Human Resources Business Partner

The world isn’t standing still, and neither is ATS Life Sciences - We don’t follow the trends. We set them!

Are you interested in being part of a team that makes a difference? Join our growing ATS Life Sciences Systems team a division of ATS Corporation, a publicly traded global enterprise with a proud history, we are helping advance the future with our factory-wide automation solutions. Within Life Sciences Systems, what we do matters – we custom design, build and service critical automated solutions for medical device and pharmaceutical companies.

We are dedicated to assisting our customers in improving the quality of life for people around the world. When there is no room for error, and product failure is not an option, leading life sciences companies trust us to resolve their production challenges.

WHAT'S IN IT FOR YOU

Benefits:

• Compensation: $72,000-$99,000 CAD per year
• Annual Performance-Based Incentive Bonus
• 5% RRSP match
• Stock purchase plan
• Starting 3 weeks of vacation
• Benefits package (health and dental) + $600 health spending account
• Half-Day Fridays
• Continuous learning and career growth with global mobility opportunities.
• A chance to contribute to something bigger - advancing the future of healthcare through automation.

Job Description

This position reports to the Director, Human Resources. This individual will provide human resources support for specific client groups and disciplines within the Life Sciences division in Cambridge, Ontario.

MAJOR DUTIES:

• Provides Human Resources expertise, support, and guidance to assigned divisional leaders and their teams in the areas of workforce planning, recruitment, talent management, employee relations, organization design and restructuring, performance management, compensation planning, employee engagement, retention, and employee/leader development.
• Proactively partner with the business to understand critical business priorities and provide advice and guidance regarding HR implications.
• With support of their manager, recommend, develop, and administer human resources policies, procedures, and programs in support of business initiatives ensuring compliance with governing regulations, internal policies, and best practices.
• Maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

SPECIFIC RESPONSIBILITIES:

This role encompasses a variety of responsibilities, including but not limited to the following:

Business Partnership:

• Understand the critical objectives of the business and partner with the greater HR network to help influence the culture, create a positive employee experience, and champion relevant organizational changes and initiatives. 
• Support complex employee matters

Recruitment and Onboarding:

• Actively involved in developing hiring plans in collaboration with business leaders.
• Supporting the recruitment and onboarding activities of top talent including co-ops, interns, apprentices, full-time employees and contractors.
• Partner with leaders to ensure new hires are properly on boarded.

Performance Management and Employee Relations:

• Manage and facilitate the annual performance management cycle including supporting leaders in the development/establishment of annual goals, training new hires and leaders and facilitating calibration sessions
• Identify, evaluate and resolve employee relations issues that foster collaboration and improved performance.
• Participate and/or lead any progressive disciplinary actions, terminations, restructuring and change management activities.

Talent Management and Employee Development:

• Coach and advise leaders on talent management best practices related to attracting, developing and retaining employees.
• Partner with the business and employees to define and develop career development plans, establish and maintain succession plans and foster and promote internal mobility.

Compensation and Benefits:

• Administer the annual compensation review process within the guidelines of the annual performance review cycle.
• Recommend and develop the business case for compensation adjustments as required.
• Partner with the business leaders and HR leadership to establish pay…