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HR Business Partner
1 day ago
HR Business Partner
The Real Estate Council of Ontario (RECO) is seeking a HR Business Partner. We have one permanent position available to start immediately.
About RECO
As Ontario’s regulator of more than 110,000 real estate agents and brokerages (often referred to as registrants), RECO administers and enforces the law that regulates trading in real estate in Ontario and enhances consumer confidence in the real estate services sector. RECO’s commitment to pursuing trust in every transaction means consumers can navigate the real estate market with confidence, knowing that the regulator is committed to fairness, transparency and reliability for all parties involved.
A modern regulator with over 170 employees, RECO is a collegial and dynamic environment where quality work-life balance is valued along with strategic agility, curiosity and empathy in our action. RECO regulates approximately 100,000 registrants in the real estate sector.
Hybrid work environment
RECO has adopted a ‘hybrid’ environment, which will typically include a minimum attendance in the office of one day per week, with some teams/positions requiring more frequent in-office attendance.
RECO’s commitment to diversity and inclusion: They aren’t just words to us
RECO is committed to promoting an equitable, diverse, and inclusive environment that includes awareness, education, and engagement-building opportunities for all employees.
The role
Reporting to the Director, Human Resources, the Human Resources Business Partner (HRBP) acts as a consultant and strategic business partner to the business. The HRBP will perform all functions of an HR generalist by providing support to managers and employees alike while ensuring high quality, confidentiality and timely service standards of the HR function. The role keeps abreast of the business objectives and individual departmental needs in order to provide effective support and consultation to managers and employees. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
This includes, but is not limited to: conducting research and making recommendations on best practice, changing legislation etc., leading and championing change initiatives; facilitating training and information sessions; assisting with and overseeing talent acquisition and onboarding activities; advising and coaching managers on employee relations, performance management and attendance management matters; facilitating effective talent management; administering compensation year-end programs, advising managers and employees on matters pertaining to compensation and benefits; and assisting with HR planning, succession management and the termination of employees.
Position responsibilities
**General Human Resources Consultative Support**:
- Participate in and lead strategic HR initiatives and other special projects.
- Provide input into the development of RECO's human resources strategy.
- Lead major change initiatives, develop and introduce guidelines, policies, practices and programs that are in compliance with employment legislation, existing corporate human resources strategies and HR policies, and best practices in human resources
- management.
- Provides guidance and input on business unit restructures, workforce planning and
- succession planning.
- Provide HR guidance, support and interpretation of existing HR policies, procedures
- and programs and applicable legislation to managers and employees within the
- organization.
- Stay current in relation to employment law and best practices in human resources management and identify needed areas of change / communication in HR programs.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Manage the administration of employee surveys and the reporting of their results.
- Assist with creating and updating effective job descriptions, handbook policies, orientation activities, training & career development programs, performance appraisals and other essential programs.
- Prepare, review, interpret, analyze and approve a variety of data, information and reports, and make recommendations depending on findings.
**Talent Management - Recruitment & Orientation**:
- Manage and participate in the recruitment process and assist business leaders in developing effective recruitment strategies.
- Participate in job interviews as needed, particularly for vacancies at the employee and supervisory levels.
- Oversee new employee orientation programs.
- Coordinate new hire orientation to include administration and collections of first day paperwork, acclimate and train new employees on processes and procedures o
