HR Business Partner

Humber College; Toronto; Hybrid; CAD 97,000 - 118,000; Full time

Job summary

Humber College is seeking an HR Business Partner to support the People(s) & Culture team. The role focuses on workforce sustainability, organizational effectiveness, and labour relations strategy in a large, unionized post‑secondary environment.

The HRBP collaborates with leaders to optimize design, processes, and service delivery while aligning people, technology, and resources to improve performance. The position is based at North Campus with hybrid on-site requirements.

Qualifications

• Minimum 7–9 years of progressive experience in labour relations, organizational effectiveness, business partnership, organizational change, or related environments.
• Experience supporting leaders within a complex, unionized environment.
• Experience managing complex employee and labour relations matters, including grievances, investigations, attendance management, and workplace conflict.
• Experience providing strategic consultation on workforce, organizational, and operational issues.
• Experience leveraging workforce data and organizational analytics to support decision-making.

Responsibilities

• Serve as a trusted advisor and thought partner to leaders on workforce, organizational, leadership, and operational matters.
• Partner with leaders to optimize organizational design, operating models, and service delivery in support of strategic priorities.
• Align people, processes, technology, organizational structure, and resources to improve organizational effectiveness and business performance.
• Provide strategic advice on organizational impacts, operational risks, resource implications, and business decisions.
• Assess organizational structures, operating models, and workforce strategies, recommending solutions that enhance effectiveness, efficiency, and long‑term sustainability.
• Identify organizational trends, risks, and opportunities, developing evidence-based recommendations that support strategic and operational objectives.
• Partner with leaders to strengthen leadership effectiveness, team performance, accountability, and organizational culture.
• Support succession planning and talent strategies that build future organizational capability.
• Contribute to organizational effectiveness, modernization, and enterprise transformation initiatives.

Skills

Labour relations

Organizational effectiveness

Business partnership

Organizational change

Operational improvement

Analytics

Stakeholder engagement

Strategic consultation

Communication

Education

Undergraduate degree in Business, Commerce, Economics, Finance, Organizational Leadership, Labour Relations, Human Resources, or related discipline

Job description

Job Description - HR Business Partner - People(s) & Culture - FT Admin (36942)

HR Business Partner - People(s) & Culture - FT Admin - ( 36942 )

Find Your Spot at Humber

At Humber, we are a vibrant, diverse community of professionals dedicated to providing an exceptional learning experience for our students. Through our strategic vision and exciting new brand Builders of Brilliance, we are co-constructing a new model of polytechnic education for Ontario, Canada, and the world. We are committed to ensuring Humber offers the right programs, with the most effective teaching and learning approaches, to prepare exceptional leaders for our industries and communities.

To achieve our vision, we take finding and developing the right talent very seriously. We offer a collegial, collaborative, inclusive environment in which each individual is supported to grow and bring their best each day.

If you are excited by the prospect of contributing to our vision for learning, if you would like to be part of building a new model of polytechnic education, of ‘building brilliance’, in one of Canada’s preeminent higher education institutions, then here is your opportunity to join our dynamic team.

Job Details:

Position Title: Human Resources Business Partner
Status: Full-Time Administration
Hours: 37.5 hours per week
Faculty/Department: People(s) & Culture,Client Services
Campus/Location: North Campus – must be comfortable working hybrid, a minimum of four (4) days on-site.
Starting Salary Range: $107,449; starting salaries are determined based on qualifications and years of related experience. *

About the HR Business Partner (HRBP) Role:

The HR Business Partner (HRBP) is a strategic advisor who partners with leaders to advance workforce sustainability, organizational effectiveness, labour relations strategy, and business transformation in alignment with Humber's strategic priorities, student success goals, and commitment to an exceptional employee experience.

Operating with an enterprise-wide perspective, the HRBP provides strategic advice to help leaders navigate organizational challenges, manage risk, strengthen organizational capability, and optimize how work is delivered through the alignment of people, processes, technology, organizational structure, and service delivery. Through collaboration, workforce insights, and evidence-based decision-making, the HRBP contributes to sustainable organizational performance and operational excellence within a complex, highly unionized post-secondary environment.

Key Responsibilities:

Business Partnership & Organizational Effectiveness

Serve as a trusted advisor and thought partner to leaders on workforce, organizational, leadership, and operational matters.

Partner with leaders to optimize organizational design, operating models, and service delivery in support of strategic priorities.

Align people, processes, technology, organizational structure, and resources to improve organizational effectiveness and business performance.

Provide strategic advice on organizational impacts, operational risks, resource implications, and business decisions.

Assess organizational structures, operating models, and workforce strategies, recommending solutions that enhance effectiveness, efficiency, and long‑term sustainability.

Identify organizational trends, risks, and opportunities, developing evidence-based recommendations that support strategic and operational objectives.

Partner with leaders to strengthen leadership effectiveness, team performance, accountability, and organizational culture.

Support succession planning and talent strategies that build future organizational capability.

Contribute to organizational effectiveness, modernization, and enterprise transformation initiatives.

Workforce Planning

Partner with leaders to develop workforce plans aligned with organizational, academic, and operational priorities.

Analyze workforce demographics, turnover trends, retirement projections, vacancy patterns, and labour market conditions to identify risks and opportunities.

Identify workforce capability gaps and emerging talent requirements to support future organizational needs.

Advise leaders on workforce implications related to restructuring, technology adoption, changing student demand, and evolving service delivery models.

Support succession planning and workforce transition strategies for critical roles.

Labour Relations

Develop labour relations strategies that support operational priorities, organizational effectiveness, and business continuity.

Build productive labour‑management relationships that foster organizational stability and collaboration.

Manage complex employee and labour relations matters, including grievances, arbitrations, investigations, attendance management, accommodations, and workplace conflict.

Provide strategic advice on collective agreement interpretation, organizational risk, labour relations implications, and operational impacts.

Analyze labour relations trends and recommend proactive solutions that mitigate risk and strengthen workplace culture.

Change Management & Transformation

Lead and support organizational transformation initiatives that strengthen organizational effectiveness, modernization, and operational excellence.

Contribute to organizational redesign, operational realignment, workflow optimization, and enterprise‑wide change initiatives.

Build organizational readiness through stakeholder engagement, leadership coaching, implementation planning, and change management strategies.

Support the implementation of new technologies, operating models, and strategic initiatives that improve organizational agility and performance.

Collaborate across functions to advance enterprise‑wide transformation and continuous improvement.

Operational Excellence & Continuous Improvement

Identify opportunities to improve organizational effectiveness, operational efficiency, service delivery, and business performance.

Lead process improvement and workflow redesign initiatives that enhance organizational performance.

Apply continuous improvement principles to strengthen organizational responsiveness and long‑term sustainability.

Business Insights & Decision Support

Leverage workforce, operational, financial, and organizational data to identify trends, risks, and opportunities.

Translate business insights into practical recommendations that support strategic and operational decision-making.

Support leaders with evidence-based analysis, scenario planning, and recommendations that strengthen organizational performance.

Monitor key organizational indicators and emerging issues, providing proactive advice to support informed decision-making.

Monitor key workforce indicators and escalate emerging risks and opportunities.

About You:

You are passionate about working at Ontario's largest Polytechnic; you thrive on improving productivity and quality that contribute to team success! If this sounds like you, keep reading.

Education

Undergraduate degree in Business, Commerce, Economics, Finance, Organizational Leadership, Labour Relations, Human Resources, or a related discipline.

MBA or graduate education in Business, Organizational Leadership, Labour Relations, Human Resources, Organizational Effectiveness, or a related discipline is considered an asset.

Professional certifications in Change Management, Continuous Improvement, Organizational Effectiveness, Analytics, Labour Relations, or related disciplines are considered an asset.

Experience/Skills

Minimum 7–9 years of progressive experience in labour relations, organizational effectiveness, business partnership, organizational change, operational improvement, or related environments.

Experience supporting leaders within a complex, unionized environment.

Experience managing complex employee and labour relations matters, including grievances, investigations, accommodations, attendance management, and workplace conflict.

Experience providing strategic consultation on workforce, organizational, and operational issues.

Experience leveraging workforce data and organizational analytics to support decision-making.

Experience supporting organizational transformation, restructuring, organizational design, modernization, and continuous improvement initiatives.

Strategic Capabilities

Demonstrated business acumen with an understanding of organizational operations, service delivery, and institutional priorities.

Ability to build trusted relationships and influence leaders at all levels of the organization.

Ability to navigate complex labour relations and workforce challenges within a highly unionized environment.

Strong analytical, critical thinking, and problem-solving skills with the ability to leverage data to inform decision-making.

Knowledge of organizational design, organizational effectiveness, process improvement, and operational excellence principles.

Ability to challenge assumptions, identify opportunities, and drive organizational improvement.

Exceptional communication, facilitation, negotiation, consultation, and stakeholder engagement skills.

Ability