Human Resources Business Partner - 12-18 month contract

The Foray Group; Markham; On-site; CAD 75,000 - 95,000; Full time

Job summary

A leading organization in childcare and education seeks a Human Resources Business Partner (HRBP) to align HR strategies with business objectives. The role involves overseeing HR initiatives, managing employee relations, and enhancing organizational culture. The ideal candidate will have significant HR experience, strong communication skills, and a commitment to fostering a positive workplace environment.

Qualifications

• 5 years of progressive HR business partner experience.
• Proven competency in key office software.
• Working knowledge of Canadian employment laws.

Responsibilities

• Lead and influence people strategies aligned with organizational objectives.
• Implement and monitor HR initiatives across divisions.
• Provide strategic HR advisory to leadership on various HR matters.

Skills

Communication

Interpersonal Skills

Team Building

Presentation Skills

Analytical Skills

Education

Undergraduate degree in HR or related field

CHRP or CHRL (in progress)

Tools

MS Office

ADP Work Force Now

BambooHR

Job description

Position Title: HRBP – Education

Reports to: Director of HR

Direct Reports: 1 – HR Generalist

Hours of work: Full time, Monday – Friday 8:30am – 4:30pm

The Organization

The Foray Group works to enrich lives through investments that create long-term sustainable impact, deliver social benefits and that add value for all stakeholders. The Foray Group currently operates businesses, and holds investments, in childcare, education, food & staffing.Our culture is one where we value trusted partnerships, enable growth and the ability to excel and be fully engaged, value integrity and focus on making an impact on our clients, customers, co-workers and communities.

The Role

The Human Resources Business Partner (HRBP) will lead and influence people strategies that align with the organization’s objectives, specifically supporting the Education Unit, including Centres for Early Learning and Montessori Country Schools. The incumbent has direct accountability to implement and monitor human resources initiatives and programs across these divisions. This is a highly dynamic role, balancing direct oversight of HR including culture management and sustainment, employee relations, creating and implementing HR systems and processes, recruitment, talent management, training, compliance, and retention to enhance business performance and profitability. The HRBP will develop and implement divisional HR policies that support business objectives, and will determine trends related to hiring, employee morale, retention, and employee relations matters to identify opportunities to improve efficiency. The HRBP will understand that sustainable long-term results can only be achieved through a team that understands and focuses their energy on the key objectives that drive success and has the skill set needed to execute against the business needs with a high desire to contribute and win.

Centres for Early Learning (CFEL) Centres for Early Learning (CFEL) is a leading provider of childcare services, operating across nine locations in the Greater Toronto Area. These centers offer a safe and nurturing environment for children from infancy to 12 years old. Fully licensed by the Ministry of Children and Youth Services and Toronto Children’s Services, CFEL ensures that quality early learning is accessible, particularly in high-need communities.

The Montessori Country School (MCS) offers an enriching Montessori education across two campuses, located in Nobleton and Milton. Serving children from 18 months to 12 years old, MCS provides a thoughtfully designed environment that promotes independence, creativity, and a love of learning. The school’s hands-on curriculum balances academic achievement with practical life skills, fostering holistic growth.

Success

Qualifications and Experience

• Undergraduate degree in HR or related field, CHRP or CHRL (in progress) preferred
• 5 years of progressive ‘hands on’ HR business partner experience in a similar role
• Proven intermediate to advanced competency in the operation of key office software and productivity tools such as: MS Office suite of tools, (Excel, Word, Outlook) and generally comfortable with technology and using technology to drive Continuous Improvement
• Working knowledge of Canadian employment laws and regulations, including Employment Standards Act and the Ontario Human Rights code
• Experience with an HRIS system; experience working with ADP Work Force Now WFN & BambooHR

Responsibilities:

Strategic HR Partnership & Business Advisory

• Deliver HR services in line with the HR & Education’s Service Level Agreement (SLA), providing timely and effective support. Participate in regular SLA reviews, gathering feedback to enhance service quality.
• Work hand in hand with VP of Education to understand and address their business goals.
• Partner VP of Education and Director of HR and execute a talent strategy, influencing on overcoming barriers to success, and driving proactive solutions.
• Offer strategic HR advisory to all levels of the leadership team on employee development, performance management, employment law, policy interpretation, conflict resolution, and human rights.
• Present HR updates at business cadences (weekly, monthly, quarterly) and implement necessary change management strategies.
• Track and report divisional HR metrics to identify challenges, successes, and actionable insights that drive business growth.
• Analyze and make independent recommendations regarding solutions to problems with varying complexity in accordance with organization objectives and guidelines.
• Provide support with strategic HR initiatives, including research & recommendations, ownership & participation in the development, implementation and maintenance of initiatives
  

Employee Relations & Compliance

• Partner with all levels of the leadership team to advise and support on employee relation concerns, performance management, and help them implement best HR practices
• Build and maintain positive working relationships with Education to ensure HR services are properly executed
• Handle employee relation issues and investigations, providing advice and coaching to leaders and/or employees regarding HR services and programs (e.g. performance improvement, progressive discipline, return to work, workplace accommodations, recruitment support, absenteeism.
• Compiles investigation reports and presents recommendations to the VP of Education on all aspects of the outcome and next steps (discipline, training, etc.)
• Apply knowledge and experience in interpreting HR policies, procedures, benefits and payroll and provide counsel on the application of policies in accordance with applicable legislation.
• Ensure compliance with labor laws and prepare annual government reports, including AODA, ESA, and MOL requirements.
• Conduct regular internal audits to verify the organization’s adherence to applicable laws and regulations, identifying areas of risk and making recommendations for improvements.

Culture Engagement & Wellness

• As a charter-based organization, the HRBP will need to influence culture aligned with the organization’s expectations and values
• Design and roll out engagement tools such as Employee Satisfaction and Culture Pulse Check Surveys.
• Embed culture into workplace systems through tailored resources and strategies.
• Develop and implement external recognition programs to enhance the Employee Value Proposition.
• Create and support with organizational wellness initiatives, including Mental Health Week and other culture events, promoting Foray’s culture and resources.

Talent Management & Development

• Facilitate performance evaluations, coaching, and progressive discipline processes.
• Develop training and onboarding plans
• Provide detailed termination recommendations, draft letters, and calculate termination pay.
• Liaise with legal counsel as needed and support negotiation and litigation processes.
• Guide managers through change management and communication plans during employee transitions.
• With the Director of HR, lead the education Talent Density process, ensuring alignment with business objectives.
• Accountable for ensuring development plans for employees are completed and coordinate training sessions to support career progression.
• Align talent strategies with organizational goals, ensuring continuous development of A-players.
• Plan and facilitate HR-related training for managers and employees.
• Partner with Director of HR to lead and develop Management Development Program (MDP).

Recruitment, Onboarding & Staffing

• Implement talent planning strategies, including recruitment, onboarding, and retention initiatives.
• Work with leadership team to identify staffing needs and ensure efficient team performance.
• Manage full-cycle recruitment for various roles, including senior-level and specialized positions.
• Partner with external agencies for headhunting and sourcing strategies.
• Conduct interviews, reference checks, and offer negotiations, ensuring alignment with business goals.
• Oversee onboarding for new hires, including 30-60-90-day plans and policy reviews.
• Facilitate orientation sessions and manage all pre-employment documentation.
• Maintain accurate employee records and ensure a smooth transition for new employees.

Employee Communications & Policy Development

• Review and/or draft employee communications, including letters for leave, performance management, and policy updates.
• Provide support during employee meetings and announcements related to organizational changes.
• Create and deliver training on new HR policies & processes.
• Oversee Foray & Education related process: Vacation scheduling, Increases, negative balances etc.
• Recommend, develop and implement enhancements and improvements to departmental policies and procedures; and ensure that all employees follow all policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner.

Benefits & HR Operations

• Oversee benefits enrollment and quarterly audits to ensure accuracy.
• Collaborate with Director of HR on plan changes.
• Address inquiries regarding coverage and claims.

HR Analytics & Data-Driven Decision Making

• Analyze and report on key HR metrics such as turnover, absenteeism, retention, and leave management.
• Utilize data insights to inform decision-making and improve organizational performance.

Skills, Knowledge and Abilities

• A Culture Champion. The HRBP will need to be aligned with our Charter as we are a values-based organization. It is critical for the HRBP to embody, influence and live our values and purpose
• A collaborative and results oriented HRBP with excellent communication, interpersonal and team building skills
• Strong presentation skills with the ability to train, facilitate, and run workshops across the organization, effectively engaging diverse audiences and communicating information clearly.
• Ability to operate at various levels including strategic (planning and thinking) and hands-on tactical approach as needed
• Tolerance for ambiguity and a flexible work style that can adapt to changing situations
• Makes recommendations and produces solutions focused outcomes
• Demonstrates passion for continuous learning to move the business and HR department forward
• Demonstrates the ability to access, track, present and use HR data/analytics to drive meaningful HR decisions
• Experience with an HRIS system; experience working with ADP Work Force Now WFN & BambooHR

The Foray Group is committed to fostering an inclusive, accessible environment, where all individuals’ feel valued, respected and supported.Candidates requiring accommodation during the recruitment process, please contact the Human Resources Department.