Human Resources Business Partner

**Join the Renewed Seneca, The Next Seneca.**:
Guided by _The Next - A Strategic Plan for Seneca Polytechnic_, we offer a working environment that is innovative, flexible and encourages risk-taking. Joining Seneca Polytechnic brings opportunities for professional development and career growth. We focus on health and wellbeing in all its forms to provide a great employee experience.

**Position Summary**:
Reporting to the Director, HR Business Partner, the Human Resources Business Partner (HRBP) provides credible, expert strategic advice and guidance to leaders on a full range of HR issues, translating business requirements into effective HR practices and delivering solutions aligned with the business priorities and Seneca’s strategic plan.
The HRBP provides proactive HR advice guidance and creative solutions on a variety of HR operational and strategic HR issues. The HRBP supports leaders to prevent and resolve HR related issues at the earliest possible point by coaching on conflict management techniques such as early resolution.

Leveraging a broad understanding of the business and partnering with HR Communities of Expertise (CoEs), the HRBP acts proactively to lead, execute and support cyclical HR program activities with their assigned client groups. The HRBP also influences and supports leaders on matters of employee relations, human resources planning, job design, performance management, workforce planning, employee engagement, change management and equity, diversity and inclusion (EDI).

The HRBP keeps a pulse on employee engagement and workplace culture, collaborates with HR CoEs and HR Operations teams on the development of new initiatives, and leverages team expertise in delivering and implementing HR strategies and programs to the client groups.

**Responsibilities**:
**Coaching and Advisory Services**
- Develop and maintain effective business relationships within assigned client group(s) ensuring the integration of program planning and business needs with the appropriate HR strategies, services and supports.
- Maintain thorough understanding of the clients’ operations and support decision-making with proactive advice and solutions customized to meet current and future business needs.
- Facilitate the deployment and execution of cyclical HR program activities with the client, such as performance management, talent management & succession planning.
- Conduct interviews, prepare briefs and responses, attends conduct meetings.
- Coach and support client groups with talent management matters with a focus on performance management, career management, succession planning, compensation equity, and EDI.

**Organizational Design, Job Design and Workforce Planning**
- Understand the state of Seneca’s workforce planning/strategy and forecast trends to help Seneca stay ahead of the Curve.
- Support leaders in determining and assessing ongoing staffing and workforce planning needs through continual examination and alignment of positions/workforce planning, headcount, and organization structure in consideration of business short and long-term needs
- Provide advice and guidance on organizational change and restructuring; review clients’ concerns and objectives, outline options and approaches and partnering with clients to facilitate change processes that meet their business needs while managing risk and liability.
- Develop and execute HR plans, programs, and tools with business leaders and COEs to build and enhance organizational capability.

**Human Resources Solutions**
- Partner effectively with all other areas and staff of human resources department to ensure the delivery of high-quality value-added service.
- Collaborate with CoEs to revise HR strategy and programs in line with business needs, analyze customer feedback.
- Undertake HR projects, ensure projects are appropriately planned and developed for timely completion and smooth implementation.

**Research and Reporting**
- Conduct research, analysis data and compose confidential documents, reports, presentations, briefings and background materials, and make recommendations to the Senior HR Business Partner and/or Director, HR Business Partner.
- Keep records and write reports associated with case management and prepare case-based correspondence for the consideration and action of management.

**Qualifications**:
**Education**
- A minimum of a four (4) year Degree in a related discipline to Human Resources Management, Business Administration, Labour Relations or equivalent experience.
- A Certified Human Resources Leaders (CHRL) designation is an asset.
- Prosci Certified Change Practitioner is an asset.

**Experience**
- A minimum of seven (7) years of progressive experience as an HR professional with demonstrated experience in a variety of HR functional areas (e.g., HR Business Partnership, Organizational Development, Employment Relations, Labour Relations, Talent Acquisition, Compensation, etc.)
- Demonstrate in-depth and current knowledge an