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People and Culture Business Partner

5 months ago

Orangeville, Canada Headwaters Health Care Centre Full time

**Competition**:

- 136-24

**Department / Unit**:

- People and Culture

**Position Type**:

- Full Time

**Bargaining Unit**:

- Non-Union

**Posting Date**:

- 2024-04-09 12:00

**Headwaters Health Care Centre. One Community, Caring Together.**:
We are a dedicated team of professionals focused on providing the best care possible for our patients, families, and caregivers. We work together to care for the whole person from hospital to home.

We are looking for a **People and Culture Business Partner** to work with our **People and Culture** Department to help us continue in our mission to serve our community with Kindness, Passion, Courage, and Teamwork.

Reporting to the Director, People and Culture, this position is responsible for providing a full range of people services and leadership for management and staff. The position provides human resources expertise, support, and advice to leaders in addressing all matters related to people operations. Using knowledge and techniques in the areas of employee and labour relations, attendance management, performance management and organizational development, the P&C Business Partner contributes significantly to the organization’s culture and people strategy objectives.

Liaising with leaders and employees on a day-to-day basis, the P&C Business Partner provides support and counsel on a broad variety of human resources issues, including but not limited to:
**Employee and Labour Relations**:

- Partners with management to develop human resource solutions that support the objectives of the People Strategy, and that are aligned to HHCC’s mission and strategic plan.
- Provides support for employee/labour relations issues, including internal dispute resolution, policy/procedure interpretation, Collective Agreement interpretation, counselling and actively participating in the handling of complaints, grievances, investigations etc. Provides day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions). Builds strong relationships with managers and employees to improve work relationships, builds morale, increases employee commitment, engagement, productivity and retention.
- Maintains awareness of, and communicates as necessary, relevant provincial employment and labour legislation, monitors for compliance with applicable legislation. Provides advice on and coordinates leaves of absence (STD, LTD, pregnancy, parental, personal, compassionate care, bereavement, etc.) according to the appropriate legislation, policies and/or collective agreement. Provides advice to managers on sick leave cases, which may require developing return to work plans and/or workplace accommodation to ensure that sick leave costs are contained. Leverages strong communications skills and techniques to foster a positive culture, using the HHCC Values as a guide.
- Liaison with union representatives to support timely resolution and support for labour relations issues.
- Facilitate timely resolution of all employee and labour relations matters, while maintaining an appropriate balance between employee and management support and advocacy.

**Recruitment and Retention**:

- Responsible for providing employee relations or labour advice and guidance to the hiring manager in partnership with the Talent Acquisition Specialist (TAS), on assisting with special work arrangements (e.g., job sharing, modified work arrangements, etc.)
- Leverages employee data with support from the Talent Acquisition Specialist (TAS) (e.g. exit interviews, survey results, turnover analytics) to improve employee engagement, performance, and retention within the hospital.

**Occupational Health and Safety**:

- Working in partnership with the health and safety team, supports compliance with the Occupational Health and Safety Act of Ontario including providing support to the reporting and WSIB claims processes.
- Assists in the return-to-work process working closely with Occupational Health, the manager, and the employee to finalize return to work plans, including modified plans.
- Promotes and maintains compliance on Ministry of Labour standards and with required legislation related to Health & Safety, workplace violence, workplace accommodation and AODA.

**Organizational Development/ Training & Development**:

- Works collaboratively with the Talent Management team to support ongoing initiatives and programs
- Coaches managers in effective employee performance management, alignment and engagement of employees in the delivery of business unit goals and overall talent management.
- Act as a change agent in the creation of a workplace culture, employee empowerment, accountability, continuous improvement, and ongoing learning.
- Coaches and supports managers on the HR implications of business decisions and on all aspects of people-management and leadership. Drives programs and processes that facilitate change and optimize the contributions and engagement level of employees