Human Resources Business Partner

4 months ago

Toronto, Canada Hearinglife Ltd. Full time

**About Hearing Life**

HearingLife Canada, is the largest provider of hearing healthcare service in Canada. Working in unison with the National Campaign for Better Hearing's awareness campaign (campaignforbetterhearing.org), our core purpose is to provide life-changing hearing care while increasing awareness of the effects of hearing loss and the benefits of hearing devices.

Across Canada, HearingLife consists of over 300 hearing healthcare clinics and nearly 900 dedicated professionals proudly united behind one simple vision, “To help more people hear better.”

**POSITION OVERVIEW**
- The Human Resources Business Partner (HRBP) at HearingLife Canada will carry out HR activities in line with the organization's business goals. This involves ensuring the implementation of business strategies, plans, and initiatives in accordance with applicable laws, regulations, internal policies, and best practices.

Within their client group, the HRBP will provide support for the development and attainment of business objectives in areas such as talent management, talent acquisition, employee relations, workforce planning, employee engagement and retention, change management, total rewards, and safety.

Playing a pivotal role, the HRBP will align HR strategies closely with business priorities to foster a high-engagement, and ultimately - a high-performance culture.

**What does success look like in this role?**
- Establishing strong partnerships with business leaders, working collaboratively to address organizational challenges and align HR practices with business needs
- Fostering a positive and engaging workplace culture. This can be measured through employee satisfaction surveys, feedback mechanisms, and improvements in overall employee morale
- The ability to manage and resolve employee relations issues effectively. This includes promoting a positive work environment and handling conflicts in a fair and transparent manner
- Leveraging data and analytics to inform decision-making processes. This includes using metrics to assess the impact of HR programs and adjusting strategies accordingly
- Success for an HRBP is multifaceted, encompassing strategic contributions to the business, positive impacts on employees, and the ability to navigate the complex and evolving landscape of human resources.

**RESPONSIBILITIES AND KEY ACTIVITIES**
- Drive Business:

- Drive employee engagement initiatives, including supporting the company’s employee engagement survey by positively influencing participation and developing survey results action plans with business leaders
- Champion a high-performing work environment and implement a people strategy through the analysis of HR metrics and support the business in making data-driven decisions
- Act as a change agent to support critical business initiatives and special projects as required; support leaders in all elements of effective change management

Operational/Functional:

- Act as a trusted advisor and coach leaders on employee relations, talent management, investigations, and conflict resolution
- In collaboration with Talent Acquisition, support the full-cycle recruitment process while ensuring an exceptional onboarding experience for new hires and existing employees transitioning to new roles
- Work closely with the Sales and Operations Team to help maintain and improve clinic safety, injury prevention programs, wellness programs, and other related initiatives
- Navigate and manage all medical leaves and WSIB claims related to assigned client group
- Ensure compliance with employment legislation by staying current with HR industry developments
- Provide HR solutions and best practices to assist stakeholders in facilitating change, while fostering active engagement across all organizational levels
- Leverage digital tools and analytics to provide insights in support of all HR related data-driven decisions
- Support the maintenance of existing Human Resources programs and processes; contribute to continuous improvement and best practices to influence HR strategies, policies and procedures

**REQUIREMENTS, EXPERIENCE AND CONSIDERATIONS**
- Post-secondary education in Human Resources Management with 5+ years of progressive HR Business Partner or equivalent experience
- Human Resources Professional Association member in good standing; HR professional designation preferred (Certified Human Resources Professional/ Leader)
- Thorough understanding of basic employment law and compliance requirement, including legislative frameworks such as Employment Standards Act, 2000, Ontario Human Right Code, WHMIS, etc.
- Exceptional interpersonal and communication skills to build strong relationships with multiple stakeholders; ability to coach and influence at all levels in the organization
- Ability to work in a fast-paced environment, while consistently striving to achieve alignment and department/ organizational results
- Proficient in partnering with various client groups to build solid re

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