Human Resources Business Partner

**Job Title**:Human Resources Business Partner (HRBP)**

**Reports to**: Executive Director

**Location**: Sudbury Developmental Services (Hybrid)

**Position Type**: Full-Time, Permanent

Position Summary

The Human Resources Business Partner (HRBP) is a strategic, advisory, and operational role responsible for aligning human resources practices with agency goals across all departments and programs. The HRBP provides guidance and support to managers on all aspects of HR and labour relations while championing a people-first approach rooted in the values of the developmental services sector. This role ensures the implementation of best practices in employee relations, workforce planning, performance management, accommodations, organizational development, compliance, and equity, diversity, inclusion, and accessibility (DEIA).

Key Responsibilities:
Strategic HR Partnership
- Participate in strategic planning processes, providing data-informed insights and recommendations related to HR and workforce trends.
- Lead and monitor the implementation of HR systems, policies, and projects to ensure consistency, compliance, and alignment with strategic objectives.

Labour and Employee Relations
- Provide expert guidance on labour relations, including contract interpretation, grievance handling, progressive discipline, and arbitration preparation.
- Conduct and support investigations into employee complaints, including those involving harassment, discrimination, or workplace violence.
- Maintain positive labour-management relationships and act as the employer representative on employee relations committees.

Recruitment and Retention
- Lead end-to-end talent acquisition activities: job posting, screening, interviewing, selection, onboarding, and orientation.
- Collaborate with departments on role description development, evaluation, and updating.
- Implement and monitor retention initiatives including stay interviews, succession planning, and internal career development strategies.

Training, Development, and Workforce Planning
- Identify learning and development needs and coordinate training opportunities to build internal capacity and sector-specific competencies.
- Support the development of leadership capacity among front-line and emerging leaders.
- Assist in workforce planning and organizational design efforts that enhance service delivery and sustainability.

Health, Safety, and Workplace Accommodation
- Coordinate the agency’s workplace accommodation and return-to-work programs, ensuring compliance with the Ontario Human Rights Code and AODA.
- Collaborate with managers and the Joint Health and Safety Committee to ensure compliance with the Occupational Health and Safety Act (OHSA).
- Maintain agency WSIB processes and submissions and ensure appropriate documentation and follow-up on incidents.

HR Compliance and Risk Management
- Ensure HR practices comply with relevant legislation, including but not limited to ESA, OHSA, AODA, QAM, SIPDDA, ONCA, the Pay Equity Act, and the Labour Relations Act.
- Monitor and report on compliance with collective agreement provisions and internal policies.
- Recommend and implement policy and procedural updates based on legislation changes or best practice developments.
- Prepare reports on absenteeism, grievances, investigations, training hours, exit interviews, and other HR metrics for senior leadership and board reporting.

Benefits and Payroll Liaison
- Introduce and support eligible employees in enrolling in group benefits and pension plans; respond to coverage inquiries and liaise with external benefits providers.
- Provide the payroll team with relevant employee updates, including leaves, terminations, and eligibility changes.

Equity, Diversity, Inclusion & Accessibility (DEIA)
- Embed DEIA values into HR policies, practices, and decision-making processes.
- Support culturally responsive and trauma-informed approaches to employee engagement and service delivery.
- Ensure alignment with sector reform goals related to inclusion, rights, and person-directed services.

**Qualifications**:
Education and Experience

Degree or diploma in Human Resources, Industrial Relations, Business Administration, or a related field.

Certified Human Resources Professional (CHRP) required; CHRL is an asset.

Minimum 5 years progressive HR experience, preferably in a unionized, nonprofit, or social services setting.

Knowledge and Skills

Strong understanding of Ontario’s employment legislation and unionized labour practices.

Demonstrated experience conducting workplace investigations and advising on complex HR matters.

Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint); experience with HRIS systems is an asset.

Exceptional communication, problem-solving, and coaching skills.

Ability to manage competing priorities with discretion and a commitment to confidentiality.

Knowledge of the MCCSS regulatory framework, Quality Assurance Measures, and the Journey to Belonging polic