Human Resources Business Partner, HR Services

2 months ago

Vancouver, Canada PHSA Full time

**Human Resources Business Partner, HR Services**

HR, Children and Women’s Hospital

Vancouver, BC

In accordance with the Mission, Vision and Values, and strategic directions of PHSA safety, including both patient and employee safety, is a priority and a responsibility shared by everyone at PHSA’s Agencies/Divisions/Services, and as such, the requirement to continuously improve quality and safety is inherent in all aspects of this position.

**What you’ll do**
- Builds effective partnerships within assigned client groups including developing a strong understanding of the client’s services, encouraging development of the client’s business strategic plan to maximize the potential of available human resources. Promotes human resource strategies, corporate initiatives and services to facilitate understanding and cooperation.
- Consults with clients on an ongoing basis to determine evolving human resource requirements. Analyzes requirements and develops strategies and options to enable clients to achieve required business objectives in addition to increasing accountability for HR processes within their own groups. Provides coaching and advice to clients on the selection, implementation and management of human resource strategies and evaluates and measures the effectiveness of selected strategies.
- Utilizes operational partner feedback to continually improve delivery of services. Supports the development of human resource related quality indicators in day-to-day operations such as continuous quality improvement. Models behaviour that is consistent with the strategic direction of the organization.
- Identifies needs for specialized HR expertise in areas such as LR, classification and compensation, recruitment, retention, employee wellness and safety and organizational development and brings together clients and human resources partners from their workplace network or centralized HR teams or other corporate supports.
- Promotes, educates, coaches and supports management/supervisory staff in developing expertise in human resource practices. Provides information and advice to clients on change management processes working with HR and other corporate/centralized HR partners to assist them to understand change and make informed decisions. Facilitates effective organizational change, using effective change management processes.
- Utilizes/develops targeted communication strategies for unions, employees and other stakeholders to support change initiatives. Supports alignment and achievement of the organization’s/agency’s vision and business strategy through the change initiatives of specific client groups.
- Interprets, coaches and advises operational groups regarding collective agreement interpretation, government legislation and organizational policies and procedures and other legal obligations affecting HR issues, including providing direction on issues of ambiguous/conflicting nature and terminations/severance. In collaboration with HR partners, coordinates LR implications of organizational changes with union. Keeps management current on industry issues, union/management initiatives, collective agreement changes, legislation and jurisprudence.
- Supports the dispute resolution process up to step 3 of the grievance process including investigating issues/grievances, maintaining documentation, engaging in discussions with management and union representatives in an effort to achieve effective resolution and representing the employer at union/management meetings. Encourages the development of positive and proactive union/management relations and collaborates with centralized HR partners and related community of practice groups as required. Provides leadership to management in the development and implementation of essential service plans working in collaboration with HR/LR partners.
- Advises and coaches operational partners on recruitment issues including effective internal and external recruitment and selection procedures, encouraging total compensation and fiscally responsible mindset, and the interpretation of the collective agreement obligations. Collaborates with centralized HR partners on specialty recruitment, compensation and retention initiatives as required.
- Participates in HR and operational projects, industry committees and tasks groups through methods such as attending meetings, advocating for the organization’s interests, influencing change and assessing trends and changes to human resource practices, communicating relevant information to HR team and identifying processes and interpretations which require change.
- Remains current on human resource trends, issues and best practices through literature review, contact with peers at other organizations and attendance at seminars, workshops and educations programs.

**What you bring**

Qualifications
- A level of education, training and experience equivalent to a Bachelor’s degree in Human Resources plus seven (7) to ten (10) years of prog

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