Human Resources Business Partner

Position Summary
Interior Health is hiring a permanent full-time Human Resources Business Partner who is passionate about making a difference in healthcare.

Location: This position is flexible within the East Kootenay Region of Interior Health.

What we offer:
• An attractive remuneration package
• Excellent career prospects
• Employer paid training/education
• Employer paid vacation
• Employer paid insurance premiums
• Extended Health & Dental coverage
• Work-life balance
• May be eligible to contribute to MPP

Salary range for the position is $88,990 to $127,923. Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

Come join our team and see why we’re one of Canada’s Top 100 Employers! Explore our extensive benefits, career growth opportunities, and lifestyle in one of the most beautiful and diverse regions of Canada. Ready to love where you live and work? Join our team today!

How will you create an impact:
The Human Resources Business Partner (HRBP) provides advice, guidance, consultation coaching, facilitating, and co-coordination of a wide range of strategic and operational Human Resource (HR) matters within the assigned portfolio.

The HRBP is responsible for an assigned client portfolio and provides a strategic employee and labour relations perspective to promote and foster a consultative and problem-solving employee/labour relations approach that contributes to the achievement of the goals and objectives of Interior Health (IH). Participating on leadership teams, HR special assignments, projects, and events that have geographic/portfolio/IH application.

The HRBP utilizes knowledge of the full scope of business of HR, and IH strategic and business objectives of the assigned portfolio - providing consultation to the manager and working with supporting services from a systemic perspective to address operational HR matters. The HRBP leads HR practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes quality, empowerment, productivity and standards, goal attainment, and the ongoing development of a superior workforce.

In alignment with IH’s Occupational Health & Safety Program, employees shall adhere to all Occupational Health and Safety policies and procedures at all times and attend all required training. Employees are responsible to report any identified hazards, unsafe conditions or incidents to your manager or supervisor immediately.

What will you work on:
Within an accountability framework and a team-based environment, the key responsibilities include:

• Guides, supports and advises managers on a wide range of sensitive or complex operational employee relations matters for unionized and non-unionized staff members including: disciplinary issues; performance improvement plans; complex investigations, including bullying and harassment and discrimination according to accepted guidelines; supports managers in implementing day-to-day mitigation strategies; consults with Labour Relations and other appropriate HR team members when complex investigation issues or specific expertise is required.

• Develops and maintains effective communication/working relationships with local and district union representatives. Represents the Employer in proactively problem-solving, mediating and negotiating resolution of local level grievances and issues.

• In partnership with leadership, assesses and evaluates current business delivery and workforce utilization models. Reviews and analyzes relevant information, data and performance metrics and identifies/recommends opportunities for innovative enhancement strategies/plans and practical solutions that will provide for cost effective business delivery and quality improvement models and an employee-oriented, high-performance culture that emphasizes quality, empowerment, productivity and standards, goal attainment, and the ongoing development of a superior workforce.

• Conducts labour impact analysis of proposed business and workforce optimization strategies, providing feedback, options and/or recommendations for implementation plans and mitigating strategies, ensuring collective agreement, policy, and relevant legislation considerations. Engages with Labour Relations as required.

• Engages, and works collegially and collaboratively with other areas of Human Resources, as required in providing advise and guidance for operational issues, and in developing workforce planning, including internal and external recruitment, staffing, succession planning, and change and transition strategies that support organizational change, capacity, renewal and effectiveness, and to identify and diagnose issues that may be difficult/complex/high risk situations requiring further attention or intervention.

• Works collaboratively with Employee Health & Wellness, Union representatives, managers, and employees to identify, negotiate and facilitate complex return to work strategies and complex employment accommodation agreements in accordance with collective agreement provisions, IH policies, and legislation.

• Establishes and maintains accessible and visible client relations through membership at leadership tables and through regular individual manager meetings to support leadership decision-making.

• Identifies management education needs. Facilitates, coordinates, and/or conducts related training and education sessions, as appropriate.

• Maintains records, tracks and reports on HR metrics and produces related reports.

• Participates in contingency plans as required for legal/illegal work stoppages and conducts essential service planning for assigned departments.

• Performs other related duties as required.

Interior Health strives to create an environment where you enjoy the work you do, the place where you work, and the people around you. Together, we create great workplaces. Apply today!

Honouring Interior Health’s commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).

Qualfications
Education, Training and Experience
• An undergraduate degree in an area of HR and/or Business,
• Minimum of five (5) years of recent relevant experience in HR, preferably in a complex unionized environment.
• Professional designation (CHRP) considered an asset.
• Or an equivalent combination of education, training, and experience.

Skills and Abilities
• General understanding of Canadian/Provincial labour and employment law.
• Knowledge of relevant laws and regulations: labour, workplace health and safety, human rights, and employment standards, and collective agreements.
• Ability to think strategically, innovatively, and systematically.
• High level of analytical and evaluative skills.
• Ability to act as a change agent.
• Strong knowledge of current employment investigation practices.
• Relationship, influence, and consensus building skills.
• Demonstrated coaching and facilitation skills.
• Communication, team building, conflict resolution skills.
• Project planning knowledge and skills to lead or participate on strategic initiatives/projects.
• Ability to model professionalism and integrity.
• Capacity to maintain strict confidentiality.
• Physical ability to perform the duties of the position.