At Ontario Health, we are committed to developing a strong organizational culture that connects and inspires all team members across the province. Our vision is that together, we will be a leader in health and wellness for all. Our mission is to connect the health system to drive improved and equitable health outcomes, experiences and value. How we work together is reflected through our five values: integrity, inspiration, tenacity, humility and care. What Ontario Health offers: Fully paid medical, dental and vision coverage from your first day ~ Health care spending account ~ Premium defined benefit pension plan ~Participation in Communities of Inclusion To develop strong partnerships with senior and executive levels of management as a strategic business partner, coach and consultant for a full range of HR programs and initiatives, while ensuring policy and legislative compliance. To support OH leadership in the achievement of business objectives through the development and implementation of Human Resources strategies, policies, services and best practices; to provide quality HR services within a corporate framework and manage various HR projects, programs and initiatives. Develops and maintains effective partnerships and business relationships with OH's leadership team to respond to and provide advice/recommendations on a range of HR activities, policies and best practices to address issues with broader HR impacts. As a trusted advisor and coach on people issues to senior leadership, leads business leaders through complex change and transformation initiatives/programs. Champions the HR agenda through effective influencing and partnership efforts. Brokers HR solutions to meet business needs, anticipating business challenges, identifying relevant integration of unrelated or variable information and proactively plans HR activities to support the change. Communicates critical programs including onboarding, performance management, engagement, compensation and organizational development to managers and leaders across OH with a focus on coaching and building manager capability. Drives diversity, inclusion and culture within client groups by partnering with DEI team, and engaging leaders in the development of high-impact action plans and tracking progress. Leads the development of portfolio's human resources strategic and annual plans, including portfolio's succession planning and development initiatives. Drives the talent agenda by developing and executing talent management and diversity strategies; identifies talent needs that may have long-term effect on the business. Monitors employee engagement and develop solutions to increase engagement and deliver on the employment brand. Collects HR metrics and data from various sources to conduct research and analysis to identify emerging HR trends and leading HR practices in the health sector and provide analysis of implications for the organization. Transforms business needs into workforce planning requirements. Prepares briefing/issue notes, options papers, business cases, feasibility studies, presentations and other HR-related documents to support the provision of recommendations/advice for leadership on HR matters. Leads and/or participates in HR projects, as assigned Completion of a postsecondary degree or diploma in Human Resources Management or Business Management or a related field – or a combination of education, training and experience deemed equivalent CHRP/CHRL, an asset Six to ten years of related progressive work experience in an HR business partner advisory capacity (e.g. with experience in HR planning, workforce planning and analysis, research and human resources strategy development, etc.) equity principles and sound human resources practices. Knowledge of organization culture, and management issues to identify and analyze human resources and organizational issues and provide strategic advice, develop strategies/action plans and/or provide client service to meet business needs. Superior consultative skills and political acuity, to develop and maintain effective business partnerships with senior management to advise/support on complex/contentious HR matters and influence HR decisions. Strong relationship building skills / communications to establish and maintain effective working relationships across all levels of management, HR colleagues and OH staff; to influence and/or persuade senior management on contentious HR processes, policies, practices and new initiatives. Demonstrated ability to strategically manage conflicting priorities and points of view and demonstrate the HR value proposition to all levels of staff Deep understanding of the relationship between specific HR needs of the organization to propose and drive new people strategies/initiatives that align with business needs. Proven initiative with an entrepreneurial spirit for developing innovative HR solutions to solve complex organizational challenges Proven research skills to analyze and leverage quantitative and qualitative data to identify emerging trends/issues such as systemic issues, policy/process concerns, business needs, etc. Exercises judgement in the assessment of the organization's business goals/needs and determining what human resources supports should be developed and/or enhanced. An ability to anticipate emerging issues, assesses their complexity, scope and degree of short/long term impacts on business to pro-actively identify potential HR risks and develop mitigation strategies. An ability to exercise considerable judgment (and discretion) working directly with senior executives to ensure strategic and operational HR supports are provided in an effective manner to bring issues to resolution; Well-developed consultative, coaching and negotiation skills to lead the business conversation Excellent stakeholder management and relationship building capabilities across all levels of the organization to deal with and/or influence variety of complex HR issues. Excellent communication and presentation skills to prepare and present briefing/issue notes, reports on benchmarks, performance measures, etc.; prepare responses to information requests and effectively present new and/or complex HR issues. Strategic thinker to identify short- and long-term options to HR issues and planning activities. Employment Type: Permanent Full Time Francophone; members of 2SLGBTQIA+ communities; Note: As part of the initial recruitment screening process, applicants must confirm that they are fully vaccinated against COVID-19. If no such accommodation is identified, the applicant will not be eligible to proceed through the recruitment process. #