Human Resources Business Partner with Compensation and Benefits

at  Brant Community Healthcare System

EXCEPTIONAL CARE–EXCEPTIONAL PEOPLE

The Brant Community Healthcare System is a two site Community Hospital located in Brantford and Paris, Ontario.

• The Brantford General is an acute care hospital
• The Willett in Paris is an urgent care centre and transitional beds

By choosing to work at Brant Community Healthcare System (BCHS), you are joining an organization with more than 130 years of making a positive difference in the lives of the people we serve throughout our communities. We value Care, Accountability, Respect and Equity, and we are working together to build a healthier community!

POSITION SUMMARY

At BCHS the HR Business Partner/Total Compensation Specialist is an integral part of our Human Resources team with a focus on labour relations and total compensation and benefits for a 14-month assignment. In this role you will work closely with the Vice President of Human Resources, HR Director, Labour Relations team and Total Compensation team along with the Corporate Leadership team. You will be responsible for providing in-depth knowledge, expertise and counsel related to Labour Relations and Compensation and Benefits programs, policies, processes, strategies, and related legislation and labour market trends. In addition, you will provide recommendations related to the design, implementation and maintenance of Total Compensation strategies that support BCHS’s Total Compensation program.

• Effective administration, interpretation and application of collective agreements and Hospital policies, guidelines and directives
• Grievance and dispute resolution management, including representing the Hospital at mediations and partnering with legal counsel on matters proceeding to arbitration
• Deliver sound, responsible guidance on matters involving workplace violence, workplace discrimination and harassment, return-to-work/modified work by identifying and cooperating with HR partners (i.e. Occupational Health, Safety and Wellness)
• Lead, participate and support union-management committees and meetings
• Engaged and active participation as part of the client consultancy team (along with representatives from both finance and decision support units) to inform our client’s decision-making on matters involving operational planning, annual budgeting and risk mitigation
• Fostering additional HR offerings within the People Services division by establishing strong working relationships with colleagues responsible for recruitment, job evaluation, total compensation, talent and performance management, diversity, volunteer services and organizational development
• Build and maintain strong relationships with assigned client group and key stakeholders (including union leaders) to assist with meeting the client’s people needs in a proactive manner
• Ensure effective and efficient application of standards in relation to daily HR transactions
• Participate in the development and implementation of Human Resource policies, procedures and programs
• Conducts research on related legislation and on competitive trends / practices within peer hospitals and the larger marketplace, interprets data and develops recommendations based on findings.
• Researches and recommends projected amounts to be budgeted for annual compensation and benefits budget build cycles to support program planning.
• Prepares complex cost/benefit modeling/analysis and identifies risks (and strategies to mitigate same) related to Total Compensation program development / sustainment.
• Prepares reports / proposals / briefing notes / executive summaries to translate data / research into clear, succinct, and actionable recommendations.
• Develops and aligns internal policies, practices with legislation and to support Total Compensation program strategy.
• Act as the key liaison with the pension and benefit third party providers (HOOPP and Insurance
• Carriers) to ensure service standards and contract details are adhered to. Work closely with external benefit consultant on financial matters or plan design issues as they arise
• Leading the Pay Equity program at BCHS and Co-Chairing existing Pay Equity Committees,
• Ensures programs are compliant with pay equity legislation and raises awareness of any possible impacts that may arise or be contemplated when positions are created or closed.
• Maintains current data bases of job evaluation records and documentation for review as required.
• Responsible for reviewing job content documentation and completing the salary banding process for new or changed positions.
• Responsible for supporting leaders with job design, including researching, and recommending appropriate knowledge and skill requirements to meet the needs of the job. Challenges leaders where appropriate around role/organization design.
• Responsible to review non-union compensation & benefit plans annually to formulate recommendation to Senior Leadership Team on adjustments necessary to maintain the non-union compensation philosophy. This includes but is not limited to analysis of returned survey data, benchmark position review and compression analysis and regression analysis (for pay equity compliance).
• Determine and recommend any applicable budget increases with research and appropriate statistics to support.
• Foster strong a strong network of peers at other hospitals to facilitate research of the external market.
• Reviews benefit utilization, claim patterns and trend factors to determine financial viability of the benefit programs and also recommend opportunity for improvement.
• Provide advice, problem resolution, and facilitation in the compensation process
• Prepare and distribute benefit, pension and compensation related corporate communications
• Annual analysis associated with non-union economic increase / support to recommendation
• Annual analysis associated with benefit renewal/ support to recommendation
• Research regarding best practices and recommendations on process improvements including benefit program enhancements
• Administrative of annual benefit related administration activities such as health care spending account deposit, overage dependent mail out and tracking, etc.