HR Partner JO 79249

McMaster University; Hamilton; Hybride; CAD 90 000 - 120 000; Plein temps

Résumé du poste

McMaster University’s Faculty of Health Sciences HR Partners provide full-cycle HR services to clinical and academic departments to support administration, education, and research activities. Reporting to the Senior HR Strategic Partner, the role advises on employee relations, compensation, recruitment, training, leaves, and performance coaching within a unionized, policy-driven environment.

The successful candidate will partner with faculty leadership to inform strategic HR planning, ensure

Qualifications

• University degree in HR/Industrial Relations or related field.
• CHRL designation strongly preferred.
• 5-7 years HRBP/generalist experience, preferably in a large, unionized environment.
• Experience in an academic setting is an asset.
• Broad knowledge of HR policies, practices, and legislation.

Responsabilités

• Provide full HR management services to designated client groups including employee relations, compensation and benefits, recruitment, training and development, health and safety, and performance management.
• Advise on employee relations issues for unionized and TMGr staff, including interpretation of collective agreements.
• Develop and facilitate orientation programs for staff in collaboration with department leaders.
• Coordinate leaves of absence, accommodations, and return-to-work processes in line with policies and agreements.
• Support performance management, coaching, and development initiatives; coordinate 360 reviews for leadership roles.
• Oversee HR administration, records management, and staff time entry processes.
• Advise on total rewards and internal equity in partnership with Total Rewards.
• Promote talent management and EDI practices aligned with department strategy.

Connaissances

HRBP

Employee relations

Talent management

Recruitment

Policies & compliance

Formation

University degree in HR/IR

Outils

PeopleSoft

Description du poste

The Faculty of Health Sciences Human Resources Office (FHS-HR) provides leadership, advice, support and resources to faculty and staff to foster the creation of an environment that is inclusive, diverse, and engaging. Working with our partners within the Faculty and beyond, we are responsible for recruiting a large and diverse number of individuals locally, nationally, and internationally. We support over 2000 staff members as well as 890 full-time and 2800 part-time faculty members who help the Faculty to accomplish its mission and vision. These are dispersed amongst the Schools and Departments in the Faculty of Health Sciences.

As value-added service partners, we cultivate human potential and champion an inclusive culture by: Enabling FHS-HR and University strategy; Collaborating with our community; Delivering service excellence; and Empowering learning & growth.

The HR Partner would provide focused leadership and coordination for one or more clinical or academic departments for all comprehensive human resources functions, working within a collaborative environment to ensure an inclusive, positive and productivity.

Job Summary:

The HR Partner provides a full range of Human Resources management services and support to the one or more clinical departments within the Faculty of Health Sciences to optimally support its diverse activities in administration, education and research.

Reporting to the Senior HR Strategic Partner, the HR Partner provides full-cycle HR support to designated client groups, and is responsible for providing guidance and advice for TMG and staff, in the areas of employee relations, compensation and benefits, recruitment and selection, training and development, health and safety, orientation, terminations, retirement, human resources planning, leaves of absence, return-to-work, accommodation, and performance coaching and management.

This position is responsible for ensuring compliance with, and/or advocating for continuous improvements in, HR policies and procedures, requiring extensive knowledge of university policies and procedures as well as relevant external legislation (e.g. Employee Standards Act, Canada Human Rights Code, WSIA, etc.) and best practices. The incumbent partners with Faculty leadership and Departmental operational leaders to inform the Department’s strategic initiatives from the perspective of Human Resources planning, programs and initiatives - providing expertise and advising on the impact of HR decisions within the Department.

Accountabilities:

Employee Relations

• Serve as a trusted advisor to managers and employees on human resources and organizational issues.
• Provide advice and guidance on employee and labour relations issues for unionized and TMG staff, engaging E/LR partners as required.
• Provides support to the Departmental leadership and staff with regard to human resources policies and procedures, and interpretation of the Unifor Unit 1 collective agreement and all other relevant employment agreements.
• Consults with the Faculty leadership team and supervisors as appropriate when employee issues or concerns are brought forward, and advises on complex employee relations issues.

Orientation

• Develops and facilitates orientation program(s), packages, policies and procedures for all staff in collaboration with the Department Leader(s), engaging key stakeholders as necessary.
• Advises on orientation issues and best practices and involves appropriate groups as resources for individual orientation needs.

Leaves of Absence, Return-to-Work, Accommodation

• Coordinates and/or advises on leaves of absence, accommodations, performance management, and human right/equity issues for staff in accordance with policies, procedures, and collective agreements where applicable.
• Facilitates all aspects of an employee return to work, including ongoing employee communication and documentation, liaising with FHS-HR, EHS and HRSC partners as appropriate.

Performance Management

• Advises on performance management including performance evaluations, disciplinary issues, coaching and mentoring strategies, managing performance improvement plans along with coordinating 360 review process for leadership roles, engaging HR centres of expertise as required.

HR Administration

• Identifies and implements process improvements in the area of Human Resources.
• Advises staff of annual vacation entitlement, maintains and monitors attendance and monitors attendance management.
• Ensures effective records management for all areas of HR, including management of personnel files and confidential information.
• Facilitates employee change processes related to staff movements, hires, and terminations.
• Provides oversight of the department’s staff time entry and approval procedures, ensuring training is provided and discrepancies are resolved bi-weekly.
• Advises on total rewards, including compensation and benefits issues, ensuring internal equity for staff, in partnership with the Total Rewards team.
• Advises employees and leaders on policies and best practices regarding vacation, TMG merit and incentives.

Talent Management

• Recommends talent management and EDI practices that support the Department’s strategic plan.
• Provides full-cycle recruitment support, develops job descriptions, job postings, and supplementary materials for the posting process according to relevant University guidelines, partnering with the Talent centre of expertise as needed.
• Manages the selection process including developing assessments, screening, interviewing, reference checks and making recommendations in collaboration with hiring managers. Prepares documentation for temporary/casual and Unifor hiring, including account information, letters of offer, contract extensions, and information required for payroll in partnership with Department Administrators.

Training & Development

• Develops, coordinates and provides HR training to faculty/staff supervisors as needed, consulting with key stakeholders as needed.
• Champions new initiative launches within portfolio (i.e. new system workflow enhancements, new program/policy implementation), ensuring awareness of upcoming initiatives, and supporting teams through required change.
• Advises staff on continuing education and career development options, as well as how to access resources to support personal and professional development.
• Plans and implements training sessions for staff as necessary (e.g. software training, sessions at retreats, etc.), including selecting speakers/contractors as well as designing and evaluating the training outcomes.

Health and Safety

• Coordinates health and safety programs, advises on and monitors compliance to required health and safety training, working alone policy, emergency evacuation procedures, and incident/injury reporting.
• Liaises with FHS Safety Office, EOHSS and health and safety groups as necessary.
• Manages WSIB claims for the Department in cooperation with Employee Health Services and the HHSC.

Other

• Builds strong relationships and networks across the Department and the organization.
• Continually drives HR functional excellence and process improvement.
• Participates in HR Forums, HR Department meetings and HR Partner CoP.
• Provides ongoing feedback to HR Leaders and Centres of Expertise regarding Departmental HR needs and opportunities for program development and resources.
• Opportunity to support Academic Departments based on operational needs

Skills and Qualifications:

• University degree with a focus in Human Resources/Industrial Relations
• CHRL designation strongly preferred
• 5-7 years’ HRBP/HR generalist experience, preferably in a large, unionized environment
• Experience in an academic setting is an asset
• Functional knowledge and broad experience in all areas of human resources policies, practices, processes, and legislation
• Demonstrated ability to analyze and address employee and policy issues and exercise sound and experienced judgment in providing advice and guidance, often in ambiguous situations
• Early adopter of process enhancements and demonstrated agility in service delivery of programs
• Strategic thinker with proven negotiation and influencing skills
• Ability to build trust, follow through, ensure people feel heard, and act with integrity
• Demonstrated coaching, mentoring, and change management skills
• Excellent interpersonal and well-developed communication skills
• Computer proficiency with a high level of competence in Microsoft Office applications; knowledge and experience with PeopleSoft is an asset
• Hybrid arrangement is a minimum of 2 days on site and requires flexibility for up to 5 when operationally needed