Senior Human Resources Business Partner

TheAlcohol and Gaming Commission of Ontario(AGCO) is an agency where innovation thrives ideas flourish and passion drives us to new heights of excellence. Reporting to the Ministry of the Attorney General the AGCO is responsible for regulating Ontarios vibrant alcohol gaming horse racing and private retail cannabis sectors in accordance with theprinciples of honesty and integrity and in the public are looking for a Senior Human Resources Business Partner (Senior HRBP) who will play a pivotal role in shaping how HR drives organizational success. As a trusted advisor to senior leaders youll serve as the strategic link between the business and Human Resources ensuring that HR initiatives programs and advisory support directly enable the agencys goals and long-term this highly impactful role youll partner closely with leaders and senior managers across the organization leveraging your deep understanding of the business to provide expert guidance across the full spectrum of HR. From organization and job design overall compensation employee and labour relations employment standards talent acquisition performance management succession planning and workforce strategy youll help leaders navigate challenges optimize team performance and build the capabilities needed for AGCOs continued the Senior HRBP you are the organizations go-to HR expert: a strategic thinker a trusted coach and a champion of effective people practices that strengthen organizational culture and drive meaningful this role the successful candidate will but not limited to:Partner with executives and managers to understand business needs and recommend strategic HR solutions. Coach leaders and employees on legislation the Collective Agreement and HR policies to ensure compliance and best practices. Advise on Collective Agreement interpretation leave management and HR procedures. Support leaders in balancing organizational and employee needs to achieve mutually beneficial outcomes. Support performance management activities including goal setting reviews and performance improvement plans. Assess organizational structure and recommend changes that align with future business needs. Enhance employee engagement by improving HR processes programs and people practices. Lead employee & labour relations issues management for the assigned client groups. Regularly review HR related metrics and analyze the data to propose any HR solutions or interventions to the portfolio research and analysis of external best practices and trends in the specified HR areas to identify opportunities to improve current HR workforce planning activities to ensure long-term talent strategies are developed. Act as a strategic partner with leaders in designing sustainable organization and support managers in organizational design as a subject matter expert in designing job profiles in collaboration with business qualified candidate will have: Post-secondary degree in Human Resources Behavioural Sciences or an equivalent combination of education and relevant designation through HRPA (or actively completing the designation) is working knowledge of the ESA Human Rights legislation OH&S regulations and other relevant employment of 5 years of experience partnering directly with organizational leaders to develop and implement HR strategies preferably in a senior-level advisory experience in workforce planning and organizational of compensation practices including salary surveys benchmarking and compensation experience managing employee and labour relations matters in both corporate and unionized environments including grievance handling and workplace supporting or leading disability management of job evaluation methodologies preferably including the Hay pointfactor leading or supervising others in either a formal or informal financial and budgeting data literacy and analytical skills; ability to interpret information and generate successful candidate must be eligible to work in Canada and will be subject to a criminal background to Have:Additional HRrelated certifications (e.g. health and safety compensation talent management organizational development) are considered an exposure to multiple HR specialty areas (e.g. Talent Acquisition Talent Management Performance Management Organizational Development) is an position will remain open until it is filled.