Human Resources Partner

Role Overview

The Human Resources Partner acts as a strategic advisor, collaborating closely with business leadership to align HR initiatives with broader organizational goals. This role is pivotal in guiding the execution of HR strategies throughout the employee lifecycle while fostering a positive workplace environment focused on employee engagement, performance development, and diversity and inclusion.

Key Success Metrics

• Business leaders rely confidently on HR advice and support.
• Talent management and performance processes are implemented efficiently enhancing workforce capabilities.
• Employee engagement plans are put into action, resulting in improved satisfaction and morale.
• A constructive and engaging workplace culture is nurtured, verifiable through surveys and feedback.
• HR operations are consistently accurate and comply with legal and company standards.

Primary Responsibilities

• Lead and support employee engagement activities, including boosting survey participation and acting on feedback collaboratively with leaders.
• Serve as a catalyst for organizational change, aiding leaders in all aspects of change management to align with strategic objectives.
• Make informed, autonomous decisions when delivering HR support, escalating complex issues when necessary.
• Build strong partnerships with business leaders to advance company mission and values.
• Promote a high-energy, positive workplace atmosphere consistent with company culture.
• Address employee relations proactively and persistently with fair resolution strategies.
• Use HR data analytics to inform action plans and strategic human capital decisions.

Required Knowledge and Competence

• Possesses critical thinking skills to diagnose employee-related issues, recommend pragmatic solutions balancing business and employee needs, and ensure compliance.
• Capable of independent judgment within policy guidelines, referring high-risk concerns appropriately.
• Extensive understanding of human resource functions, including employee relations, talent and performance management, organizational development, and inclusion initiatives.

Education and Experience Criteria

• Post-secondary qualification in Human Resources Management is mandatory.
• Minimum of five years' progressive experience as an HR Generalist or Business Partner.
• Active membership in Human Resources Professional Association preferred; professional HR certification (CHRP/CHRL) is advantageous.
• Experience within retail or healthcare sectors considered beneficial.
• Comfort with adopting new HR information systems; familiarity with ADP Workforce Now or SAP SuccessFactors is a plus.

Working Conditions

• Excellent communication and interpersonal capabilities are essential to collaborate effectively with leaders and employees.
• Some travel may be required occasionally to engage with team members across locations.

Organizational Values

• We foster trust through inclusivity, integrity, honesty, and respect, upholding commitments made to colleagues and customers.
• Strong teamwork, networking, and mutual support drive the achievement of collective goals.
• Innovation is encouraged by continuously seeking improvements and sharing ideas.
• An optimistic, proactive attitude guides us to deliver value and seize opportunities.

Accommodations and Equal Opportunity

HearingLife Canada embraces diversity and provides equal employment opportunities without discrimination on any legally protected grounds. Candidates requiring accommodations during the recruitment stages are encouraged to specify their needs in their application.

Only shortlisted candidates will be contacted.