Business Partner Human Resources

Job Information

Overall Purpose

Under the direction of the Manger, HR Operations, the Human Resources Business Partner (HRBP) provides expertise and support to clients within their assigned portfolio, and to members of the OPS, including establishing and maintaining strong client-service focused relationships with Portfolio Clients (Clients) to pro-actively identify and support the fulfillment of Human Resources services.
The key programs supported by the Business Partner include:

• Senior Management HR Client Services
• HR Data Analytics
• Civilian Staffing & Recruitment.
• Civilian Job Descriptions and Position Management
• Performance Management program support.
• Liaison role between Portfolio Client and HR Directorate.

The Business Partner also provides expertise and support respecting other HR processes, projects, and programs assigned within their portfolio.
Champion the organizational commitment as an Employer of Choice by promoting equity, diversity, and inclusion (EDI), supporting the career goals of our members, and providing advice and counsel to internal members and external candidates.
 

Major Responsibilities

Provides expertise and support to clients within their assigned portfolio, and to members of the OPS, including establishing and maintaining strong client-service focused relationships with Portfolio Clients (Clients) to pro-actively identify and support the fulfillment of Human Resources services.

Senior Management HR Client Services.

• Embed and liaise with senior management and act as the first line client support representative to Portfolio Clients.
• Support employee engagement and employee relations activities in conjunction with other HR sections.
• Support organizational HR change management initiatives and senior management client liaison for HR projects and programs.
• Provide guidance and support to senior HR and operational leaders in Sworn Transfer Program, policies and procedures.

HR Data Analytics.

• Support HR data collection and development of HR predictive analytics framework. 
• Analyze and advise client groups on HR data to deliver data-driven decision-making frameworks.
• Identify and implement changes to increase the effectiveness of delivery of HR processes and services to Portfolio Clients.
• Identify opportunities to leverage technology and improve automation for pan-organizational processes.

Civilian Staffing & Recruitment.

• Guide and consult with hiring managers on all phases of the Civilian Competition Process and all other civilian staffing processes for all position levels (entry level to executive) comprised of a wide variety of civilian positions in varying industries of work. 
• Provide advice and counsel to internal members and external candidates on the Civilian Competition Process and all other civilian staffing processes.
• Initiate and coordinate the staffing process for civilian competitions within the parameters of the Civilian Competition Process and Policy ensuring a superior level of customer service.
• Approve interview questions and practical tests for all Civilian Competition Processes as assigned within portfolio ensuring compliance with the Civilian Competition Process and Policy, other relevant policies, procedures, collective agreements, and relevant legislation.
• Ensure the provision of required documentation for assignment extensions and Letters of Offer, the return of competition documentation, booking facilities and resources, and scheduling interviews and practical testing.
• Assist Hiring Managers with candidate selection from the Civilian Temporary Opportunity Database for short-term assignments ensuring candidates are selected based on the considerations of qualifications, seniority, EDI, and operational requirements.
• Provide hiring recommendations on external candidates based on the complete Background Investigation file and in consultation with the Hiring Manager and Senior HR Management as required.
• Establish and maintain contacts with professional associations, post secondary institutions and within the community to support the Civilian Outreach activities of the OPS.
   

Major Responsibilities (continued)

Civilian Job Descriptions and Position Management

• Assist with review and approval of all civilian job descriptions prior to final approval by the department Director / Superintendent; responsible for ensuring the consistency, accuracy, and alignment with established OPS job descriptions and OPS Competencies.
• Maintain knowledge of sworn Bona Fide Occupation Requirement (BFOR) Tool and as established by the Joint BFOR Committee and proper application of competency levels.
• Ensures the provision of timely position management including the creation and deletion of positions, the updating of position attributes, and employee movement.
• Ensure the HRIS database is reflective of employee assignments and substantive positions.
• Ensure section staff are responding to the bi-weekly monitoring of tasks (MOT) as provided by Finance.

Performance Management program support.

• Provide Performance Management training and guidance to Supervisors and Managers as required to ensure compliance to the Performance Management Policy around key elements of Intake Interviews, quarterly staff check-ins, probationary reviews, completion of mandatory training, annual reviews, etc.
• Collaborate with Manager, HR Operations and Manager, HR Programs as required to support Supervisors and Managers in meeting their fulfillment of Performance Management requirements. 

Liaison role between Portfolio Client and HR Directorate.

• Partner with the Health & Wellness, and the Employee and Labour Relations Sections to ensure the Priority Placement Process is applied to every competition and support the fulfillment of Memorandums of Agreement (MOA) impacting civilian employees.
• Provide for the timely vacating of positions when LTD and WSIB thresholds are reached.
   

Major Responsibilities (continued)

Provide expertise and support to other HR processes, projects, and programs.

• Work in conjunction with Workforce Operations to ensure continuous accuracy of HRIS incumbent report as it relates to salary placement, anniversary dates and civilian workforce management.

Champion the organizational commitment as an Employer of Choice by promoting equity, diversity, and inclusion (EDI), supporting the career goals of our members, and providing advice and counsel to internal members and external candidates.
 

Statement of Required Qualifications

Education and Experience

• Three (3) year College Diploma / University Degree in Human Resources, Business Administration, Public Administration, Social Sciences, or related field.
• Experience and formal training combined may substitute for stipulated education requirements.
• Minimum three (3) years progressive experience working in a Human Resources function, specifically in talent acquisition, career management, recruiting / staffing, workforce management, and / or labour relations. 

Language

• English – fluency in oral, reading, and writing.
   

Certifications and Licences

• Certified Human Resources Professional (CHRP) Designation, or in progress.

In service Training

The following mandatory training and education is provided to all employees of the OPS:

• Occupational Health & Safety.
• Respectful Workplace. 
• Violence in the Workplace.
• Accessibility for Ontarians with Disabilities Act (AODA).
• Ethics, Diversity, and Inclusion.
• Active Bystandership for Law Enforcement (ABLE).

All Human Resources staff are expected to continue their professional development including maintaining professional memberships and certification requirements.

All employees of the OPS are expected to complete all additional and new mandatory training as prescribed by the Office of the Chief.
 

Job Knowledge

Understanding of the importance of client centered service.
General knowledge of staffing processes.

Working knowledge of the:

• Organization’s Mission, Vision, and Values.
• Recruiting / selection tools.
• Applicable legislation, policies, collective agreements, and HR sources to ensure compliance and provide guidance in the volunteer staffing process.
• Human Resources Information Systems (HRIS)
• Corporate software packages (i.e. word processing, spreadsheets, and presentation software).
   

OPS Competencies

Hours of Work

Effort and Working Conditions

• Work is generally performed in a standard office environment with minimal adverse working conditions.
• The nature of the job occasionally leads to situations involving strong conflicting opinions and intense emotions.
• Occasional travel between OPS sites will be required. 
   

Desired Qualifications

• Oral, reading, and writing fluency in French or other languages.
• Certified Human Resources Leader (CHRL) Designation or in progress.
• Certified Volunteer Administration (CVA) Designation.
• Courses related to Recruitment & Staffing, Employment Law, Organizational Behaviour and Training & Development.
• Experience preparing reports for Senior Management.
• Experience developing and delivering presentations to all levels of employees.
• Knowledge of applicable legislation, policies, and OPS collective agreements.
• Knowledge of the relevant OPS organizational goals & objectives and how these relate to the Human Resource functions and accountability.
• Strong understanding of the rationale behind OPS policies and procedures and how they impact on the day-to-day work or delivery of service.