Human Resources Business Partner

**Job ID**: 3025
**Openings**: One
**Jurisdiction**: Out of Scope
**Division**: Corporate Services
**Department**: People & Organizational Culture
**Branch**: Client Services & Labour Relations
**Location Name**: Regina, Saskatchewan, CA
**Type of Posting**: Internal & External
**Employment Type**: Term up to twelve (12) months
**Annual Salary**: $91,060.00 - $121,412.00
**Date Posted**: August 12, 2025
**Closing Date**: August 31, 2025
Land Acknowledgement
We are proud to reside on Treaty 4 Territory and the traditional lands of the Cree, Saulteaux, Dakota, Nakota, Lakota, and Métis Nation, honoring and respecting these Nations and ancestors of this territory and grateful to be here. Regina is committed to building trust and creating true partnerships with Indigenous peoples.
Equity, Diversity & Inclusion
Position Summary
The City of Regina is seeking an HR Business Partner to provide comprehensive HR leadership, consultation, and support to management and staff across the organization. Reporting to the Senior Human Resources Consultant, this role is a trusted advisor to managers, offering expertise in employee and labour relations, performance management, organizational development, and talent management. Through building strong relationships, promoting positive workplace culture, and aligning HR initiatives with organizational objectives, the HR Business Partner plays a key role in fostering employee engagement, productivity, and retention. Key Duties & Responsibilities
Building strong relationships with managers and employees to have a positive impact on work relationships, building morale, increasing employee commitment, engagement, productivity, and retention. Providing support for employee/labour relations issues, including internal dispute resolution, policy/procedure interpretation, Collective Agreement interpretation, counselling and actively participating in the handling of complaints, grievances, investigations etc. Providing day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions). Responsible for providing advice and guidance to the hiring manager in conjunction with the Talent Acquisition Specialist (TAS), assisting with special work arrangements (e.g., job sharing, modified work arrangements, etc.). Leveraging employee data (e.g. exit interviews, survey results, turnover analytics) to improve employee engagement, performance, and retention. Acting as a change agent in efforts to create positive workplace culture, employee empowerment, accountability, continuous improvement, and ongoing learning. Proactively managing the identification and resolution of team-related issues. Influencing and guiding managers on the HR implications of business decisions and on all aspects of people-management and leadership. Driving programs and processes that facilitate change and optimize the contributions and engagement level of employees. Facilitating soft skills training and refining corporate programs to meet the needs of the operation and area clients, including conducting training sessions for managers and individual departments on various topics to enhance team performance. Partnering with HR Centres of Expertise to manage job descriptions, evaluations, and reclassifications. Advising and guiding managers on issues regarding pay practices and policies. Partnering with HR Centres of Expertise to meet the goals of the department and support the organization. Key Qualifications
Typically, the knowledge, skills, and abilities for this position are obtained through a degree or diploma in Human Resources Management, Business Administration, or related field combined with at least five years of progressive HR experience, preferably in a unionized environment. A combination of relevant education and experience may be considered. Professional HR designation (e.g., CPHR) or eligibility considered an asset. Strong knowledge of HR practices, employment legislation, and collective agreement administration. Expertise in labour and employee relations, performance management, and talent development. Exceptional communication (both verbal and written), relationship-building, and advisory skills, with the ability to influence and guide leaders. Strong analytical, problem-solving, and decision-making skills with the ability to identify root causes and develop solutions. Proficiency in recruitment best practices, sourcing strategies, and selection methods. Ability to work independently while knowing when to escalate or seek additional support. Working/Other Conditions
There can be a requirement to attend multiple off-site locations depending on the client portfolio being supported.