HR Business Partner
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Posted on:
20 days ago
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1 Vacancy
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Job Summary
HR Business Partner
About Us
MCIS Language Solutions is a not-for-profit that has evolved into a social enterprise and has been relentlessly pursuing its goal to remove language barriers for over 30 years. With over 60 full time staff and engaging a roster of over 6000 language professionals MCIS provides a full suite of language solutions: from language interpretation translation and transcription to localization training and training development for government legal police services and healthcare organizations in more than 300 languages.
VISION To connect people globally through languages.
MISSION To advocate for language rights and equitable access to critical information and services through language solutions and human connections.
VALUES Making a Difference Compassion and Collaboration Integrity and Innovation Social Justice.
Social Purpose
Every year MCIS invests some of its net income into initiatives that support free services for vulnerable populations training subsidies for aspiring interpreters and translators and language advocacy initiatives such as the Our Language Rights Canada Conference on Canadian Language Advocacy Day.
Our Social Purpose Statement is that we exist to uphold the human right to be informed heard and understood. Language rights protect the rights of individuals and groups to choose which language(s) they use in private as well as in public interactions such as legal health educational or political access to information and services.
Learn more here: MCIS Social Purpose Journey
DUTIES AND RESPONSIBILITIES
The Human Resources Business Partner (HRBP) is responsible for providing strategic and operational HR partnership to designated business groups with a strong focus on aligning people strategies with organizational and departmental objectives. The HRBP acts as a trusted advisor and proactive partner to leaders by identifying workforce challenges strengthening organizational effectiveness and developing tailored HR solutions that support business performance employee engagement retention and growth.
The HRBP is expected to deeply understand the unique operational realities workforce dynamics and strategic priorities of each assigned business group and proactively address issues related to role clarity organizational structure talent capability succession planning employee experience and workforce sustainability. This role is accountable for translating HR initiatives into measurable business outcomes through the use of data analytics workforce insights and continuous improvement practices. The HRBP also champions innovation and the adoption of technology and AI-enabled tools to improve HR efficiency enhance employee and manager experience streamline processes and support data-informed decision-making.
The HRBP partner with leaders to build organizational capability foster a high-performing and inclusive culture and support organizational change and growth through proactive practical and value-added HR strategies and services.
The HR Business Partners key roles and responsibilities are as follows:
StrategicBusinessPartner
- Partner with thedesignatedbusinessgroupstounderstandoperational goals workforce challenges service deliveryneedsand long-term strategic priorities.
- Develop proactive HR strategies and action plans that align with businessobjectivesand support organizational effectiveness workforce sustainability employee engagement and operational excellence.
- Identifytrends risks and opportunities within designated business groups and proactively recommend solutions to address issues related to retention performance engagement leadership capability and organizational effectiveness.
- Support leaders in clarifying roles responsibilities reporting relationships and team structures to improve accountability collaboration and operational efficiency.
- Analyze workforce trends and HR metrics (e.g. turnover absenteeism engagement recruitment performance retention capacity gaps) to provide actionable insights and recommendations.
- Participate in operational and leadership meetings within assigned business groups tomaintainstrong understanding of business priorities and workforce needs.
- Lead and support the implementation of organization-wide HR initiatives within designated business groups while ensuring alignment with operational realities and employee experience.
TalentManagementandEmployee Experience
- Serve as the primary HR contact and advisor for designated business groups on employee relations talent management performance management workforce planning recruitment employee engagement and development matters.
- Partner with leaders to proactivelyidentifyhigh-potential employees critical talent risks development opportunities and succession needs.
- Develop and implement strategies to improve employee retention engagement career development and overall employee experience.
- Work collaboratively with leaders and employees to strengthen workplace relationships foster trust improve communication and build a positive and inclusive work culture.
- Provide coaching and guidance to leaders on performance management conflict resolution employee development accountability and difficult workplace situations.
- Support managers in creating clear performance expectations development plans and accountability measures aligned with organizational goals and competencies.
- Facilitate and support talent reviews succession planning discussions and workforce capability assessments for designated business groups.
- Collaborate with leaders toidentifytraining and development priorities that strengthen leadership capability technical competency and organizational effectiveness.
- Champion diversity equity inclusion accessibility and social purpose principles in HR practices workforce planning and decision-making processes.
Organizational Effectiveness andChangeManagement
- Partner with leaders to assess organizational effectiveness andidentifyopportunities to improve structures workflows communication accountability and employee experience.
- Lead and support change management initiatives by developing practical implementation strategies communication plans stakeholder engagement approaches and employee support mechanisms.
- Assess organizational and employee impacts of change initiatives and proactivelyidentifymitigation strategies to minimize disruption and improve adoption.
- Support leaders and employees through periods of organizational change growth restructuring or process transformation.
- Promote a culture of continuous improvement adaptability innovation and accountability across assigned business groups.
- Collaborate with internal stakeholders to support the development and implementation of organizational development competency management and performance management initiatives.
HR Innovation Technology and Process Improvement
- Champion innovation and continuous improvement within HR practices processes and service delivery models.
- Identifyopportunities toleverageHR technology automation and AI-enabled tools to improve operational efficiency reporting capabilities employee experience and decision-making.
- Support the evaluation implementation adoption and optimization of HR systems digital tools and AI solutions that streamline HR processes and reduce administrative burden.
- Use data analytics and technology to improve workforce insights reporting accuracy process effectiveness and strategic planning capabilities.
Operational HR and Compliance
- Lead and support core HR processes and service delivery for designated business groups including onboarding offboarding attendance management performance management recruitment investigations accommodations and employee relations matters.
- Ensure HR practices policies and procedurescomply withemployment legislation organizational policies collective agreements (if applicable) and regulatory requirements.
- Develop review and update HR policies procedures guidelines and documentation to support organizational growth and operational effectiveness.
- MaintainaccurateHR reporting and documentation practices to support compliance workforce planning and informed decision-making.
- Support recruitment and hiring activities ensuring efficient and positive candidate and onboarding experiences.
- Provide HR policy interpretation guidance and practical recommendations to leaders and employees.
Other
- Participate as a collaborative member of the HR team in supporting departmental initiatives strategic projects and organizational priorities.
- Support organizational planning research workforce initiatives and special HR projects as assigned.
- Engage and collaborate with external consultants vendors or stakeholders as needed to support HR initiatives and organizational projects.
- Provide support to the Director of HR senior leadership team and Board/HR Committee asrequired.
Any other duties that are assigned that are reasonably within the scope of this position.
EDUCATION & EXPERIENCE
Education Requirement: The HRBP must have completed a bachelors degree in Human Resources Business Administration or a related field.
Experience & Training: The HRBP must have a minimum of 5 years of experience in an HR Business Partner or similar role in order to be able to fulfil the functions of this position. Given the previous experience 3-6 months of on-the-job training is needed to understand the job requirements.
Knowledge Skills and Abilities:
- Strong business acumen and the ability to understand and align HR initiatives with business goals and objectives
- Proven experience in talent management employee relations change management compliance performance management employee engagement and organizational design.
- Strong interpersonal and communication skills with the ability to effectively communicate with business leaders and employees at all levels
- Ability to work independently and manage multiple priorities in a fast-paced deadline-driven environment
- Strong problem-solving skills and the ability to develop creative solutions to HR-related challenges
- Excellent time management and organizational skills with the proven ability to prioritize based on organizational requirements and to meet the demands of a high-volume portfolio
- Proven ability to exercise sound judgment tact and discretion when dealing with sensitive and confidential information
- Ability to advise recommend and present requirements and solutions to complex problems and manage ambiguity
EMPLOYMENT REQUIREMENTS
Core Competencies
- Communication:Effectively convey and exchange informationideasand thoughts to others through various channels in a clearconciseandappropriate manner while also actively listening and seeking understanding.
- Innovation:Identifynew ideas solutions and approaches to address challenges improveprocessesand create value. It involves thinking creatively seeking novelopportunitiesand implementing practical changes that drive positive impact and continuous improvement.
- Integrity:Consistently adhere to ethical principles moral values and professional standards in all actions and decisions. It entails honesty transparency and a commitment to doing what is right even when faced with challenges or difficult choices.
- Collaboration:Work effectively and harmoniously with others to achieve common goals. It involves actively engaging in open communication sharing knowledge and resources and fostering an environment of mutual support and respect.
- Quality:Consistently deliver work products and services that meet or exceed established standards resulting in valuereliabilityand customer satisfaction. It involves attention to detail adherence to processes and a commitment to continuous improvement.
- Advocacy:Effectively promote and support a cause idea or policyin order tobring about positive change raise awareness and influence decision-making at various levels. It requires communication persuasion and a deep understanding of the issue at hand.
Leadership Competencies
- Inspiring & Motivating Others (Level 3):The ability to ignite passion enthusiasm and commitment in individuals and teams fostering a positive and high-performing work environment.
- Driving Positive Change (Level 3):The ability to proactivelyidentifyopportunities for improvement lead change initiatives and mobilize others to embrace and adapt to change in a positive and impactful manner.
- Emotional Intelligence (Level 4):The ability to recognize understand and manage emotions both in oneself and othersin order tobuild positive relationships make effective decisions and inspire and motivate others. Leaders with high emotional intelligencedemonstrateempathy self-awareness and strong interpersonal skills allowing them to navigate complex social dynamics resolve conflicts and create a positive work environment.
Functional Competencies
- People Advocacy (Level 4):The ability to champion and support employees by ensuring their needs concerns and rights are represented and addressed within the organization. This competency involves fostering a positive and inclusive work environment that promotes employee well-being engagement and growth.
- Talent Management (Level 4):The ability to attract develop engage andretaintalented individuals within the organization. This competency includes the skills toidentifyorganizational talent needs implement talent acquisition strategies design and deliver talent development programsestablishperformance management systems and foster a culture of employee engagement and retention.
- Business Acumen (Level 3):The ability to understand and apply business principles and concepts to HR functions enabling effective decision-making and alignment of HR strategies with organizational goals. This competency involvescomprehendingthe organizations industry market and financial aspects to contribute to its success.
- HR Compliance (Level 4):The ability to understand and ensure adherence to relevant laws regulations policies and procedures governing HR practices and employment relationships. This competency involves staying updated on legal requirements implementing compliance measures and providing guidance to ensure the organizations HR practices align with legal and ethical standards.
CLOSING DATE: June 5 2026
JOB POSTING TYPE: This is a vacancy.
OUR ENVIRONMENT
At MCIS were committed to modeling diversity and inclusion for the entire language industry and the non-profit sector. This is made possible by maintaining an inclusive environment with equitable treatment for all.
APPLICATION PROCESS
The application process will include two rounds of interview with the hiring panel. Successful candidates would then proceed to a reference check and a background check.
USE OF AI
We utilize artificial intelligence (AI) tools during the recruitment process to enhance the efficiency and effectiveness of candidate screening and selection. These tools assist in evaluating applications based on predefine criteria. If you have any questions or concerns regarding the use of AI in your application please feel free to reach out to us.
Accommodations for job applicants with disabilities are available on request.
About Company
Looking for an official language translation company in Toronto? Our agency, MCIS, provides certified translators and subtitling services to various sectors.
