Human Resources Director

JOB SUMMARY

Reporting to the Vice President, Integrated Human Resources Services, the Director, Human Resources Business Partner serves as a strategic advisor to business leaders, providing expert guidance and consultation across the full employee lifecycle. Working in close partnership with operational and functional leaders, this role enables the delivery of business strategies through thoughtful people solutions aligned with SE Health’s People Everything philosophy.

As a trusted business partner, the Director integrates workforce insights, organizational priorities, and business objectives to support informed decision‑making in areas such as workforce planning, organizational design, talent management, employee relations, engagement, change management, and leadership effectiveness. The role provides proactive coaching and advice to leaders, balancing business needs with employment legislation, organizational policies, and HR best practices.

The Director collaborates closely with colleagues across the HR Centres of Excellence and Shared Services to deliver integrated, client‑focused solutions. Acting as a connector across the organization, the role identifies emerging people trends, anticipates workforce risks, and helps leaders navigate complex people matters while fostering an engaged, inclusive, and high‑performing workplace culture.

KEY RESPONSIBILITIES

Strategic HR Business Partnership

• Serve as a trusted advisor to senior leaders, providing strategic counsel on people, workforce, and organizational matters to support business objectives.
• Partner with leadership teams to translate business priorities into people strategies that enhance organizational effectiveness, workforce capability, and employee experience.
• Coach leaders through complex people decisions, balancing business needs with organizational values, risk management, and legislative requirements.

Leadership Coaching and Employee Relations

• Provide expert guidance on complex employee relations matters, including performance management, workplace investigations, corrective action, accommodations, and conflict resolution.
• Advise leaders on the consistent interpretation and application of employment legislation, collective agreements (where applicable), organizational policies, and HR practices.
• Partner with Labour Relations and Legal, as appropriate, to support grievance management, arbitrations, and other labour relations matters.

Workforce and Organizational Effectiveness

• Leverage workforce insights and people analytics to identify trends, anticipate risks, and recommend proactive solutions that strengthen engagement, retention, and organizational performance.
• Support leaders in organizational design, workforce planning, talent management, succession planning, and change initiatives.
• Identify opportunities to improve leadership capability, team effectiveness, and organizational health through strategic HR interventions.

Cross‑Functional Partnership

• Collaborate with HR Centres of Excellence and Shared Services to deliver integrated, consistent, and client‑focused HR solutions.
• Champion enterprise‑wide HR initiatives and support the successful adoption of organizational change within assigned client groups.
• Act as a connector between business leaders and HR functions, ensuring client needs are understood and appropriate expertise is engaged.

Governance and Compliance

• Ensure compliance with employment legislation, collective agreements, organizational policies, and governance requirements.
• Promote consistent and equitable application of HR policies, programs, and practices while balancing business needs and organizational risk.

People Analytics and Business Intelligence Mobilization

• Review people data and HR metrics for client areas within span of control.
• Analyze and review trends and make recommendations to access, implement, and develop strategies to address underlying issues and code‑design approaches to support people enablement and business outcomes, including team and individual performance optimization, workforce planning, retention, engagement, and organizational/job design.
• Mobilize data and information to advance human capability and accelerate business outcomes.
• Support the gathering of business intelligence and area‑specific or aggregate consolidation within the team and with other HR areas to support analysis and mobilization.
• Work with clients to prepare and understand talent‑related data, to support the identification of resources and supports necessary to enable talent development, internal mobility, and succession within portfolios.
• Review and support compliance people data reporting, including supporting clients to deal with non‑compliance in a manner consistent with our People Everything approach.
• Review and understand “pain points” for management and staff regarding capability, and work with the appropriate SME’s in and outside of HR to identify the need for programmatic design; concierge services and programs for leaders, delivering solutions directly as necessary.

Broker HR Support Services to Support Business Operations

• Broker HR Support (Total Rewards, Talent Acquisition, HR Technology, HR Transformation) services as per HR Operating and Service Models to support business operational requirements.
• Collaborate with HR Solutions (Employee Experience, Learning and Development and others) services to facilitate the roll‑out and operationalization of HR programs, initiatives, and various forms of solutions.
• Liaise with other business support functions including Legal, Privacy and Compliance, Occupational Health and Wellness and Health and Safety to ensure smooth service delivery to business operations.
• Identify the need for programs, supports, and services from the above groups, and any others, for development.

Support Initiatives for Organizational Effectiveness

• Support initiatives for organizational and job effectiveness (efficiency, outcome impact, staff satisfaction, etc.) including restructuring, change management and succession planning within assigned client groups, and across the organization as relevant.
• Work with the leadership team on implementation of new business initiatives and resulting people impacts and manage the change process.

Support Introduction and Roll‑Out of Programs and Policies

• Support the introduction of new programs, policies, and practices per SE Health standards.

Management and Leadership

• Effectively manage human and financial resources, including performance management, engagement, compliance requirements, procurement, and budget management.
• Model exemplary leadership attitudes, behaviors, and capabilities consistent with SE Health Values, including a relentless focus on person‑centered care, psychological safety, excellence, accountability, empowerment, and innovation.
• Inspire and enable individuals and teams to adopt evidence‑informed, leading practices to ensure that the HR function is current/relevant; ensure staff are properly trained, have the skills, capabilities, and attitudes to be successful, and are constantly developing and adapting in the face of change.
• Foster a continuous improvement environment and a learning culture, in full support of all aspects of our People Everything approach.
• Provide coaching and feedback to support individual and team optimization, practices co‑design, and human‑centered design approaches, and seeks to create a psychologically safe and highly engaged team.

QUALIFICATIONS

• Post‑secondary degree in Human Resources and/or Industrial Relations or a related field and/or equivalent experience; CHRL or CPHR designation an asset.
• Minimum of 7 years of progressive HR management experience.
• Thorough knowledge of employment and labour relations legislation, including Employment Standards, Labour Relations, Human Rights, and other applicable pieces of Ontario employment legislation.
• Excellent organizational and creative problem‑solving abilities.
• Proven ability to analyze complex data from various sources and make sound recommendations.
• Proven interpersonal skills; dynamic team player able to inspire, engage others, build networks, and develop trusting relationships.
• Ability to multitask, embrace new knowledge and think in terms of a corporate‑wide perspective.
• Proficient in Microsoft Office: Word, Excel, PowerPoint, Outlook.
• Valid driver’s license and the ability to travel is a requirement.

BENEFITS

• Competitive Total Rewards: Enjoy comprehensive benefits, pension, flexible pay options, car‑loan support, housing solutions, and exclusive staff perks.
• Flexibility & Belonging: Thrive with hybrid work, flexible scheduling, and a supportive, inclusive culture that puts people first.
• Purpose & Impact: Join a national social enterprise where your voice matters. Every role helps advance health, spark innovation, and strengthen communities across Canada.
• Growth That Meets Your Ambition: Access tuition support, training, and meaningful career pathways across a growing, future‑focused organization.

ACCESSIBILITY

If you require accommodations due to illness or disability, please contact Talent Acquisition at careers@sehc.com.

AI AND COMPENSATION DETAILS

We use AI to take notes during our interview. All applications and interviews are reviewed by our Talent Acquisition team. This role is a replacement. The total target compensation for this position is $116,000 - $145,000. The compensation offered is determined based on the successful candidate’s relevant experience, skills, and competencies, taking into consideration internal equity.

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