Human Resources Partner

Reporting to the Manager, Human Resource Partnerships, the Human Resources (HR) Partner works in collaboration with the broader People portfolio in supporting PHC management in an assigned client group in integrating HR best practice. The HR Partner:

• Develops successful relationships with leaders and builds own understanding of the business areas including short and long-range plans, workforce, culture, financial and staffing resource situation.
• Provides advice and counsel to leaders from a strategic and operational perspective on human resources matters including labour relations and related legislation, collective agreement interpretation and administration, organizational policy and procedure, and occupational health and safety (OH&S).
• Supports management decision making and provides proactive advice and solutions to meet current and future business requirements.
• Refers matters to specialized HR teams as appropriate.
• Assists leaders/staff with navigating available HR services, engages with subject matter experts, and links clients with applicable specialized HR teams to meet clients' needs. Provides work direction to Human Resources Analysts, HR Coordinators and Labour Relations Coordinators in providing support to assigned client groups. Represents HR on internal/external meetings and committees as required.

Education

• University degree in a related field, plus five (5) years of progressively senior human resource experience in a large, complex unionized environment, or an equivalent combination of education, training and experience.
• Familiarity with human resources within health care or academic environments is an asset.

Skills and Abilities:

• Comprehensive knowledge of current employment legislation and relevant case law.
• Comprehensive knowledge of human resources management principles and best practices.
• Ability to build effective and meaningful working relationships with others, both internal and external, including those with different perspectives.
• Ability to communicate effectively, both verbally and in writing.
• Effective mediation and facilitation skills.
• Understanding of the dimensions of equity, diversity and inclusion and the ability to identify structural barriers with the organization.
• Demonstrated commitment to valuing diversity and promoting an inclusive working environment.
• Demonstrated commitment to self-awareness and authenticity.
• Ability to work effectively, both independently and as part of a team.
• Ability to provide client focused services.
• Ability to lead change and manage conflict.
• Effective project management skills.
• Ability to analyze and problem-solve complex issues towards creative solutions.
• Ability to anticipate and respond to changing priorities or unforeseen opportunities.
• Ability to provide leadership, guidance and direction to others.
• Ability to organize and prioritize work and balance multiple activities concurrently.
• Ability to operate related equipment including relevant desktop computer software applications and familiarity with HRIS systems.

• State-of-the-art facilities:  The new St. Paul’s Hospital and health campus will be the most innovative approach to the delivery of integrated care in B.C. and Canada, designed to appropriately address the future health needs of patients, families and our communities. From hospital care to primary and community health solutions, the new St. Paul’s Hospital and health campus will continue to lead innovations in care, research, and teaching. The new St. Paul’s Hospital is expected to open in 2027.
• A competitive salary: $88,990 - $127,923 per annum, depending on experience. 
• Inclusive culture: We respect the diversity, dignity and independence of all person. We value the cultural richness that our diverse workforce brings to the care of our equally diverse population of patients and residents.

Your Day to Day:

• Develops strategic alliances with Directors, Managers/Leaders and Supervisors in assigned client groups to encourage Human Resources involvement in proactive strategic and operational planning and decisions making and effectively promote best practices in human resource management.
• Utilizes expert knowledge of applicable collective agreements, legislation, employment and case law, and organizational policies and practices to provide consultative advice to clients on day-to-day operational decisions with potential human resource implications.
• Acts as first point of contact for clients on all human resource matters including labour relations, conflict resolution, legislative requirements, recruitment and selection, compensation and classification, occupational health and safety, and staffing issues. Identifies issues and determines when to involve Recruitment/EDI, Compensation/Classification, OH&S, Workforce Planning, Staffing & HR Analytics or other departments such as Organization Development, Finance in matters requiring specialized support.
• Provides work direction to the Human Resources Analyst, HR Coordinator and/or Labour Relations Coordinator supporting client groups and required transaction, HR support and project work. Coaches, mentors and provides a learning opportunities team members on more complex issues.
• Coaches clients and liaises with unions on labour relations concerns such as performance/attendance management, displacement, discipline, employer practice issues and/or changes to practice/operations, job share agreements, collective agreement implementation and memorandums of agreement.
• Manages and conducts thorough investigations of union grievances or other employee disputes through the appropriate processes up to and including step 3. Engages with HEABC representatives and/or legal counsel on grievances, human rights or other disputes. Participates and/or represents Employer in third party hearings. Recommends resolutions and negotiates settlements of disputes in accordance with established guidelines. Supports leaders through termination processes.
• Identifies, communicates and mitigates risk to the organization related to human resources matters. Keeps HR Manager/Senior Manager/Director of significant issues as appropriate.
• Supports the Duty to Accommodate (DTA) processes by working with the DTA-Disability Management Advisor, unions, employees, and related departments/units to understand the accommodation processes and our organizational and legislative responsibilities, and finalize DTA agreements.
• Supports performance management processes, including the development of performance appraisal tools, drafting of specific employee evaluations and/or engaging in recognized performance management processes.
• Maintains knowledge of human resource developments by reviewing industry materials such as arbitration awards, reports and journals, attending approved seminars or conferences and summarizing and sharing information as appropriate.

Advance Your Career at Providence Health Care!

We acknowledge that Providence Health Care & the new St. Paul’s Hospital site is located on the traditional, ancestral, and unceded territory of the Coast Salish Peoples, including the territories of the xʷməθkwəy̓əm (Musqueam), Skwxwú7mesh (Squamish), and Səl̓ílwətaʔ/Selilwitulh (Tsleil-Waututh) Nations.