Human Resource Business Partner - Full-time

Job Summary

The Human Resources Business Partner- General (HRBP-General) provides HR counsel to all levels of management on Human Resources and Labour and Employee Relations matters within a multifaceted unionized and non-unionized environment to deliver value-added service that supports and advances the strategic goals of VON. The HRBP-General achieves their objectives by providing client-focused consulting, coaching, and advice to leaders regarding the management of their human resources from an operational, strategic and labour perspective across a broad range of HR programming and through the development of positive working relationships with multiple stakeholders.

Key Responsibilities

• Acts as the primary HR point of contact for Directors and Managers of assigned functional client groups.
• Maintains responsibility for supporting VON’s operational and strategic objectives through the provision of Human Resources (HR) advice and best practices.
• Provides timely, professional, and client-focused support, guidance, and advice on all HR matters, policies, and programs including, but not limited to: retention; labour and employee relation issues; collective agreement, HR policy and procedure interpretation; employment legislation; grievance management; performance and attendance management; compensation packages; return to work, workplace accommodation; WCB/WSIB management; Health and Safety practices; benefit, retirement and pension plans.
• Engages with subject matter experts (SMEs) throughout HR and other corporate support areas to provide client(s) with a holistic approach to issue resolution, utilizing an understanding of client(s) businesses, issues, and challenges.
• Provides strategic support to assist in decision-making with proactive advice and solutions designed to meet current and future business needs.
• Collaborates and provides feedback to HR SME’s regarding program design, issues/trends, and their impact on assigned client groups.
• Supports organizational development responsibilities.
• Consults on the application of policy and process as well as trends, themes, and solutions.
• Anticipates changes required within the business and drives those changes in partnership with business leaders.
• Exercises good judgment, discretion and initiative in dealing with confidential information and/or responding to inquiries.
• Provides support, advice, and guidance on a wide range of employee and labour relations matters arising from the administration, interpretation and communication of the collective agreement, VON policies, and relevant legislation.
• Identifies potential risks within scope of the role, implements mitigation strategies, and escalates issues to the LERO/BP or relevant internal SME as needed.
• Communicates with leaders to provide support on key programs being implemented (e.g. performance management, employee engagement etc).
• Assess and triage harassment and incivility complaints for escalation as applicable to the Labour and Employee Relations Officer/Business Partner (ELRO/BP), partnering and communicating with appropriate stakeholders, as required.
• Provides background and actions related to upcoming grievances to LERO/BPs and leads the first two steps of the grievance process.
• Leads the rollout of new or revised policies and collective agreement programs to assigned client groups.
• Participates in knowledge transfer and collaborative decision-making with other HRBP-Generals across the organization.
• Collaborates with HRBP-Generals to ensure consistency in the application and administration of programs and initiatives.
• Supports the Immigration Specialist through the coordination of relevant collective agreement and recruitment-related information.
• Maintains ongoing, collaborative relationships with managers and leaders to foster strong relationships across all assigned client groups.
• Coaches, supports and mentors management-level staff within assigned sites groups on HR related practices and policies.
• Monitors continuously and translates the effectiveness of HR programs within assigned client groups.
• Leads the reporting of key HR metrics and trends to client groups.
• Provides information and input to HR Centers of Excellence regarding, trends, program/policy development, and the impacts on assigned client groups.
• Delivers leadership training and employee/leadership learning and development sessions on HR-related issues.
• Partners with appropriate parties in Organizational Development (OD) on site-specific education.
• Partners with LERO/BP and OD team on employee-specific education.

Common Responsibilities

• Promotes the goals and values of VON and their role as an integrated community care provider.
• Promotes a safe and healthy workplace ensuring workplace conduct and activities are in accordance with the provincial Occupational Health and Safety Act and Regulations and compliant with the VON Safety Management System, including all Policies, Safe Work Practices and Procedures.
• Abides by all VON policies and work practices.
• Abides by all confidentiality and protection of personal information policies, regulations and practices and ensures appropriate safeguards are in place within their role.
• Works in collaboration with other staff in a team approach to service delivery.

External and Internal Relationships

• Collaborates with leaders at all levels within the HRBP-Genera’s assigned client group, colleagues and leaders within the VON HR department, union representatives, employees and external bodies such as the Ministry of Labour, Immigration Training and Skills & Development and Human Rights Commission etc.

Education, Designations and Experience

• University degree in Business/Commerce, Human Resources, Industrial Relations, or related discipline.
• A minimum of three (3) years broad and progressive experience as a HR Generalist and/or, Employee/Labour Relations experience in a unionized environment, managing sensitive and complex situations.
• Foundational knowledge of HR/LR best practices and principles.
• Knowledge of labour/management principles, provincial employment law, Human Right statutes, Labour Relations Board process(es), and collective agreement administration.
• Experience with Nova Scotia and Ontario healthcare unions is an asset.
• Experience in a health care environment preferred.
• Certified Human Resources Leader (CHRL) designation is an asset.

Skill Requirements

• High level of credibility, professionalism and integrity.
• Thrive in fast-paced, complex environment and are committed to enhancing the overall employee experience, performance and effectiveness of VON.
• Build productive and collaborative working relationships at all levels of the organization.
• Analytical skills to connect disparate data points and identify key stakeholders essential to developing an effective solution.
• Facilitation skills to bring together differing viewpoints.
• Consult on application of policy and process as well as trends, themes, and solutions.
• Anticipate required business changes and proactively drives them in partnership with business leaders.
• Exercise good judgment, discretion and initiative in dealing with confidential information and/or in responding to inquiries.

Other

• Must have personal vehicle and possess both a current driver’s license and proof of vehicle insurance.
• Willingness to travel regularly during the day as well as periodically overnight(s) to support sites and attend meetings.
• Police check etc.
• The use of Personal Protective Equipment (PPE) may be required.

Working conditions and physical demands

This role requires a detail-oriented approach in a dynamic environment, with physical activity including lifting, carrying (using proper techniques), bending, reaching, kneeling, and other movements that emphasize good body mechanics. Individuals in the role are required to walk, sit, stand, and climb stairs throughout the day, with some tasks requiring fine hand movements.

Attention Current Employees (Internal Applicants)

If you are applying to a unionized position and you are a member of its bargaining unit, please be aware that this posting may remain open beyond the deadline if there are not enough applicants to fill the position(s). If the posting remains open after the initial deadline, VON may close the posting at its discretion or a rolling deadline equivalent to the posting period specified in your Collective Agreement will be deemed, and each successive period will be treated as a separate posting for purposes of comparing seniority between candidates.