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HR Business Partner

3 months ago

Old Toronto, Canada MCIS Language Solutions Full time

HR Business Partner

About Us

MCIS Language Solutions is a not-for-profit that has evolved into a social enterprise and has been relentlessly pursuing its goal to remove language barriers for over 30 years. With over 60 full-time staff and engaging a roster of over 6,000 language professionals, MCIS provides a full suite of language solutions: from language interpretation, translation, and transcription to localization, training, and training development for government, legal, police services, and healthcare organizations in more than 300 languages.

VISION | To connect people globally through languages.

MISSION | To advocate for language rights and equitable access to critical information and services through language solutions and human connections.

VALUES | Making a Difference, Compassion and Collaboration, Integrity and Innovation, Social Justice.

Social Purpose

Every year MCIS invests some of its net income into initiatives that support free services for vulnerable populations, training subsidies for aspiring interpreters and translators, and language advocacy initiatives such as the Our Language Rights Canada Conference on Canadian Language Advocacy Day.

Our Social Purpose Statement is that we exist to uphold the human right to be informed, heard, and understood. Language rights protect the rights of individuals and groups to choose which language(s) they use in private as well as in public interactions, such as legal, health, educational, or political access to information and services.

Learn more here: MCIS Social Purpose Journey

DUTIES AND RESPONSIBILITIES

The HRBP is responsible for providing strategic and tactical HR support to designated business groups, with a focus on aligning HR initiatives with business goals and objectives. The HRBP will act as a trusted advisor to business leaders, providing guidance and support on a wide range of HR-related issues, including talent management, employee relations, change management, compliance, performance management, employee engagement, and organizational design. The HRBP will partner with business leaders to build organizational capability to achieve current and future business objectives through the development of proactive HR strategy and practices.

The HR Business Partner’s key roles and responsibilities are as follows:

Strategic Partner

  • Partner with the designated business groups to assess short-term and long-term business needs and provide strategic HR direction.
  • Consult with business leaders on an ongoing basis to determine evolving HR requirements and assist with the development and implementation of responsive, effective and value-added HR strategies.
  • Build and maintain effective working relationships with business leaders and employees to provide guidance and counsel on a variety of HR and business-related issues on both strategic and tactical levels.
  • Serve as the initial point of contact to the business in providing advice, problem resolution, and facilitation in the areas of talent management, workforce planning, employee and labor relations, and performance management.
  • Oversee and execute the implementation of HR initiatives in designated business groups.
  • Provide counsel and drive execution on workforce planning and organizational design.
  • Analyze and interpret various types of employee data and reports to guide decision-making and provide proactive solutions to the business groups.
  • Participate in assigned business groups' operational meetings.

Employee Champion

  • Function as the first point of contact for designated business groups on HR matters; manage and provide services in employee relations, staffing and recruiting, performance management, employee orientation, talent management, and training and development.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provide guidance and support to business leaders on employee relations issues, such as conflict resolution, workplace policies, and performance management.
  • Provide advice on HR policies and procedures; research, identify and analyze specific employee relations concerns and make appropriate recommendations to the business leaders.
  • Oversee talent planning, talent reviews, talent development, and succession planning for designated business groups; provide consultation/coaching/training to business leaders as needed.
  • Support business leaders in fostering a supportive culture through employee engagement initiatives.
  • Participate in the continual development of HR programs/processes, such as recruiting, benefits, performance management, learning and development.
  • Work with System Development Office to develop and implement the Competency Management System and Performance Management System.
  • Champion, monitor, and instill social purpose and diversity, equity, and inclusion lenses in decision-making processes and interactions with business leaders.

Change Agent

  • Interact with business leaders to find solutions to business issues and facilitate the implementation of change strategies.
  • Partner with the business to develop change management strategies and related communication plans for employees, in support of change initiatives.
  • Assess the impact of change on employees and work with business leaders to develop and implement mitigation strategies.
  • Support employees transition through changes by providing training and support, including identifying development opportunities and helping employees understand their roles.
  • Work with System Development Office to develop and implement the change management system.

Administrative Expert

  • Lead core HR processes and deliver robust HR services to the designated business groups with the support of the HR Operations Specialist, including onboarding and offboarding, benefit administration, attendance management, performance management, etc.
  • Actively participate in the recruitment process, ensuring timely completion of hiring and onboarding activities.
  • Maintain reporting tools and techniques to capture and distribute meaningful data and metrics related to HR areas.
  • Analyze HR trends and metrics to develop solutions, programs, and policies.
  • Maintain in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance.
  • Create and update policies, procedures, and guidelines to support a growing and evolving organization, with the support of HR Operations Specialist; provide HR policy guidance and interpretation.

Other

  • Participate as a member of the larger HR team in pursuing assigned accountabilities and team projects, always being mindful that the overall goals of the HR team must be met.
  • May engage with external consultants to plan and manage HR projects as needed; provide support to the Director of HR during the process of planning, development, and implementation.
  • Provide support to the Board/HR Committee as needed.

EMPLOYMENT REQUIREMENTS

Leadership Competencies

  • Inspiring & Motivating Others: The ability to ignite passion, enthusiasm, and commitment in individuals and teams, fostering a positive and high-performing work environment.
  • Driving Positive Change: The ability to proactively identify opportunities for improvement, lead change initiatives, and mobilize others to embrace and adapt to change in a positive and impactful manner.
  • Emotional Intelligence: The ability to recognize, understand, and manage emotions, both in oneself and others, in order to build positive relationships, make effective decisions, and inspire and motivate others. Leaders with high emotional intelligence demonstrate empathy, self-awareness, and strong interpersonal skills, allowing them to navigate complex social dynamics, resolve conflicts, and create a positive work environment.

Functional Competencies

  • People Advocacy: The ability to champion and support employees by ensuring their needs, concerns, and rights are represented and addressed within the organization. This competency involves fostering a positive and inclusive work environment that promotes employee well-being, engagement, and growth.
  • Talent Management: The ability to attract, develop, engage, and retain talented individuals within the organization. This competency includes the skills to identify organizational talent needs, implement talent acquisition strategies, design and deliver talent development programs, establish performance management systems, and foster a culture of employee engagement and retention.
  • Business Acumen: The ability to understand and apply business principles and concepts to HR functions, enabling effective decision-making and alignment of HR strategies with organizational goals. This competency involves comprehending the organization's industry, market, and financial aspects to contribute to its success.
  • HR Compliance: The ability to understand and ensure adherence to relevant laws, regulations, policies, and procedures governing HR practices and employment relationships. This competency involves staying updated on legal requirements, implementing compliance measures, and providing guidance to ensure the organization's HR practices align with legal and ethical standards.

EDUCATION & EXPERIENCE

The HRBP must have completed a bachelor’s degree in Human Resources, Business Administration, or a related field. The HRBP must have a minimum of 3-5 years of experience in an HR Business Partner or similar role to be able to fulfill the functions of this position. The HRBP must be adept at integrating AI tools that enhance talent acquisition, employment engagement, and strategic decision-making. Given the previous experience, 3-6 months of on-the-job training is needed to understand the job requirements.

This is a full-time temporary position for the duration of up to one (1) year.

EXPECTED START DATE: Immediately

CLOSING DATE: posting until the vacancy is filled.

Qualified applicants are invited to submit a cover letter with salary expectations and résumé to cole@mcis.on.ca.

OUR ENVIRONMENT

At MCIS, we’re committed to modeling diversity and inclusion for the entire language industry and the non-profit sector. This is made possible by maintaining an inclusive environment with equitable treatment for all.

APPLICATION PROCESS

The application process will include a phone screening and an interview with the hiring panel. Successful candidates would then proceed to a reference check and a background check.

Accommodations for job applicants with disabilities are available on request.

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