Human Resources Business Partner

**About Us**: **RNS Health Care Services Inc. **is an accredited organization of professionals providing concerned, competent and compassionate health care services within our community since 1985. Canadian-owned and operated, offering services such as personal support, homemaking, respite care, palliative care, nursing, foot care and community clinics. Our caregivers care for clients in their homes, and retirement and nursing home facilities. **About the Role**: **RESPONSIBILITIES**: - Business Partner Consultation_: - Partner with leaders of assigned business unit to develop talent and performance management improvement strategies that optimize the talent, strengths and engagement of our human capital assets. - Provide workforce/restructure planning consultation, including but not limited to, communication strategy, job description content, talent needs and compensation assessment. - Serve as a primary partner and consultant to employees, supervisors, and managers on all employee relations and labour relations issues impacting the business unit. - Effectively balance employee and company interests to manage risks and create a positive employee relations environment. - Develop and maintain unit-specific employee policies to ensure compliance with applicable laws and professional best practices to enhance employee effectiveness and engagement. - Build leadership capability through facilitative partnerships and educational investments surrounding effective performance management and learning and development theory. - Partner with the Director of Human Resources in the leadership of any and all organizational accreditations, certifications, and/or licensing processes. - Talent Champion: _ - Partner with operations management in developing and implementing staffing strategy and in tracking and achieving staffing goals. - Partner on the recruitment and selection process for office staff. - Conduct regular talent needs assessments to ensure a "Right Talent/Right Fit” workforce. - Understand RNS current and future High Potential (HiPo) talent, their backgrounds, performance histories and capabilities. Ensure that talent is placed in developmental roles to expand their capabilities, experience and performance. Performance Management: - Oversee the performance management process, ensuring a consistent approach across the organization that emphasizes individual development and regular and dynamic coaching and feedback. - Lead the strategic goal setting process that incorporates meaningful SMART goals, set at the appropriate level with sufficient line of sight. - Administer the feedback processes in support of leadership and management practice development. - Lead and administer the Performance Appraisal process for all employees excluding (Managers and above) within the assigned business unit. - Facilitate compensation processes and market data analysis. - Coach leaders through progressive discipline process as well as performance improvement planning process. - Learning & Development: _ - Partner with managers to identify leadership and organizational development needs of the business unit and to conduct learning needs assessments. - Pinpoint the appropriate learning and development activities that will enable the business unit to achieve its strategic goals. - Partner with the Training and Communications Coordinator on implementing new programs, procedures, and policies and software, including the collection and tracking of training effectiveness. - Facilitate soft skills training as needed. - Participate in the design and coordination of participant survey and feedback sessions to gather insight for the enhancement of future learning/training opportunities. - Organizational Development: _ - Work with executives, managers, and supervisors in the establishment and maintenance of all process and procedure documentation necessary for the business unit. - Participate in the execution of the annual Employee Surveys (survey launch, communication, training and action plan tracking). - Improve and implement the company’s Performance Management process. - Assist the Director of HR in the development & drive succession plan for the business unit. - Collaborate with managers and other HR team members to improve and sustain leadership performance; - Conduct team development sessions, to improve effectiveness of team outcomes; - Support onboarding of staff. - Employee & Labour Relations: _ - Guiding Supervisors and Managers in the conduct of all workplace investigations (including but not limited to) union and non-union grievances, critical incidents and illness, and general employee complaints/concerns. - Conducting through to resolution all other workplace investigations (including but not limited to) Ministry of Labour complaints, law enforcement investigations, etc, under the guidance of the Director of Human Resources. - Attend legal proceedings such as hearings at the Human Rights Tribunal of Ontario and the Onta