The People Partnerships (Human Resources) Team strategically partners with the leaders of our organization to provide support with employment legislation compliance, employee and labour relations, recruiting and retaining top talent, performance management and training with the focus of meeting and exceeding goals and expectations set by senior leadership. Our team researches, plans, develops, implements and evaluates best practice Human Resources and organizational strategies. As needed, data is analyzed, prepared, and presented to the leadership and senior leadership team to support business functions.
Our People Partnerships Program partners with Telus Employer Solutions (TES) for many back-office HR and Payroll functions. This partnership includes the HR Support Centre, which is available to all RVH employees via phone or email to assist with any inquiries regarding HR administration and benefits, career opportunities, payroll, and HRIS or recruitment systems technical support. Additionally, our HRIS (PeopleSoft) and scheduling (Kronos) systems, including a self-service resource centre, the HR HUB, is maintained by our teams so all employees have 24/7 access to information on programs, forms and services from work, home or mobile.
As the People Partnerships (Human Resources) Consultant (HRC) you will support the alignment of people, process and practices in keeping with RVH's mission, vision, and values using a variety of practical methodologies, including coaching and consulting pertaining to all Human Resources (HR) related issues. The HRC is responsible and accountable for working directly with a specific client group to provide an experienced level of independent counsel, expert advice, coaching and leadership. The HRC is the main point of contact for an assigned client group and will provide support on decision making, issues management, policy development, training and people focused strategies to meet current and future needs.
This position provides advice and support aimed at supporting health centre initiatives and facilitates individual/team performance improvement plans. The HRC will reference a variety of resources (i.e. employment legislation, collective agreements, best practices, research, case law) to aid in creating solutions for their clients.
Responsibilities include but are not limited to:
- The Human Resources Consultant provides strategic advice and coaching to employees and client leaders at all levels of the organization on the successful delivery of people management best practices
- Provide counsel and interpretation of collective agreements and human rights, labour and employment law to all client levels
- Provide advice and support on issues such as human rights, investigations, progressive discipline and performance management
- Conduct workplace investigations as a lead investigator which includes preparing & gathering of evidence, conducting interviews, assessing credibility, conducting assessments, drawing conclusions and preparing formal/informal reports as well as all documentation with complainants and respondents.
- Participate in the investigative process in regard to employee conduct. This may include coaching managers in the handling of investigations, progressive discipline and performance issues
- Actively participate in Return-to-Work meetings/plans, facilitate workplace accommodations & create accommodations agreements, actively manage & resolve escalated issues related to non-compliance of the sick process / culpable absenteeism
- Provide guidance & support to Recruitment Specialists on advanced/complex recruitment questions or scenarios including CA interpretation, total rewards, onboarding, offer letter language, offer rescinding, and escalation of CRC/VSS. Provide coaching and recommendations to leaders on recruitment with a focus on mitigating Labour Relations impacts/grievances, Human Rights & Policy violations.
- Training and mentoring new leaders on RVH policies, procedures (as it relates to HR), systems, employment laws, Human Rights Code, Occupational Health & Safety laws
- Coach leaders to improve staff performance and talent development
- Review and submit for evaluation (where required, advise leaders of recommended edits)
- Review recommendation to ensure internal equity to our non-union compensation structure
As a qualified candidate you will have the following job requirements:
- Undergraduate degree in HR Management, Business Administration or a related discipline is required
- Completion of a professional development program in Human Resources Management is required
- Certified Human Resources Professional (CHRP) is an asset
- Minimum of five (5) years of related experience ideally in health care working in a unionized HR Consulting/Business Partner model providing direction and advise to leadership and support to employees on the application of policies, procedures, labour relations, employee relations, talent management, and other HR practices
- Proficiency with Microsoft Office (Word, PowerPoint, Excel, Outlook)
- Proficiency with HRIS software (i.e. PeopleSoft)
- Adult education skills are an asset
- Knowledge of government legislation related to employment (Employment Standards Act, Ontario Human Rights, Occupational Health & Safety, WSIB)
You are ideal for this position if you have the following competencies:
- Ability to manage information of a confidential and sensitive nature
- Excellent written, verbal, presentation and listening skills
- Strong sense of business acumen with the ability to effectively leverage the context and dynamics of the organization
- Strong consultation skills with capability to share knowledge and critical thinking process to achieve mutually agreeable outcomes
- People focused with ability to establish and maintain collaborative effective working relationships
- Ability to cope with ambiguity, conflicts of interest, and the need to protect the public interest
- Demonstrated ethical decision making that balances the interests of all affected parties in carrying out HR activities
- Demonstrated compliance and risk management with understanding of the application of HR legal and collective agreement requirements in the workplace