Senior Human Resource Business Partner

Overview

The Partnership’s Finance and Corporate Services Division leads all services to secure a sound financial platform and ensure that the organization has the technical, operational, infrastructure, talent management and change management capabilities necessary to achieve the maximum impact for its mandate and budget. The team works alongside all divisions in managing financial and resourcing aspects of programs and initiatives that aim to deliver on the eight priorities of the 2019-2029 Canadian Strategy for Cancer Control.

Overview of Role

Reporting to the Director, People and Culture, the Senior Human Resources Business Partner is responsible for leading the design, development and implementation of people and culture programs and initiatives related to workplace culture and change, diversity, equity and inclusion, employee relations, enterprise learning and leadership development, HR Analytics, and performance management.

Act as the first point of contact for client interactions and leverage additional resources within the People and Culture team.

Working with a small, highly collaborative and engaged team, you will provide strategic advice and operational support to CPAC in a wide range of areas including but not limited to:

Core Responsibilities & Activities

Workplace Culture & Change

• Deal with complex change management issues and move them forward using the appropriate HR channels by supporting the development and implementation of change management plans.
• Support the actions and tactics required to foster CPAC’s desired culture.

Employee Relations

• Provide management with guidance on employment legislation and assist in resolving management and employee issues by conducting effective investigations into complaints and concerns, evaluating and offering possible courses of action, and providing advice, guidance and direction for appropriate resolution.

Diversity, Equity and Inclusion

• Supports the development, implementation, and assessment of strategic diversity, equity and inclusion initiatives and ensures alignment with organizational strategic plans.
• Partners with the management team and senior leaders to advise on organization policies and practices as well as any challenges related to fostering a diverse and inclusive workplace.

HR Analytics & Strategic Workforce Planning

• Proactively tracks, monitors, reports on and utilizes a wide range of HR data to identify themes/trends and recommend effective HR strategies to meet business needs (e.g. objective setting, FTE management, business planning)

Enterprise Learning and Leadership Development

• Identifies key organizational capability requirements and priorities and integrates them into short- and long-term learning and development strategies.
• Leads the design and development of enterprise learning and leadership resources and programs
• Support the identification of leadership potential within the organization and collaborates on succession planning.

Performance & Development

• In partnership with the People and Culture leadership team, lead the annual performance management cycle and program focused on employee development and the successful alignment to corporate strategies and business outcomes.
• Build and continually enhance performance management program resources based on best practices.

Competencies

The Partnership’s core competencies are a key element in reviewing performance. While the duties and responsibilities of a position tell you the “what,” the competencies tell you the “how.” We have developed five universal competencies which we expect to be exhibited by all employees regardless of level or position, as well as five leadership competencies which we expect to be exhibited by staff in people management positions.

Universal Competencies

• Inclusive – values diversity and applies an equity lens; consciously thinks about who needs to be included
• Agile – is constantly adapting to partners, priorities, and outcomes; is committed to continuous learning and improvement; promotes new ways of doing things
• Collaborative – partners and builds strong relationships; works effectively with team members, focusing on delivering individual contributions to meet collective outcomes
• Outcomes-focused – focuses on the ultimate impact, priorities work with a focus on underserved groups
• Systems-thinking – connects the dots between their work and the broader system, has political acuity

Experience and Qualifications

• Post-secondary degree/diploma in Human Resources, Labour Relations, Business Administration, or other relevant disciplines, or an acceptable combination of education and experience
• 5-6 years experience of progressive HR Generalist roles, including 2 to 3 years as HR Business Partner or equivalent experience
• Certified Human Resource Leader or Executive (CHRL/CHRE) preferred
• Experience and/or certification in change management and project management
• Solutions-oriented HR professional, you have well-developed consultative and interpersonal skills.
• A self-starter with critical thinking, influencing and negotiating skills.
• Ability to develop and executive HR strategies, plans and programs that support the organization’s business objectives
• Flexibility and ability to deal effectively and diplomatically with others in a variety of situations.
• Ability to work collaboratively and contribute to the development of relationships within the People and Culture team, and mentor and coach to provide support and guidance to team members and client group.
• Senior HR professional who excels in building strong client relationships and has a passion for supporting the organization’s people objectives.
• Excellent analytical and reporting skills

Apply now

To apply, please forward your CV and cover letter combined in one file in Word or PDF format to:
peopleandculture@partnershipagainstcancer.ca.

The Canadian Partnership Against Cancer thanks all applicants; however, only those selected for an interview will be contacted. If contacted for an interview, please inform us should accommodation be required.

The Canadian Partnership Against Cancer has a diverse workforce and is an equal opportunity employer.