Director, HR Business Partner

**Why you’ll love working here**:

- high-performance, people-focused culture
- our commitment that equity, diversity, and inclusion are fundamental to our work environment and business success, which helps employees feel valued and empowered to be their authentic selves
- learning and development initiatives, including workshops, Speaker Series events and access to LinkedIn Learning, that support employees’ career growth
- membership in HOOPP’s world class defined benefit pension plan, which can serve as an important part of your retirement security
- competitive, 100% company-paid extended health and dental benefits for permanent employees, including coverage supporting our team's diversity and mental health (e.g., gender affirmation, fertility and drug treatment, psychological support benefits of $2,500 per year, parental leave top-up, and a health spending account).
- optional post-retirement health and dental benefits subsidized at 50%
- yoga classes, meditation workshops, nutritional consultations, and wellness seminars
- the opportunity to make a difference and help take care of those who care for us, by providing a financially secure retirement for Ontario healthcare workers

**Job Summary**:
The Director, Human Resources Business Partner is a strategic and hands-on role that is responsible for aligning HR strategies with business goals, building organizational capability across various corporate functions and collaborating with senior leaders and HR COE’s. The Director, Human Resources Business Partner (HRBP) develops, implements, and aligns HR programs with business objectives and serves as a strategic partner, coach, and advisor to employees, ExT members, Senior Leaders, and management teams.

This role is responsible for developing and ensuring effective implementation of programs, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance, employee relations, total rewards (compensation and benefits), and Learning & Development. The Director, HRBP is collaborative and builds consensus and commitment toward shared outcomes while fostering a positive organizational culture.

**What you will do**:
**Strategic HR Partnership**
- Partner and collaborate with business leaders and HR colleagues to develop and deliver against an agreed set of HR objectives that contribute to client group(s) and HOOPP business and organizational success.
- Ensure that all programs and policies align with HOOPP's business values.
- Partner with business leadership to formulate, develop, implement, and evaluate a Talent Strategy and Workforce Plan to achieve the organization’s vision, mission, and goals.
- Regularly engage in direct communication with Senior Management Teams and address operational issues; provide leadership, support, and coaching on employee relations issues.
- Partner and collaborate with the Director, Employee Relations on complex situations, seek guidance on policy impact. Identify people-related issues/themes across client groups and address these through recommendations and mitigation strategies to their business leaders.
- Participate in cross-functional business HR committees and councils to share best practices, lessons learned, and collaborate on initiatives.
- Partner and collaborate with fellow colleagues in HR to provide client group(s) with knowledge, skills, and expertise in: Compensation, Benefits, Recruiting, Talent Optimization, Organizational Engagement & Effectiveness, Learning & Development, Employee Relations, HR Programs & Processes, Projects & Consulting, and Coaching, that are trusted, relevant, value-adding, and that contribute to the client group(s) and HOOPP's business and organizational success.
- Champion HOOPP, the client group(s), and HR internally, and to external stakeholders to support and enhance HOOPP's employer brand and value proposition.
- Uphold, and contribute to safeguarding, HOOPP's core values.

**Talent Management**
- Lead and partner on the talent management strategies to ensure effective strategic workforce planning alignment with the needs of the business.
- Create opportunities and initiatives to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.
- Create and implement talent plans for the business/function supported (e.g., diagnostics of organizational health, key business/function needs and opportunities; strategies for recruitment, retention and development of talent pools; organizational effectiveness plans including development of strategic capabilities; elevating overall talent bench for supported businesses/functions).

**Employee Engagement and Development**
- Identify ways to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathin