Regional HR Business Partner

**Description**

Revera owns and operates retirement residences and long term care homes in the senior living sector.

**Purpose. Passion. People.**

We are purpose driven. We are passionate. We are connected. We are truly out to live our best lives, as we come together to help others live theirs. Join our team today and build your career with us.

The Regional HR Business Partner (RHRBP) will work with regional operations leadership to successfully execute local, regional and corporate initiatives within assigned Regions as they relate to maximizing the effectiveness of delivering business results through employees. The RHRBP will provide professional and prompt human resources support with respect to the administration of collective agreements, including grievance handling (up to the point of Mediation or Arbitration), progressive discipline, employee relations, investigations, health & safety advice and compliance monitoring, occupational and non-occupational disability management support, compliance with labour and employment legislation and regulations and development and maximization of talent. As a business partner, the RHRBP will be involved in key initiatives and ensuring those initiatives are aligned with the respective business goals and objectives of the organization.

Key Responsibilities
- Provide regular and high-quality customer service, advice and solutions in all areas of HR- including employee relations, labour relations, talent management, health & safety and disability claims management to drive business outcomes;
- Proactively identify needs and concerns by observing employee, team and leadership behaviors and events, assessing key HR data and business performance;
- Partner with Centres of Expertise (i.e. L&D, Talent Acquisition, Compensation & Benefits, Labour Relations, Health & Safety and Disability Claims Management) to proactively provide insight on the design and development of HR programs, processes, systems and tools keeping the needs of the business top of mind and solving identified “pain points” in the system;
- Collaborate with all parties to develop a positive working relationship based on mutual respect, trust and confidence (e.g. RDOs, EDs and their management teams, Unions);
- Employee Engagement: Ensure sites have meaningful action plans in place to address key drivers of engagement;
- Discipline and Terminations: Support RDOs and the sites by providing guidance and advice on appropriate level of discipline to take and preparing all termination letters/packages and response to demand letters received;
- Labour Relations: Be knowledgeable of collective agreement language in respective homes/residences. Provide labour and employee relations training and consulting to managers, and other supervisory personnel. Ensure adherence to collective agreement terms, legislation and corporate policies. Assist managers with grievances and, if necessary, attend labour management meetings for more complex issues. To respond to and be responsible for non-union wrongful termination complaints (up to but excluding Executive Director). Responsible for helping to collect and communicate regional bargaining issues to the Labour Relations Centre of Expertise;
- Investigations: Provide advice, guidance and training to clients regarding investigation processes and practices. Conduct complex or high-risk workplace investigations, whether reported through internal processes of through eternal parties (e.g., regulatory agencies). Assist with file preparation and data gathering for statements of claim and other formal filings with formal review bodies (courts, tribunals, etc.);
- Disability Claims Management: Provide guidance and support on occupational and non-occupational disability claims management. Act as consultant and liaison (when necessary) with claims management parties (whether external or internal);
- Health & Safety: Provide Advice counseling, monitoring and periodic audits to ensure compliance with applicable health & safety legislation, Revera policies and best practices;
- Training: Identify learning and training needs in assigned regions and working with the Director HR and the L&D Centre of Expertise, implement customized programs to meet the Regions’ and Division’s needs. Deliver training on various HR topics;
- Talent Review & Organizational Leadership Planning: Participate in the talent review process for key positions (including regular follow up with leaders on action plan implementation) and participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility;
- Performance Management (PMP): Oversee the execution of the performance management process within assigned regions, working with the EDs on their employee reviews and evaluations, providing training and consultation as necessary. Work collaboratively to build high performing teams;
- Change Management: Assist RDO leaders in ensuring new programs, initiative