Regional Human Resources Business Partner (HRBP)

Job Title: Regional Human Resources Business Partner (HRBP)
Department: Human Resources

Reports To: Director of Human Resources

Location: New Glasgow, NS (Glen Haven Manor)

Position: Full-Time

Salary Range: $65,000 - $75,000

Position Overview

This position operates within a regional Human Resources Business Partner (HRBP) framework, providing dedicated HR support to a defined group of healthcare facilities. While the Corporate Director of Human Resources retains overarching responsibility for the organization’s HR strategy and governance, the Regional HRBP serves as the primary point of contact for site-level leadership, addressing the day-to-day human resources needs of each facility. The Regional HRBP ensures consistent implementation of corporate HR policies and collaborates closely with facility management to adapt enterprise-wide initiatives to local operational contexts. This role plays a critical part in advancing talent acquisition, employee engagement, compliance, and workforce development across the region, while maintaining alignment with the strategic direction set by the Director of Human Resources.

Key Responsibilities

Strategic Collaboration and Organizational Alignment

• At the direction of the Corporate HR Director, and in collaboration with site leadership, this position will implement strategic human resources initiatives that advance the organization’s mission, values, and operational goals. Responsibilities include contributing to enterprise-wide programs in workforce planning, talent management, employee engagement, and organizational development, ensuring alignment with corporate priorities and operational needs across assigned facilities.
• Act as a liaison between facility-level leadership and the Corporate HR function, ensuring that the unique operational needs of each assigned healthcare site are effectively communicated and considered in the development of corporate HR policies, procedures, and strategic priorities.
• Monitor and interpret workforce analytics across assigned facilities, including turnover rates, vacancy trends, employee satisfaction scores, and performance metrics. Use this data to generate actionable insights and present recommendations to the HR Director and site leadership aimed at improving employee retention, engagement, and productivity.
• Facilitate the local implementation of corporate HR programs, adapting them to reflect the cultural, regulatory, and operational nuances of each facility while maintaining alignment with overarching organizational standards.
• Support change management efforts in collaboration with site leaders through transitions related to organizational restructuring, policy updates, and strategic workforce initiatives, ensuring consistent messaging and employee support throughout the process.

Talent Management & Workforce Planning

· Lead recruitment efforts for assigned facilities in collaboration with centralized talent acquisition teams, ensuring timely fulfillment of staffing needs across clinical and non-clinical departments. The Regional HRBP is responsible for coordinating local hiring activities, validating position requirements, and supporting interview and selection processes to align with organizational standards.

· Oversee onboarding and orientation programs at each facility within the region, ensuring that new hires receive consistent, high-quality integration into the workplace. This includes managing site-specific onboarding logistics, facilitating orientation sessions, and ensuring compliance with regulatory and organizational protocols.

· Support site leadership to identify key roles, assess internal talent pipelines, and support career development initiatives that promote long-term workforce sustainability.

· Maintain staffing plans (e.g. headcounts by classification) for each assigned facility, ensuring alignment with operational demands, budgetary parameters, and patient care standards. The Regional HRBP is responsible for evaluating workforce needs and identifying opportunities for efficiency. These insights and updates are regularly reported to the Corporate HR Director, ensuring transparency, strategic alignment, and informed decision-making across the organization.

Employee Relations & Engagement

· Provide guidance on conflict resolution, performance management, and disciplinary processes across assigned facilities. This includes coaching managers on effective communication strategies, facilitating resolution of interpersonal disputes, and ensuring that all corrective actions are conducted in accordance with organizational policies, collective agreements (if applicable), and employment legislation

· Champion diversity, equity, and inclusion (DEI) initiatives in collaboration with the Corporate HR Director. The Regional HRBP plays a key role in implementing DEI strategies at the facility level, including staff education, inclusive hiring practices, and barrier-free workplace accommodations. This role supports the development of a psychologically safe environment where all employees feel valued, respected, and empowered to contribute to patient-centered care.

Employee Engagement & Wellness

· The HRBP leads the execution of employee engagement strategies across assigned healthcare facilities, ensuring initiatives are aligned with organizational values and responsive to the unique cultural and operational dynamics of each site. The Regional HRBP is responsible for fostering a positive work environment that promotes collaboration, recognition, and a sense of belonging among staff.

· The HRBP supports wellness programming tailored to the specific needs of each facility’s workforce, taking into account factors such as job function, shift schedules, demographic diversity, and feedback from employee surveys. This includes coordinating mental health resources, physical wellness initiatives, and work-life balance programs that reflect the realities of healthcare work.

· Collaborate with site leadership and the Corporate HR Director to assess engagement and wellness trends, identify gaps, and implement targeted interventions. The Regional HRBP ensures that programming is inclusive, accessible, and measurable, with clear objectives and outcomes that contribute to employee satisfaction, retention, and overall organizational performance.

· Monitor and report on engagement and wellness metrics, including participation rates, feedback scores, and impact assessments, providing regular updates to the Corporate HR Director to inform strategic planning and continuous improvement.

Return to Work and Workplace Compliance:

· Provide day-to-day support for WCB-related processes across assigned facilities, including timely reporting of workplace injuries, coordination of documentation, and communication with case managers. The Regional HRBP ensures compliance with provincial legislation and internal protocols, serving as the primary resource for frontline injury management and recovery coordination.

· Develop and implement Return to Work (RTW) plans in collaboration with facility leadership, healthcare providers, and affected employees. These plans must reflect safe, timely, and appropriate reintegration strategies, including transitional duties, modified work arrangements, and accommodations aligned with Nova Scotia’s Duty to Cooperate requirements.

· Monitor RTW progress and maintain accurate case records, escalating complex or high-risk cases directly to the Corporate HR Director for strategic guidance and resolution. The HRBP ensures that all escalations are supported by relevant documentation and communicated in a timely and professional manner.

· Promote a proactive safety culture by partnering with facility leads to reinforce injury prevention strategies, participate in incident reviews, and contribute to continuous improvement initiatives related to occupational health and workforce resilience.

Compliance & Risk Mitigation

· Ensure consistent adherence to applicable employment legislation, healthcare regulations, and accreditation standards across all assigned facilities. This includes monitoring compliance with provincial and federal labor laws, occupational health and safety requirements, privacy legislation (e.g., PIPEDA), and healthcare-specific standards such as those established by Accreditation Canada or other governing bodies

· Conduct regular audits and assessments of HR practices to identify potential compliance gaps or areas of risk. This includes reviewing documentation, evaluating procedural consistency, and ensuring that employment-related decisions are legally defensible and aligned with organizational policy.

· Collaborate with the Corporate HR Director to proactively monitor and address compliance risks across departments and facilities. The Regional HRBP is expected to escalate emerging issues, contribute to the development of mitigation strategies, and support the implementation of corrective actions. This partnership ensures that the organization maintains a strong compliance posture and avoids regulatory penalties or reputational harm.

· Support accreditation readiness and continuous improvement efforts, including preparation for external reviews, staff education on standards, and documentation of HR-related compliance activities. The Regional HRBP plays a key role in aligning workforce practices with accreditation benchmarks and promoting a culture of accountability and excellence.

HR Operations & Reporting

· Serve as the primary liaison to the Corporate HR Director and facility leadership teams, ensuring consistent execution of HR programs and alignment with organizational priorities. The Regional HRBP is responsible for communicating site-specific needs, coordinating the implementation of compensation, benefits, and HRIS processes, and resolving operational issues in collaboration with facility leads. This role also prepares and delivers reports and strategic insights directly to the Corporate HR Director, supporting informed decision-making and continuous improvement across assigned healthcare sites

Qualifications & Competencies

Education:

· Completion of a Bachelor’s degree in Human Resources, Business Administration, or a related discipline is required or equivalent years of experience working in the field of Human Resources will be considered.

Professional Experience:

· A minimum of five (5) years of progressive experience in human resources, with demonstrated exposure to multiple HR functions such as employee relations, recruitment, performance management, and policy implementation. Experience within a healthcare environment or unionized workplace is strongly preferred, reflecting the complexity and regulatory nature of the sector.

Technical Proficiency:

· Demonstrated proficiency in Human Resources Information Systems (HRIS), including data entry, reporting, and system navigation. Familiarity with platforms such as Sage HRMS and ADP is an asset. Strong working knowledge of Microsoft Office Suite, particularly Excel, Word, and PowerPoint, is required for reporting and presentation purposes.

Core Competencies:

• Interpersonal Skills: Ability to build effective working relationships with facility leadership, staff, and corporate HR stakeholders.
• Analytical Thinking: Capable of interpreting HR metrics and workforce data to support decision-making and identify trends.
• Organizational Skills: Strong time management and prioritization abilities to manage multiple facility needs concurrently.
• Communication: Clear and professional verbal and written communication skills, with the ability to present information to diverse audiences.

Additional Considerations of Competencies Include:

· Background in Occupational Health & Safety (OHS) Demonstrated understanding of workplace health and safety principles, including familiarity with provincial OHS legislation, hazard identification, and risk mitigation strategies. Experience supporting or coordinating safety audits, inspections, or wellness initiatives within a healthcare or unionized environment is highly valued.

· Experience in Training and Development Practical experience designing, delivering, or coordinating employee training programs, including onboarding, leadership development, or compliance-based education. Ability to assess learning needs and contribute to a culture of continuous improvement through structured learning initiatives.

· Exposure to Internal Audit Functions Familiarity with internal audit processes related to HR compliance, policy adherence, or operational risk. Experience supporting audit preparation, documentation reviews, or corrective action planning in collaboration with facility leadership or external auditors is considered an asset.

· Workplace Investigations Experience conducting or supporting workplace investigations related to harassment, misconduct, or policy violations. Knowledge of procedural fairness, documentation standards, and trauma-informed interviewing techniques is preferred. Completion of a recognized certificate in workplace investigations is considered a strong asset.

· Employer Immigration Support Knowledge Understanding of employer responsibilities in supporting immigration pathways, such as LMIA-exempt work permits, Provincial Nominee Programs (PNP), or permanent residency sponsorship. Experience preparing documentation, liaising with legal counsel, or supporting internationally educated healthcare professionals is beneficial.

· Experience with Workers’ Compensation Board (WCB) and Return to Work Programs Demonstrated understanding of provincial WCB processes, including injury reporting, claim management, and coordination of safe and timely return-to-work plans. Familiarity with Nova Scotia’s Duty to Cooperate legislation and ability to liaise with healthcare providers, facility leadership, and case managers to support modified duties and transitional work arrangements. Experience developing or administering Return to Work programs, conducting functional assessments, and ensuring compliance with workplace accommodation standards is considered a strong asset.

Job Types: Full-time, Permanent

Pay: $65,000.00-$75,000.00 per year

Benefits:

• Dental care
• Discounted or free food
• Employee assistance program
• Extended health care
• On-site parking
• Vision care

Ability to commute/relocate:

• New Glasgow, NS B2H 5E9: reliably commute or plan to relocate before starting work (preferred)

Education:

• Bachelor's Degree (required)

Experience:

• Human Resources: 5 years (required)

Work Location: In person