HR Business Associate

*About The Workplace Safety And Insurance Board (WSIB)*
We're here to help. When an injury or illness happens on the job, we move quickly to provide wage-loss benefits, medical coverage and support to help people get back to work. Funded by businesses, we also provide no-fault collective liability insurance and access to industry-specific health and safety information. We are one of the largest insurance organizations in North America covering over five million people in more than 300,000 workplaces across Ontario. For more information, visit .

At The WSIB, You'll Have The Opportunity To:

• explore many career paths and follow your passion
• continuously learn and grow professionally
• be recognized for the great work you do
• participate in programs that support your health and wellbeing

You'll also receive a competitive salary, and may be eligible to participate in our comprehensive benefit package and defined benefit pension plan.

*We have one permanent and one 12 month temporary opportunity, open to all offices.
Please indicate your preference in your application.
Salary Grade: N07 From: $90,639.25 To: $113,299.00
Job Summary:*
Reporting to the Human Resources Business Partner, the HR Business Associate works in collaboration to provide support to the business and HR areas on HR related programs and initiatives, namely but not limited to organizational effectiveness, talent management and employee engagement.

The role supports the HR Business Partner on projects and initiatives, including the implementation and delivery of organizational design, strategic workforce planning, multi-year business planning initiatives, employee engagement initiatives and the delivery and integration of strategic talent initiatives.

*Major Responsibilities:*

• In collaboration with HR Business Partners, assist in the delivery of various HR programs and initiatives.
• Assist and/or lead the implementation of HR programs/initiatives and annual deliverables with the lines of business including but not limited to, performance management, strategic workforce planning, leadership development programs, strategic organizational design.
• Provide input into the design of programs and deliver HR solutions to enable strategic business objectives and operational planning.
• Assist with multi-year business planning including analysis of all business submissions and identification of HR related risks for review with HR Business Partners, including cost analysis and resourcing requirements.
• Work with Organizational Development team to provide Engagement Survey support for the Cluster through analyzing results, identifying and discussing key trends and themes with senior leaders to inform their action planning and preparing supporting materials, as required.
• Partner with other divisions in the People cluster, such as Organizational Development, Enterprise Learning, Compensation, Talent Acquisition, Employee and Labour Relations and others as required for opportunities to develop solutions to meet the challenges and needs of the business.
• Gather and leverage workforce data to formulate people insights and recommendations.
• Support the business on HR data needs, in alignment with HR data governance, including assessing requirements, conducting analysis, risks and recommendations.
• Liaise with People Analytics and the business on regular operational data needs including dashboards and other reports to inform decision making.
• Monitor trends/issues within the business environment to proactively identify, analyze and provide recommendations to manage risks and achieve objectives, such as cause of attrition, development gaps, performance issues, compensation pressures, leaves/resource management etc.
• In collaboration with HR Business Partners, support strategic organizational design initiatives, including
• Participating in meetings and collaborating with business and other HR areas to conduct reviews.
• Support the administration of the organizational design process through research, data analysis and developing presentations to support the analysis and approval phases of organizational design.
• Facilitate implementation of organizational changes including identifying, documenting, consulting on and managing key activities in the implementation of organizational design changes. This will include partnering with communications, using change management principles and measuring success.
• Perform other related duties and responsibilities as assigned or required.

*Job Requirements:*

• Education requirements:

*Minimum Level Required*

• Post-secondary education specializing in the Human Resources Management field.
• CHRP/CHRL designation or working towards

*Preferred Level*

• Post-secondary education specializing in the Human Resources Management field.
• CHRL designation
• Experience:

*Minimum Level Required*

• 5 years of experience in applying HR policies related to key human resources disciplines (e.g., performance management, employee relations, organizational and job design, change management, collective agreement consultation and employment law).

*Preferred Level*

• 7+ years of experience in applying HR policies related to key human resources disciplines including performance management, employee relations, organizational and job design, change management, collective agreement consultation and employment law.

Our commitment to equity, diversity and inclusion
We respect and value the diversity of our people. We strive to create an environment where employees can be themselves and where our differences are celebrated.

We value and celebrate diversity and are committed to creating inclusive experiences for both our employees and prospective employees. We invite all interested individuals to apply. If you require accommodations in order to apply to this position please contact . If you are invited to participate in the interview or assessment process, you can advise our Recruiter of your accommodation needs at that time.

Please visit our EDI Vision to learn more about what actions WSIB are taking to advance our commitment to equity, diversity and inclusion and to support all employees participating and contributing to their full potential

Disclosing conflicts of interest
As public servants, employees at the WSIB have a responsibility to act in an ethical way at all times to create a respectful workplace and maintain public trust. Job applicants are required to disclose any circumstance that could result in a real, potential or perceived conflict of interest. A conflict of interest is any situation where your private interests may impair or be perceived to impair the decisions you make in your official capacity. This may include: political activity, directorship, other outside employment and certain personal relationships (e.g. with current WSIB employees, customers and/or stakeholders). If you have any questions about conflict of interest obligations and/or how to make a disclosure, please contact the Talent Acquisition Centre at .

Privacy information
We collect personal information from your resume, application, cover letter and references under the authority of the Workplace Safety and Insurance Act, 1997. The Talent Acquisition Centre and WSIB hiring parties will used this information to assess/validate your qualifications, determine if you meet the requirements of vacant positions and/or gather information relevant for recruitment purposes. If you have questions or concerns regarding the collection and use of your personal information, please contact the WSIB's Privacy Office at . The Privacy Office cannot provide information about the status of your application.

As a precondition of employment, the WSIB requires that prospective candidates undergo a criminal records name check any time before or after they are hired.

To apply for this position, please submit your application by the closing date.
This role requires the successful applicant to commit to an in-office work arrangement up to 5 days a week beginning in 2026.