Human Resources Business Partner, Non-Acute

Job summary

Advise leaders on people-related matters, labour and employee relations, policy and collective agreement interpretation, investigations, performance, attendance, accommodations, and talent management. Support people-plan initiatives, organizational change, HR training, reporting, and safe, collaborative workplace practices.

Job details

Position Summary Reporting to the Human Resources Manager, this position is responsible for executing HR strategies focused on talent management, workforce planning, employee engagement and employee and labour relations. The Human Resources Business Partner (HRBP) plays an integral role in supporting the organization’s leaders in integrating Human Resources best practices and programs into their business. The HRBP provides full-spectrum Human Resource support ranging from employee/labour relations, leave management, workforce planning and talent management support to leaders. The role is critical in executing our people initiatives, providing outstanding internal customer support, and driving HR functional excellence and process improvement. The HRBP supports the, mission, vision and values of St. Joseph's Health System. The HRBP will be a strategic partner and embed people strategies into organizational initiatives and provide professional HR guidance to management with the objective of adding value to the organization. Qualifications • Bachelor’s degree in business administration, HR management, related field or equivalent experience. • Certified Human Resources Professional designation (CHRP) an asset. • Minimum of five (5) years’ experience in Labour Relations, preferably in a healthcare setting • Experience in a unionized environment. • Expert knowledge of Human Resources policies and procedures, and employment-related legislation (Labour Relations Act, Pay Equity Act, Human Rights Code, Occupational Health and Safety Act, Workplace Safety and Insurance Act, Employment Standards Act, Hospital Labour Disputes Arbitration Act etc). • Experience in areas of grievance handling, conflict management, discipline and discharge, accommodations/modified work placements and attendance management as well as talent development (recruitment, recognition, performance management). • Knowledge of organizational development and change management theories and practices • Demonstrated excellent interpersonal and communication skills (oral and written), with superior conflict resolution and influence skills. • Demonstrated leadership, coaching and consulting skills. • Strong organizational skills, presentation skills and analytical skills. • Demonstrated ability to exercise tact and sound professional judgment when responding to matters concerning sensitive personal information and confidentiality. • Advanced computer skills and knowledge working in Excel, Word, Outlook, HRIS and other HR tools and systems. • Demonstrated commitment to excellent customer service when interacting with employees, leaders, patients, families, colleagues and physicians. • Demonstrated commitment to providing values based, service oriented and collaborative partnerships. • Strong problem identification and resolution skills. • Adaptability to change, new ideas and practices. Responsibilities • Act as a trusted advisor to leaders providing advice and guidance on all people-related matters. • Foster and maintain strong internal relationships with leaders, unions and stakeholders. • Support the implementation of programs and processes aligned with the people plan. • Facilitate change management processes to drive successful organization transitions. • Act as an investigator in the complaint management process, including performing routine workplace investigations and making recommendations for resolution. • Support and guidance provision for policy, collective agreement and procedure interpretation and implementation ensuring compliance with applicable legislation and regulations. • Provide coaching, counselling, guidance and resources with regards to performance management, grievance handling and attendance management. • Support accommodation, disability management and wellness in the management of human resources within the organization. • Support the recruitment, retention and compensation functions. • Act as a lead providing subject matter expertise for specific Human Resources functions including diversity and equity. • Support routine and ad hoc data collection and reporting to be used in strategic planning and board reports. • Develop and implement Human Resource training/education programs and procedures in collaboration with other HR team members. • Contributes to a transparent culture of client and staff safety by adhering to and abiding by patient and staff safety policies and procedures. • Promotes an environment that encourages and supports change using change leadership theory. Why This Role Matters This position is central to ensuring that St. Joseph’s Health System’s Long‑Term Care and Post‑Acute Care programs operate within a constructive, collaborative, and legally sound labour relations environment. Work Arrangement: We offer a hybrid work environment that balances operational needs with flexibility. While the role is primarily onsite, employees may have the opportunity to work remotely one day per week when service requirements allow.

What you’ll do

Advise leaders on people-related matters, labour and employee relations, policy and collective agreement interpretation, investigations, performance, attendance, accommodations, and talent management. Support people-plan initiatives, organizational change, HR training, reporting, and safe, collaborative workplace practices.

Requirements

Requires a bachelor’s degree in business administration, human resources management, a related field, or equivalent experience, with at least five years of labour relations experience, preferably in healthcare and in a unionized environment. Candidates should have strong knowledge of HR policies and employment legislation, experience across employee relations and talent functions, and excellent communication, conflict resolution, coaching, analytical, organizational, and computer skills; CHRP is an asset.

Listed skills

• Conflict Resolution · Preferred
• Change Management · Preferred
• Attendance Management · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Labour Relations
• Employee Relations
• Workforce Planning
• Talent Management
• Grievance Handling
• Conflict Resolution
• Workplace Investigations
• Change Management
• Accommodation And Disability Management
• Attendance Management
• Performance Management
• Recruitment And Retention
• Employment Legislation
• Coaching And Consulting
• HRIS
• Data Collection And Reporting

Job areas

• Human Resources
• Healthcare
• Management & Leadership
• Legal

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