Human Resources Director

SE Health; Markham; On-site; CAD 116,000 - 145,000; Full time

Benefits offered by this job

Hybrid work

Pension

Car-loan support

Housing solutions

Tuition support

Job summary

SE Health, a Canadian not-for-profit social enterprise delivering health services, is seeking a Director, Human Resources Business Partner to serve as a strategic advisor to business leaders across the full employee lifecycle. You will partner with operational and functional leaders to translate business priorities into people strategies and lead workforce design and talent initiatives.

You will coach leaders through complex personnel decisions, ensure legal and policy compliance, and

Qualifications

• Post-secondary degree in HR/IR or related field; CHRL/CPHR asset.
• Minimum of 7 years of progressive HR management experience.
• Thorough knowledge of employment and labour relations legislation; including Ontario legislation.
• Excellent organizational and creative problem-solving abilities.
• Proven ability to analyze complex data and make sound recommendations.
• Proven interpersonal skills; dynamic team player who can inspire, engage, build networks, and develop trusting relationships.
• Proficient in Microsoft Office: Word, Excel, PowerPoint, Outlook.
• Valid driver’s licence and ability to travel required.

Responsibilities

• Serve as trusted advisor to senior leaders on people, workforce, and organizational matters to support business objectives.
• Partner with leadership teams to translate business priorities into people strategies that enhance organizational effectiveness, workforce capability, and employee experience.
• Coach leaders through complex people decisions, balancing business needs with organizational values, risk management, and legislative requirements.
• Provide expert guidance on complex employee relations matters, including performance management, workplace investigations, corrective action, accommodations, and conflict resolution.
• Advise leaders on the consistent interpretation and application of employment legislation, collective agreements (where applicable), organizational policies, and HR practices.
• Partner with Labour Relations and Legal, as appropriate, to support grievance management, arbitrations, and other labour relations matters.
• Leverage workforce insights and people analytics to identify trends, anticipate risks, and recommend proactive solutions that strengthen engagement, retention, and organizational performance.
• Support leaders in organizational design, workforce planning, talent management, succession planning, and change initiatives.
• Identify opportunities to improve leadership capability, team effectiveness, and organizational health through strategic HR interventions.
• Collaborate with HR Centres of Excellence and Shared Services to deliver integrated, consistent, and client-focused HR solutions.
• Champion enterprise-wide HR initiatives and support the successful adoption of organizational change within assigned client groups.
• Act as a connector between business leaders and HR functions, ensuring client needs are understood and appropriate expertise is engaged.
• Ensure compliance with employment legislation, collective agreements, organizational policies, and governance requirements.
• Promote consistent and equitable application of HR policies, programs, and practices while balancing business needs and organizational risk.
• Review people data and HR metrics for client areas within span of control.
• Analyze/review trends and make recommendations to address underlying issues, and code-design approaches to support people enablement and business outcomes.
• Support the gather of business intelligence and area-specific or aggregate consolidation with other HR areas to enable analysis and mobilization.
• Work with clients to prepare and understand talent-related data, supporting identification of resources and supports for talent development, internal mobility, and succession.
• Review and support compliance people data reporting, including handling non-compliance consistently with the People Everything approach.
• Review and understand “pain points” for management and staff, working with appropriate SMEs to design programs and concierge services as needed.

Skills

Analytical thinking

Interpersonal skills

Leadership

Communication

Problem solving

Multitasking

Education

Post-secondary degree in HR/IR or related field

Tools

Microsoft Office

Job description

Job Summary

Reporting to the Vice President, Integrated Human Resources Services, the Director, Human Resources Business Partner serves as a strategic advisor to business leaders, providing expert guidance and consultation across the full employee lifecycle. Working in close partnership with operational and functional leaders, this role enables the delivery of business strategies through thoughtful people solutions aligned with SE Health's People Everything philosophy.

Job Responsibilities

Strategic HR Business Partnership

• Serve as a trusted advisor to senior leaders, providing strategic counsel on people, workforce, and organizational matters to support business objectives.
• Partner with leadership teams to translate business priorities into people strategies that enhance organizational effectiveness, workforce capability, and employee experience.
• Coach leaders through complex people decisions, balancing business needs with organizational values, risk management, and legislative requirements.

Leadership Coaching and Employee Relations

• Provide expert guidance on complex employee relations matters, including performance management, workplace investigations, corrective action, accommodations, and conflict resolution.
• Advise leaders on the consistent interpretation and application of employment legislation, collective agreements (where applicable), organizational policies, and HR practices.
• Partner with Labour Relations and Legal, as appropriate, to support grievance management, arbitrations, and other labour relations matters.

Workforce and Organizational Effectiveness

• Leverage workforce insights and people analytics to identify trends, anticipate risks, and recommend proactive solutions that strengthen engagement, retention, and organizational performance.
• Support leaders in organizational design, workforce planning, talent management, succession planning, and change initiatives.
• Identify opportunities to improve leadership capability, team effectiveness, and organizational health through strategic HR interventions.

Cross-Functional Partnership

• Collaborate with HR Centres of Excellence and Shared Services to deliver integrated, consistent, and client-focused HR solutions.
• Champion enterprise-wide HR initiatives and support the successful adoption of organizational change within assigned client groups.
• Act as a connector between business leaders and HR functions, ensuring client needs are understood and appropriate expertise is engaged.

Governance and Compliance

• Ensure compliance with employment legislation, collective agreements, organizational policies, and governance requirements.
• Promote consistent and equitable application of HR policies, programs, and practices while balancing business needs and organizational risk.

People Analytics and Business Intelligence Mobilization

• Review people data and HR metrics for client areas within span of control.
• Analyze/review trends and make recommendations to address underlying issues, and code‑design approaches to support people enablement and business outcomes.
• Support the gather of business intelligence and area‑specific or aggregate consolidation with other HR areas to enable analysis and mobilization.
• Work with clients to prepare and understand talent‑related data, supporting identification of resources and supports for talent development, internal mobility, and succession.
• Review and support compliance people data reporting, including handling non‑compliance consistently with the People Everything approach.
• Review and understand “pain points” for management and staff, working with appropriate SMEs to design programs and concierge services as needed.

Broker HR Support Services to Support Business Operations

• Broker HR Support (Total Rewards, Talent Acquisition, HR Technology, HR Transformation) services per HR operating and service models.
• Collaborate with HR Solutions to facilitate rollout and operationalization of HR programs and initiatives.
• Liaise with other business support functions (Legal, Privacy & Compliance, Occupational Health & Wellness, Health & Safety) to ensure smooth service delivery.
• Identify the need for programs, supports, and services from the above groups for development.

Support Initiatives for Organizational Effectiveness

• Support initiatives for organizational and job effectiveness, including restructuring, change management, and succession planning.
• Work with the leadership team on implementation of new business initiatives and manage the change process.

Support Introduction and Roll Out of Programs and Policies

• Support the introduction of new programs, policies, and practices per SE Health standards.

Management and Leadership

• Effectively manage human and financial resources, including performance management, engagement, compliance, procurement, and budget management.
• Model exemplary leadership attitudes, behaviors, and capabilities consistent with SE Health values.
• Inspire and enable individuals and teams to adopt evidence‑informed practices, ensuring HR functions remain current and relevant.
• Foster a continuous improvement environment and learning culture, supporting all aspects of the People Everything approach.
• Provide coaching and feedback to support individual and team optimization and human‑centered design.

Qualifications

• Post‑secondary degree in Human Resources and/or Industrial Relations or a related field and/or equivalent experience; CHRL or CPHR designation an asset.
• Minimum of 7 years of progressive HR management experience.
• Thorough knowledge of employment and labour relations legislation; including Employment Standards, Labour Relations, Human Rights, and other applicable Ontario legislation.
• Excellent organizational and creative problem‑solving abilities.
• Proven ability to analyze complex data from various sources and make sound recommendations.
• Proven interpersonal skills; dynamic team player who can inspire, engage, build networks, and develop trusting relationships.
• Ability to multitask, embrace new knowledge, and think in terms of a corporate‑wide perspective.
• Proficient in Microsoft Office: Word, Excel, PowerPoint, Outlook.
• Valid driver’s licence and ability to travel required.

Benefits

• Competitive Total Rewards with comprehensive benefits, pension, flexible pay options, car‑loan support, and housing solutions.
• Hybrid work, flexible scheduling, and a supportive inclusive culture.
• National social enterprise impact, with opportunities to advance health and strengthen communities.
• Tuition support, training and meaningful career pathways.

About SE Health

SE Health is a not‑for‑profit social enterprise advancing health with heart. With 115+ years of impact, we bring hope, happiness and exceptional care to people and communities across Canada. We lead with empathy, dignity and purpose while building a future where everyone can realize their full health and well‑being potential. We’re an inclusive, supportive workplace offering competitive compensation, strong benefits and real opportunities to grow.

Accessibility

If you require accommodations due to illness or disability, please contact Talent Acquisition at [e-mail].

Compensation Details

This role is a replacement. The total target compensation is $116,000 – $145,000, determined based on the selected candidate’s relevant experience, skills and competencies and internal equity considerations.