- Managing all key aspects of the talent cycle for designated departments, including recruitment, compensation & benefits, onboarding, performance management, secondments, offboarding, etc.
- Conducting regularly scheduled meetings with respective functional areas to understand their strategic needs and align work accordingly.
- Consulting with line management, providing HR guidance when appropriate; provides day-to-day performance management guidance to line management.
- Working closely with management and employees to improve work relationships, build morale, and increase productivity, engagement, and retention.
- Managing and resolving complex employee relations issues.
- Keeping abreast of industry developments and contributes to identifying and analyzing departmental trends and metrics in partnership with the HR group to ensure data integrity, and contribute to developing solutions, programs and policies that contribute to strategic needs.
- Maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Providing HR policy guidance and interpretation. Contributes to policy updates or developing new policies as required.
- Providing guidance and input on talent management, business unit restructures, workforce planning and succession planning.
- Working closely with finance and designate departments on annual workforce planning for HR budgets and FTE accounting
- In collaboration with the managers and the Learning & Development team, help identify training needs for functional areas and individual executive coaching needs.
- Performing other related duties as assigned, including contributing to HR goals, projects, and initiatives. Requirements That Are Important to Us
- 4-5 years relevant experience. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, equity and inclusion, performance management, and relevant employment laws.
- Demonstrated experience resolving complex employee relations issues
- Experience working in healthcare and/or non-profit is an asset.
- Bachelor's degree or equivalent. CHRP/CHRL or equivalent (or ability to obtain certification within one year of employment) The OMA has moved to a permanent hybrid work environment. As such, the individual in this position will be required to work a minimum number of days in our Toronto office.
- A work environment whose values are to be respectful, bold, responsive, and transparent in our work and our behaviours
- A fantastic opportunity to grow with the team and help shape the strategic direction of the OMA, its members and the health-care system
- An organization that is committed to the equity, diversity and inclusion principles of humility, accountability, collaboration, courage and integrity
- A commitment to growth and development through paid professional development and continuous in-house learning
- A friendly and flexible hybrid work environment
- Competitive salary and bonus program
- Exceptional group benefits package, including a spending account and a robust wellness program
- An organization that has been recognized as a Greater Toronto's Top Employers for four consecutive years. As a condition of employment, OMA conducts background checks and reference checks for all open positions.
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Human Resources Business Partner - Toronto, Canada - Ontario Medical Association
Description
Job Summary
The HR Business Partner (HRBP) is responsible for aligning organizational objectives with employees and management in designated departments. They maintain an effective level of knowledge about the departments' functional areas and their needs, so they can deliver service, support, and guidance to management and employees that reflects the organization's strategic objectives.You Will Make a Difference By
What do we have to offer you?
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