Business Partner

Overall Purpose

Reporting to the Senior Manager, Partner Resources, the Business Partner, People and Culture, is responsible for providing strategic consultation, advice, and guidance on various human resources (HR) matters to an assigned client group. This role serves as a resource to leaders and management staff, ensuring compliance with HR policies, practices, and regulations while driving strategic initiatives to enhance organizational success.

• Act as a strategic partner for business and workforce, identifying opportunities for change and driving strategic and tactical initiatives.
• Provide consultation, advice, and guidance on a range of workplace matters, including employee relations, labor relations, leadership coaching, strategic workforce planning, succession planning, conflict resolution, and performance support management.
• Partner with Communities of Expertise (CoE) to deliver cohesive and comprehensive HR support to client groups.
• Interpret and apply HR policies, practices, procedures, and collective agreements, ensuring compliance with legislation and adherence to best practices.
• Collaborate with leaders to identify program goals, evaluate client needs, and develop supporting strategies to mitigate risks.
• Contribute to the development of the People and Culture strategic business plan, focusing on key people issues, trends, and solutions.
• Provide functional guidance to Employee Relations Officers and other members of the People Relations Team.
• Analyze workforce requirements and develop strategies to address gaps, ensuring alignment with business goals and objectives.
• Facilitate conflict and dispute resolution, including mediation, coaching, and directing employees through appropriate programs and guidelines.
• Lead, coordinate, or actively participate in People and Culture projects aligned with key organizational priorities.
• Prepare reports, briefing materials, and presentations for senior staff in People and Culture, business leaders, and TDSB clients.
• Participate in legal proceedings, collective bargaining, workplace investigations, and provide support with research, strategy, approvals, and implementation of settlements and agreements.
• Participate in the development and delivery of educational programs pertaining to labour, employment, workplace harassment/discrimination, performance management, and attendance support.
• Liaise with Union/Association representatives to exchange information and resolve issues while cultivating professional relationships.
• Provide leadership in fostering equity and inclusiveness in the development and implementation of programs and services.
• Other duties as assigned.

• University degree in a related discipline (e.g., Human Resources Management/Industrial Relations) and seven years of progressively responsible related experience in human resources working for a large, complex, multi-site and multi-unionized employer, or an equivalent combination of education and experience.
• Extensive experience and expertise in HR management, including recruitment, employee relations, labour relations, human rights, strategic workforce planning, succession planning, and collective agreement interpretation.
• Proven experience in conducting investigations and alternative dispute resolution, such as mediation and facilitated conversations.
• In-depth knowledge of employment and labour legislation/regulations, HR trends, programs, policies, processes, and best practices.
• Strong strategic planning, project management, change management, and organisational skills.
• Excellent negotiation skills to resolve complex complaints and conflicts between individuals or groups.
• Exceptional analytical, interpretative, critical thinking, and problem‑solving skills.
• Ability to coach and advise leadership on engaging employees and building high‑performance teams.
• Strong client‑service orientation.
• Proven ability in promoting equitable practices which value inclusiveness and diversity.
• Holistic understanding of HR business partnership functions and key HR processes/policies.
• Outstanding written and oral communication skills, with the ability to present clear, well‑structured reports and…