Human Resources Business Partner

The Staffing Alternative•Concord, ON

About The Position

The People & Culture Business Partner will play a critical role in aligning human resources strategies with business goals. As a corporate-focused strategic partner, the People & Culture Business Partner works closely with leadership to ensure that the organization’s human capital is effectively managed and developed to achieve company objectives. This position involves providing HR guidance, supporting organizational development, improving employee relations, and driving performance management initiatives. The successful candidate will also own the Talent Acquisition function, strategically identifying, attracting, recruiting, and hiring top talent to meet staffing needs.

Requirements

Minimum 8 years of experience in HR, with at least 3 years in a Business Partner role and 4 years of proven experience in Talent Acquisition, preferably within a corporate environment.
Community College or University graduate in Human Resources, Business Administration, or a related field preferred.
Proven understanding of recruitment best practices and candidate sourcing strategies.
Proven experience in organizational development, employee relations, and talent management.
Experience with Applicant Tracking Systems (ATS) and HR software.
Expertise in developing, recommending, and implementing improvements or modifications to procedures and policies.
Experience in training and development, with the ability to design, develop, and deliver effective training materials.
Knowledge of current HR theory, trends, practices, and employment and safety legislation.
Results-oriented professional with strong interpersonal and analytical skills.
Proven facilitation and conflict management/resolution skills.

Responsibilities

Act as a trusted advisor to the corporate team, providing guidance on HR matters to achieve business objectives.
Partner with HR leadership to develop and implement HR strategies that support corporate goals.
Analyze workforce trends and propose solutions to address organizational challenges such as turnover, engagement, and development needs.
Own the end-to-end recruitment and selection process for all corporate roles, ensuring the right talent is in place.
Lead performance management processes, including goal setting, reviews, and feedback.
Work closely with Learning & Development teams to provide opportunities for career growth and skill enhancement.
Provide guidance and counsel to employees and management on employee relations issues, promoting a positive and inclusive work environment.
Support efforts to enhance employee engagement and retention, conduct surveys, and analyze feedback.
Manage conflict resolution processes and handle sensitive employee situations.
Implement corporate-wide HR programs, including compensation and benefits, diversity and inclusion, wellness programs, and training initiatives.
Ensure compliance with labor laws and company policies while advising leadership on changes in legislation that could impact HR practices.
Partner with leadership teams to manage organizational changes, including mergers, restructurings, or transformations.
Provide coaching and support during times of transition to ensure successful change adoption across the organization.
Utilize HR analytics and data to assess organizational effectiveness and provide actionable insights to leadership.
Monitor key HR metrics, including turnover rates and employee engagement scores, and make recommendations for continuous improvement.
Ensure HR practices are aligned with legal and regulatory requirements, including labor laws, workplace safety standards, and anti-discrimination policies.
Perform any other reasonable assignments given by the People & Culture Manager or designate.