Strategic HR Business Partner (HRBP)

HUB International•Windsor, ON

4d•CA$65,000 - CA$75,000•Hybrid

About The Position

The Strategic HR Business Partner (HRBP) will be an effective business partner to our client groups and operates with a high degree of autonomy, applying deep HR experience, sound judgment, and current knowledge of employment legislation to advise managers and employees, resolve complex workplace issues, and mitigate organizational risk. The role partners with local HCC HR leadership, HUB HR Centers of Excellence (COEs), and HR Support Services teams to prioritize critical initiatives, and deliver a consistent, high-quality experience for HCC employees and managers.

Requirements

Bachelor’s degree or college diploma in Human Resources, Business Administration, or a related discipline.
5–7 years of progressive HR experience, with a minimum of 2 years partnering directly with business leadership in a strategic HR capacity.
Experience in employee relations and risk mitigation, including investigations and disciplinary processes, with sound judgment and confidentiality.
Current knowledge of employment law and legislated requirements across applicable jurisdictions in Canada.
Strong written and verbal communication, influence, and relationship-building skills across all levels of the organization.
Excellent attention to detail, strong analytical and follow-up skills, and excellent interpersonal and decision-making skills.
Proven ability to manage ambiguity, shifting priorities, multiple tasks/projects, and change in a fast-paced environment.
Proficiency with Workday or similar HRIS platforms, as well as MS Word, Outlook, Excel, and web-based programs.

Nice To Haves

Experience working in a contact centre and/or the insurance/financial industry considered an asset.

Responsibilities

Advise managers and employees on employee relations issues, offering proactive, inclusive solutions and escalating complex matters when needed.
Assist management at all levels with employee relations and performance management, including coaching and advising on performance improvement plans and terminations.
In conjunction with management, lead and participate in employee investigations, disciplinary actions, and grievance matters as required to resolve complex issues; facilitate disciplinary meetings and maintain documentation.
Manage the process for short- and long-term leaves of absence, determining accommodation and return-to-work strategies in partnership with management and employees.
Maintain up-to-date employee files and ensure accurate documentation relating to staffing, recruitment, concerns, complaints, performance, compensation, and benefits.
Support involvement in Health and Safety, Culture & Belonging, and other relevant workplace committees as required.
Maintain current knowledge of employment law and legislated requirements across applicable jurisdictions.
Use relevant information, knowledge of legislation, and sound judgment to determine whether events or processes comply with applicable laws, regulations, and company standards.
Suggest, edit, review, and revise HR policies, procedures, and workflows as needed.
Provide expert HR guidance demonstrating effective critical thinking, influence, problem solving, program management, and change management to address people and business challenges.
Act as a consultative and creative problem solver who listens to business problems, challenges leader assumptions, educates leaders about the implications of decisions, and presents alternate perspectives and solutions.
Build strong, credible, collaborative, and trusting relationships with leaders by learning about and understanding their business, acting with integrity, and applying critical thinking and HR expertise to influence decisions.
Develop strong relationships with managers at all levels, anticipating business needs and providing realistic, aligned solutions.
Serve as a liaison between management and employees, facilitating resolution of work-related questions and problems.