, including documentation, separation agreements, and off-boarding; conduct exit interviews and share insights with Director of People and Culture.
• Promote a positive, respectful, and inclusive work environment by identifying and addressing workplace issues early and proactively.
• Partner with superintendents, project managers, and department heads to plan for upcoming labour needs, project ramp-ups, and demobilizations well in advance.
• Maintain and update an accurate headcount tracker across field and corporate teams, flagging variances to the Director of People and Culture and relevant business leaders.
• Support succession planning conversations and talent assessments to build internal pipelines and strengthen organizational depth.
• Analyze HR data and workforce trends, including turnover, headcount, and engagement indicators to identify risks and opportunities and provide data-informed recommendations to leadership.
• Support annual compensation performance reviews.
• Partner with the talent acquisition team for corporate roles, supporting hiring managers with role definition, candidate assessment, and selection decisions.
• Manage applicant tracking within the HRIS/ATS system and coordinate interview scheduling, reference checks, and offer processes.
• Lead a meaningful onboarding experience for new hires, including 30/60/90-day check-ins, manager integration planning, and early culture alignment.
• Ensure day-to-day HR practices comply with the BC Employment Standards Act, BC Human Rights Code, WorkSafeBC regulations, and applicable federal legislation.
• Maintain accurate and audit-ready employee records and files; support documentation for job changes, transfers, leaves, and terminations.
• Oversee the Leave of Absence process, including documentation, communication with employees, and coordination with managers on return-to-work planning.
• Follow up on work permit and study permit statuses to ensure employee documentation remains current, valid, and compliant.
• Collaborate with payroll and site managers to support accurate timesheet submission and flag discrepancies as needed.
• Complete expense approvals and assist with project coordination and field site communications as required.
• Support the submission of WorkSafeBC claims and coordinate documentation collection in a timely manner.
• Coordinate return-to-work plans in collaboration with managers, employees, and medical professionals; advise on accommodation requirements.
• Actively participate in and support the Joint Occupational Safety and Health (JOSH) Committee and contribute to a strong safety culture across project sites.
• Support the enrollment, tracking, and compliance of mandatory training and certifications for construction and trade workers.
• Identify learning and development needs across teams; connect managers and employees with appropriate resources, programs, and tools.
• Monitor training compliance and coordinate recertification ahead of expiry.

Benefits

• Comprehensive Benefits Package that provides extended health care, dental care, vision care, life insurance and critical illness.
• Continuous learning opportunities with an annual educational allowance.
• Generous referral program ranging from $500-$2,500 depending on business need.
• Regular consistent team building activities and events.
• Discounts to local amenities and vendors.
• Discounted hotel stays in multiple locations through our Hospitality offers.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: Associate degree