Why you’ll love working here:
high-performance, people-focused culture
our commitment that equity, diversity, and inclusion are fundamental to our work environment and business success, which helps employees feel valued and empowered to be their authentic selves
learning and development initiatives, including workshops, Speaker Series events and access to LinkedIn Learning, that support employees’ career growth
membership in HOOPP’s world class defined benefit pension plan, which can serve as an important part of your retirement security
competitive, 100% company-paid extended health and dental benefits for permanent employees, including coverage supporting our team's diversity and mental health (e.g., gender affirmation, fertility and drug treatment, psychological support benefits of $2,500 per year, parental leave top-up, and a health spending account).
optional post-retirement health and dental benefits subsidized at 50%
yoga classes, meditation workshops, nutritional consultations, and wellness seminars
the opportunity to make a difference and help take care of those who care for us, by providing a financially secure retirement for Ontario healthcare workers
Job Summary:
The Director, Human Resources Business Partner is a strategic and hands-on role that is responsible for aligning HR strategies with business goals, building organizational capability across various corporate functions and collaborating with senior leaders and HR COE’s. The Director, Human Resources Business Partner (HRBP) develops, implements, and aligns HR programs with business objectives and serves as a strategic partner, coach, and advisor to employees, ExT members, Senior Leaders, and management teams.
This role is responsible for developing and ensuring effective implementation of programs, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance, employee relations, total rewards (compensation and benefits), and Learning & Development. The Director, HRBP is collaborative and builds consensus and commitment toward shared outcomes while fostering a positive organizational culture.
What you will do:
Strategic HR Partnership
Partner and collaborate with business leaders and HR colleagues to develop and deliver against an agreed set of HR objectives that contribute to client group(s) and HOOPP business and organizational success.
Ensure that all programs and policies align with HOOPP's business values.
Partner with business leadership to formulate, develop, implement, and evaluate a Talent Strategy and Workforce Plan to achieve the organization’s vision, mission, and goals.
Regularly engage in direct communication with Senior Management Teams and address operational issues; provide leadership, support, and coaching on employee relations issues.
Partner and collaborate with the Director, Employee Relations on complex situations, seek guidance on policy impact. Identify people-related issues/themes across client groups and address these through recommendations and mitigation strategies to their business leaders.
Maintain current knowledge and application of all relevant laws and regulations at the provincial and national level relating to employment and ensure HOOPP’s compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices, and policies align.
Participate in cross-functional business HR committees and councils to share best practices, lessons learned, and collaborate on initiatives.
Partner and collaborate with fellow colleagues in HR to provide client group(s) with knowledge, skills, and expertise in: Compensation, Benefits, Recruiting, Talent Optimization, Organizational Engagement & Effectiveness, Learning & Development, Employee Relations, HR Programs & Processes, Projects & Consulting, and Coaching, that are trusted, relevant, value-adding, and that contribute to the client group(s) and HOOPP's business and organizational success.
Champion HOOPP, the client group(s), and HR internally, and to external stakeholders to support and enhance HOOPP's employer brand and value proposition.
Uphold, and contribute to safeguarding, HOOPP's core values.
Talent Management
Partner and collaborate with Talent Acquisition to drive the recruitment strategy to ensure the organization is effective and efficiently sourcing and selecting the right candidates.
Lead and partner on the talent management strategies to ensure effective strategic workforce planning alignment with the needs of the business.
Create opportunities and initiatives to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
Create and implement talent plans for the business/function supported (e.g., diagnostics of organizational health, key business/function needs and opportunities; strategies for recruitment, retention and development of talent pools; organizational effectiveness plans including development of strategic capabilities; elevating overall talent bench for supported businesses/functions).
Employee Engagement and Development
Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and foster a positive organizational culture that positions HOOPP as an “employer of choice.”
Lead effective and efficient administration of the performance management process and support managers with providing constructive and ongoing feedback and coaching to employees.
Mitigate legal risk to HOOPP through proactive training and education, clear systems, and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
Partner and collaborate with HR Technology & Operations to integrate technology, enabling managers and employees to easily perform people-related transactions (e.g., benefits enrollment), facilitate delivery of effective HR services, securely store employee data, and support people-related decisions.
Lead, coach, and develop Human Resources Advisor(s).
What you bring:
Experience and Education Requirements:
12+ years' experience as Senior HR partner
University degree in Human Resource Management, Business Administration or related field. An equivalent combination of education and experience will also be considered.
CHRP/CHRL designation is preferred
Experience with leveraging HR analytics and insight to provide business stakeholders with context on issues and opportunities
Extensive experience as Generalist partnering in the delivery and support of recruitment, selection, employee relations, performance management, succession, compensation, and other relevant talent management areas
Direct people management experience
Competencies and Skills Required:
Deep understanding of HR programs and policies
Demonstrated strong communication skills with a focus on customer experience, essential for building robust relationships and ensuring customer satisfaction
Proven adaptability, flexibility, and resilience to thrive in dynamic environments
Result-oriented with sound decision-making abilities to efficiently meet goals
High attention to quality and detail, coupled with resourcefulness, and driving excellence in every task
Proven ability to handle sensitive information with utmost confidentiality
Commitment to upholding ethics and integrity
Strong problem-solving skills, combined with accountability and dependability, building trust and reliability in professional relationships
Experience handling matters of a confidential nature.
Demonstrated good judgement.
