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.

As a trusted business partner, the Director integrates workforce insights, organizational priorities, and business objectives to support informed decision‑making in areas such as workforce planning, organizational design, talent management, employee relations, engagement, change management, and leadership effectiveness. The role provides proactive coaching and advice to leaders, balancing business needs with employment legislation, organizational policies, and HR best practices.

The Director collaborates closely with colleagues across the HR Centres of Excellence and Shared Services to deliver integrated, client‑focused solutions. Acting as a connector across the organization, the role identifies emerging people trends, anticipates workforce risks, and helps leaders navigate complex people matters while fostering an engaged, inclusive, and high‑performing workplace culture.

• 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 and review trends and make recommendations to access, implement, and develop strategies to address underlying issues and code‑design approaches to support people enablement and business outcomes, including team and individual performance optimization, workforce planning, retention, engagement, and organizational/job design.
• Mobilize data and information to advance human capability and…