Director, Human Resources

Job Summary

Reporting to the Vice President, Integrated Human Resources Services, the Director, Human Resources Business Partner serves as a strategic advisor to business leaders, providing expert guidance and consultation across the full employee lifecycle. Working in close partnership with operational and functional leaders, this role enables the delivery of business strategies through thoughtful people solutions aligned with SE Health's People Everything philosophy.

• Serve as a trusted advisor to senior leaders, providing strategic counsel on people, workforce, and organizational matters to support business objectives.
• Partner with leadership teams to translate business priorities into people strategies that enhance organizational effectiveness, workforce capability, and employee experience.
• Coach leaders through complex people decisions, balancing business needs with organizational values, risk management, and legislative requirements.

• Provide expert guidance on complex employee relations matters, including performance management, workplace investigations, corrective action, accommodations, and conflict resolution.
• Advise leaders on the consistent interpretation and application of employment legislation, collective agreements (where applicable), organizational policies, and HR practices.
• Partner with Labour Relations and Legal, as appropriate, to support grievance management, arbitrations, and other labour relations matters.

• Leverage workforce insights and people analytics to identify trends, anticipate risks, and recommend proactive solutions that strengthen engagement, retention, and organizational performance.
• Support leaders in organizational design, workforce planning, talent management, succession planning, and change initiatives.
• Identify opportunities to improve leadership capability, team effectiveness, and organizational health through strategic HR interventions.

• Collaborate with HR Centres of Excellence and Shared Services to deliver integrated, consistent, and client-focused HR solutions.
• Champion enterprise-wide HR initiatives and support the successful adoption of organizational change within assigned client groups.
• Act as a connector between business leaders and HR functions, ensuring client needs are understood and appropriate expertise is engaged.

• Ensure compliance with employment legislation, collective agreements, organizational policies, and governance requirements.
• Promote consistent and equitable application of HR policies, programs, and practices while balancing business needs and organizational risk.

• Review people data and HR metrics for client areas within span of control.
• Analyze/review trends and make recommendations to address underlying issues, and code‑design approaches to support people enablement and business outcomes.
• Support the gather of business intelligence and area‑specific or aggregate consolidation with other HR areas to enable analysis and mobilization.
• Work with clients to prepare and understand talent‑related data, supporting identification of resources and supports for talent development, internal mobility, and succession.
• Review and support compliance people data reporting, including handling non‑compliance consistently with the People Everything approach.
• Review and understand “pain points” for management and staff, working with appropriate SMEs to design programs and concierge services as needed.

• Broker HR Support (Total Rewards, Talent Acquisition, HR Technology, HR Transformation) services per HR operating and service models.
• Collaborate with HR Solutions to facilitate rollout and operationalization of HR programs and initiatives.
• Liaise with other business support functions (Legal, Privacy & Compliance, Occupational Health & Wellness, Health & Safety) to ensure smooth service delivery.
• Identify the need for programs, supports, and services from the above groups…