Human Resources Business Partner

GraceMed•Oakville, ON

12d•Remote

About The Position

GraceMed is a growing organization offering plastic and cosmetic surgery, aesthetic procedures, hormonal health, and medical-grade skincare across multiple locations. Our purpose is to help a growing number of patients realize their true self, backed by world-class medical professionals and industry-leading care. As our People & Culture Business Partner, you'll be a strategic advisor to Clinic Managers and Support Office leaders. You'll coach managers through people decisions, guide employee relations strategy, and help translate business priorities into practical people programs, as our clinics take on greater ownership of day-to-day hiring and onboarding. This is an 18–24 month maternity leave contract, ideal for an HR professional who wants genuine business partner exposure in a fast-paced, multi-site environment with real coaching and advisory scope, not just casework.

Requirements

Bachelor's degree or diploma in Human Resources, Business Administration, or a related field.
3 to 5 years of progressive HR experience, including exposure to a business partner or generalist capacity.
Strong knowledge of Ontario employment legislation, including the Employment Standards Act.
Demonstrated comfort coaching and advising managers.
Excellent interpersonal, consulting, and communication skills.
Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
High level of professionalism and confidentiality.

Nice To Haves

HR designation completed or in progress or equivalent work experience.
Experience supporting multiple locations or a decentralized team structure.
Experience in a healthcare or multi-site services environment.
Familiarity with ADP Workforce Now or a comparable HRIS.

Responsibilities

Serve as a trusted advisor to Clinic Managers and Support Office leaders, coaching them through people decisions, team dynamics, and difficult conversations.
Partner with the VP, People & Culture on org design, workforce planning, and change initiatives as GraceMed moves toward a more decentralized operating model.
Support Clinic Managers ownership of hiring and onboarding while coaching and quality-checking their decisions rather than executing on their behalf.
Translate business priorities into practical, on-the-ground people programs across clinic sites.
Act as the escalation point for complex employee relations matters, workplace investigations, and performance concerns.
Coach managers through conflict resolution, performance conversations, and progressive discipline — building their capability, not just documenting outcomes.
Ensure practices align with the Employment Standards Act and applicable employment legislation.
Prepare accommodation and return-to-work plans for complex cases.
Advise Clinic Managers on hiring quality, interview calibration, and offer decisions as ownership of full-cycle recruitment shifts to the clinic level.
Lead full-cycle recruitment directly for Support Office and Providers.
Coordinate the annual performance review cycle and coach managers on writing effective, specific feedback.
Champion culture and engagement initiatives across clinic and Support Office teams.
Partner with subject matter experts (SMEs) identified from field teams to translate frontline expertise into structured training content and SOPs.
Co-own design and rollout of the Clinic Manager training model.
Identify training needs across clinic sites and prioritize development work in partnership with SMEs and leadership.
Maintain and continuously improve SOP documentation alongside process owners and the SME network.
Support onboarding curriculum for new hires.
Maintain oversight of employee data integrity in ADP Workforce Now, partnering with the payroll team on changes, leaves, and transfers.
Support benefits and leave administration in partnership with providers and finance.
Use HR reporting and workforce data to inform coaching conversations and business recommendations.