Human Resources Business Partner

The Human Resources Business Partner under the direction of the Integrated Care Solutions Director will partner with ICS management and human Resources representatives to provide hands on day to day support in all areas of human resources (HR) management. This includes implementing national and local HR strategies in the areas of employee relations and engagement, performance and change management, reward and recognition, training and development, recruitment, selection, retention and compensation. S/he will drive HR excellence in alignment with Bayshore’s values, culture and specific ICS business objectives.

**DUTIES AND RESPONSIBILITIES**
- Reporting to the Senior Human Resources Business Partner, the Human Resources Business Partner will provide a strategic, leadership and hands-on role in the full cycle of Human Resources to ICS employees and oversight to branch Human Resource team members.
- Participate, lead and mentor ICS leader in performance/Employee related related issues
- Train, coach, and mentor direct reports to deliver end to end people services and solutions to branch employees and leaders. Including recruitment, onboarding, employee engagement, employee relations including leading and participating in comprehensive investigations and implementing Bayshore policies and procedures
- Together with the Senior HR Business partner and ICS leadership team, the HR Manager will ensure that HR programs and procedures support the current business needs
- Serve as the main point of contact for all branch employee related HR questions and concerns
- Oversee the HR administration of the HRIS system, benefits program, employee relations and payroll related inquiries
- Manage and maintain Admin staff files, payroll and HR transactions
- Manage employee attendance, performance, and the off-boarding processes, including performing exit interviews
- Provide coaching and advice to direct reports and ICS people leaders to drive the people process including performance, development, and career opportunities for staff
- Manage Privacy Requests for Information, working alongside branch leaders to facilitate completion of same
- Be the Subject Matter Expert of provincial legislation related to Employment Standards, Human Rights, Workplace Health and Safety and Labour laws. Ensure that the branch is always compliant
- Work with the Senior Human Resources Business Partner to manage multiple locations across Ontario

Job Qualification

**Education**
- Bachelor’s degree in Human Resources Management or a similar discipline

**Experience**
- 5+ years of progressive human resources experience or leadership role and responsibility, with emphasis in the areas of full cycle recruitment, employee relations, performance and attendance management.

**Other Skills and Abilities**
- Exceptional interpersonal skills with the ability to handle difficult situations in an objective, consistent format, with excellent problem-solving abilities.
- Ability to work independently and as part of a team, while meeting set deadlines related to all HR functions and responsibilities
- Able to work in a fast-paced environment with the ability to identify and change priorities as business needs change
- Ability to operate all standard office equipment; commitment to continued learning.
- Fluency in written and spoken English is required. French language competency may be considered an asset in designated geographies.
- Juggling multiple priorities is second nature to you. You can make sound judgement and influence senior leaders on strategic decisions that will impact the branch
- Mentorship and coaching are key requirements to build a best in class HR team that will make a difference in the branch
- Working towards CHRP designation will be considered an asset

**REPORTING RELATIONSHIP**:
Human Resources Business Partner - Branch reports to the Senior Human Resources Business Partner.

**STANDARDS OF PERFORMANCE**:
The Human Resources Manager must demonstrate ongoing competency in completing all duties and responsibilities of this job description, in response to changes by the regulating body, as well as agreed upon specific goals and objectives.

**PERFORMANCE REVIEW**

Performance will be reviewed on an ongoing basis with a formal review at the end of the six-month probationary period and subsequently, on at least an annual basis. Input will be sought from employee, Supervisor and Field employees, and in addition, will be based on ongoing client feedback and the extent to which performance meets expectations.