HR Partner

at  McMaster University

OTHER QUALIFICATIONS

• University degree in related field with a focus in Human Resources/Industrial Relations
• CHRP designation strongly preferredDemonstrated ability to analyze and address employee and policy issues and exercise sound and experienced judgment in providing advice & guidance

EMPLOYMENT EQUITY STATEMENT

McMaster University is located on the traditional territories of the Haudenosaunee and Mississauga Nations and within the lands protected by the “Dish With One Spoon” wampum agreement.
The diversity of our workforce is at the core of our innovation and creativity and strengthens our research and teaching excellence. In keeping with its Statement on Building an Inclusive Community with a Shared Purpose, McMaster University strives to embody the values of respect, collaboration and diversity, and has a strong commitment to employment equity.
The University seeks qualified candidates who share our commitment to equity and inclusion, who will contribute to the diversification of ideas and perspectives, and especially welcomes applications from indigenous (First Nations, Métis or Inuit) peoples, members of racialized communities, persons with disabilities, women, and persons who identify as 2SLGBTQ+.
As part of McMaster’s commitment, all applicants are invited to complete a confidential Applicant Diversity Survey through the online application submission process. The Survey questionnaire requests voluntary self-identification in relation to equity-seeking groups that have historically faced and continue to face barriers in employment. Please refer to the Applicant Diversity Survey - Statement of Collection for additional information.

Job applicants requiring accommodation to participate in the hiring process should contact:

• Human Resources Service Centre at 905-525-9140 ext. 222-HR (22247), or
• Faculty of Health Sciences HR Office at ext. 22207, or
• School of Graduate Studies at ext. 23679

to communicate accommodation needs.

The HR Partner provides dedicated and embedded operational HR support including coordination of core human resources activities and transactional matters in the areas of recruitment and selection, training and development, health and safety, orientation, employee relations, compensation and benefits, terminations, retirements, leaves of absence, return-to-work, accommodation and performance and coaching management. Responsibilities include:

• Supports and recommends talent management and EDI processes, practices and strategies that advance the strategic plan for REAP; assists with monitoring EDI goals
• Provides full-cycle recruitment support; develops job descriptions, job postings, and supplementary materials for posting processes, monitors and evaluates processes & conducts regular analysis of portfolio requirements
• Supports design, helps coordinate and provides general HR training to staff in consultation with other HRSPs, Talent, Equity and Development partners and other HR Centres of Expertise (CoE) for development and delivery.
• Champions new HR transactional and operational 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.

• Develops and facilitates orientation program(s), packages, policies, and procedures for all staff

  in collaboration with the UTS leadership team and hiring managers, engaging HR leaders and CoEs as required.

• Coordinates and/or advises on leaves of absence, return-to-work, accommodations, performance management, and human rights/equity issues for staff in accordance with policies, procedures, and collective agreements where applicable.

• Advises on performance management operational processes including performance evaluations, disciplinary process, coaching and mentoring options, managing performance improvement plans, 360 review process for leadership roles, engaging HR Centres of Expertise as required.
• Act as leadership coach for TMG leaders, front line managers and administrators; work with COEs and external coaches as needed to enable additional coaching in areas of performance management, employee relations, engagement, and career development.
• Provides guidance on total rewards processes, including compensation and benefits matters, ensuring internal equity for staff, in partnership with HR leaders and the Total Rewards team.
• In partnership with HR leaders and E/LR provides advice and guidance on employee relations matters for unionized and TMG staff as appropriate.
• Coordinates health and safety programs for the department, advises on and monitors compliance to required health and safety training, working alone policy, vaccination mandate, emergency evacuation procedures, and incident/injury reporting.
• Ensure change management and communication plans are in place and are executed effectively for any new HR initiatives and strategic deliverables.