MANAGER, HUMAN RESOURCES BUSINESS PARTNER

Halton Region is committed to fostering a diverse, inclusive, and equitable workplace that reflects the communities we serve. We value, welcome and respect the unique perspectives and contributions of all individuals. We encourage applications from Indigenous Peoples (First Nation, Métis, Inuit), Black and racialized persons, persons with disabilities, women, and members of the 2SLGBTQ+ community. Accommodations are available at any point upon request for candidates participating in the selection process.

JOB SUMMARY

The Human Resources Business Partner (HRBP) is a member of the Human Resources management team who actively integrates the Region’s Strategic Plan and its people management practices. The HRPB will advise Commissioners/senior leaders on human capital initiatives and enable Departments to implement programs that build and equip high performance teams.
The HRBP combines senior-level mastery of human resources management with a sophisticated understanding of the Region’s strategic objectives and deep line-of-service expertise across the organization. HRBPs will work with Department leadership to ensure the strategies for acquiring, developing and retaining talent align with Region’s objectives for EDI, wellness, digital transformation, and being an employer of choice.

SKILLS & QUALIFICATIONS

• Collaborate with HR colleagues to execute strategies that enable the Strategic Plan, enhance the employee experience and make colleagues successful
• Provide leadership and consultation focused on creating innovative HR strategies to anticipate and assess emerging business, organization or people trends and identify and implement the appropriate business solutions
• Provide advice to managers on the full range of employee lifecycle programs; integrated talent management, EDI, change management, employee health and wellness and employee relations
• Provide client-informed advice on the design and development of human resources programs created by HR Centers of Excellence (COEs)
• Execute a portfolio of talent management programs, including; current and forecast capability requirements, succession planning, successor readiness and retention risk mitigation
• Manage HR program cycles including integrated talent management and the annual performance cycle
• Drive effective workforce planning via ongoing discussions with Commissioners / Directors on succession plans, staffing models, performance management and labour market conditions
• Partner with COEs to drive career paths, make suggestions to support talent attraction and retention, identify training needs, and promote the development of key capabilities among employees
• Drive inclusiveness and belonging by embedding EDI principles in management practices and activities
• Act as key change agent, providing expertise and advice for people initiatives and collaborating on Region-wide projects

DUTIES & RESPONSIBILITIES

• Collaborate with HR colleagues to execute strategies that enable the Strategic Plan, enhance the employee experience and make colleagues successful.
• Provide leadership and consultation focused on creating innovative HR strategies to anticipate and assess emerging business, organization or people trends and identify and implement the appropriate business solutions.
• Provide advice to managers on the full range of employee lifecycle programs; integrated talent management, EDI, change management, employee health and wellness and employee relations.
• Provide client-informed advice on the design and development of human resources programs created by HR Centers of Excellence (COEs).
• Execute a portfolio of talent management programs, including; current and forecast capability requirements, succession planning, successor readiness and retention risk mitigation.
• Manage HR program cycles including integrated talent management and the annual performance cycle.
• Drive effective workforce planning via ongoing discussions with Commissioners / Directors on succession plans, staffing models, performance management and labour market conditions.
• Partner with COEs to drive career paths, make suggestions to support talent attraction and retention, identify training needs, and promote the development of key capabilities among employees.
• Drive inclusiveness and belonging by embedding EDI principles in management practices and activities.
• Act as key change agent, providing expertise and advice for people initiatives and collaborating on Region-wide projects.