Human Resources Business Partner

3 weeks ago

Kamloops BC, Canada Interior Health Authority Full time

Interior Health is hiring a term-specific full-time Human Resources Business Partner who is enthusiastic about making a difference in healthcare.

The location of this role is flexible within the Interior Health region. The position end date is approximately March 2025.

What we offer:
  1. An attractive remuneration package
  2. Excellent career prospects
  3. Employer paid training/education
  4. Employer paid vacation
  5. Medical Service Plan
  6. Employer paid insurance premiums
  7. Extended Health & Dental coverage
  8. May be eligible to contribute to MPP
  9. Work-life balance

Salary range for the position is $86,398 to $124,197 . Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

How will you create an impact:

Acting as a change agent, the Human Resources Business Partner (HRBP) provides strategic employee and labour relations perspective, advice, guidance, and support on innovative and cost-effective business and workforce optimization strategies and plans for an assigned client portfolio through effective consultation, coaching, risk/impact analysis, facilitating, and coordinating and collaborating with a wide range of key IH business support services including Finance, Workforce Planning and Innovation, Employee Experience, Employee and Labour Relations, Recruitment, Organizational Development, and Staffing Services.

To fulfill the role as described, the HRBP must be knowledgeable in the full scope of the business of HR, IH strategic objectives and business drivers/priorities of the assigned portfolio to enable Interior Health to achieve its business objectives in a dynamic environment at times undergoing system or transformative change.

In alignment with IH’s Occupational Health & Safety Program, employees shall adhere to all Occupational Health and Safety policies and procedures at all times and attend all required training. Employees are responsible to report any identified hazards, unsafe conditions or incidents to your manager or supervisor immediately.

What will you work on:
  1. In partnership with leadership, assesses and evaluates current business delivery and workforce utilization models.
  2. Reviews and analyzes relevant information, data and performance metrics and identifies/recommends opportunities for innovative enhancement strategies/plans and practical solutions that will provide for cost-effective business delivery and quality improvement models and an employee-oriented, high-performance culture that emphasizes quality, empowerment, productivity and standards, goal attainment, and the ongoing development of a superior workforce.
  3. Conducts labour impact analysis of proposed business and workforce optimization strategies, providing feedback, options and/or recommendations for implementation plans and mitigating strategies.
  4. Interprets, consults and advises leadership on collective agreement administration, HR policies, and other relevant legislation in the planning, implementation of same.
  5. Engages and collaborates with Labour Relations as required.
  6. Develops and maintains effective communication/working relationships with local and district union representatives in the implementation of planned changes and represents the Employer in proactively problem-solving and mediating arising issues or disputes.
  7. Solicits leadership feedback and collaborates with Labour Relations to identify issues in preparation for bargaining.
  8. Engages, and works collegially and collaboratively with Finance, Workforce Planning and Workforce Innovation, Employee Experience, Organizational Development, Employee Experience, Recruitment, and Staffing Services in developing workforce planning, recruitment, staffing, succession planning, and change and transition strategies that support organizational change, capacity, renewal, and effectiveness.
  9. Partners with/supports leadership in the development of competency and equivalency frameworks to provide for standardization and quality of hiring practices.
  10. Coaches, guides, and supports leadership on difficult / complex / high-risk recruitment matters as required.
  11. Establishes and maintains accessible and visible client relations through membership at leadership tables and through regular individual meetings to support leadership decision-making.
  12. Produces related reports and correspondence.
  13. Facilitates or conducts related information, training, and education sessions as appropriate.

Interior Health strives to create an environment where you enjoy the work you do, the place where you work, and the people around you. Together, we create great workplaces. Honouring Interior Health’s commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).

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