Description The Human Resources Business Partner (HRBP) plays a key role in fostering a positive, proactive, and collaborative employee experience across the organization. Supporting assigned business groups, the HRBP acts as a trusted advisor to leaders and employees, providing hands‑on guidance across all areas of Human Resources. Through daily interactions, coaching, counseling, and the execution of HR initiatives, the HRBP helps leaders anticipate workforce needs, address issues early, and strengthen organizational effectiveness. The HRBP partners closely with the broader HR team to deliver consistent, aligned HR practices and to support cross‑functional projects that advance organizational goals. This role contributes to a positive workplace culture by building strong relationships, supporting labour and employee relations, ensuring legislative compliance, and driving initiatives that enhance engagement, retention, and operational success. Task & Responsibilities Employee Lifecycle Management Oversee the full employee lifecycle within assigned business groups. Partner with leaders to deliver a smooth and informative onboarding process, ensuring new hires understand organizational values, expectations, and key policies. Follow up on 30‑60‑90‑day check‑ins and early touchpoints to assess new hire integration, identify potential concerns, and support retention strategies. Monitor employee milestones, status changes, and lifecycle events to ensure timely communication, documentation, and alignment with internal processes and legislative requirements. Support leaders in managing internal transfers, promotions, and role changes, ensuring equitable processes and accurate updates to employee records. Lead the offboarding process for employees in assigned business groups, ensuring a respectful and well‑coordinated exit experience. Conduct exit interviews, analyze trends, and share insights with HR leadership and business leaders. Identify opportunities to enhance the employee lifecycle experience and recommend improvements to processes, tools, and communication practices. Employee & Labour Relations Provide advice and guidance to leaders within assigned business groups on employee relations, employment standards, and organizational policies. Coach managers through the progressive discipline process, including documentation, performance conversations, and corrective action planning. Build and maintain a trust‑based relationship with union representatives to support collaborative labour relations. Lead workplace investigations into allegations such as harassment, discrimination, misconduct, and policy violations; prepare clear findings and recommendations. Interpret and apply collective bargaining agreements, offering guidance to leaders and employees. Participate in grievance handling, including meetings, documentation, and resolution discussions; elevate complex matters as needed. Culture, Engagement & HR Operations Serve as a strategic partner to assigned business groups, providing insight on workforce planning, organizational design, talent development, and change management. Build strong relationships with leaders to understand business priorities and align HR strategies accordingly. Collaborate closely with the broader HR team to ensure consistency in HR practices, share insights, and jointly support company‑wide initiatives. Monitor, measure, and continuously improve HR programs, processes, policies, and procedures; recommend and implement to maximize effectiveness and efficiency. Lead HR projects that advance organizational goals, including policy updates, engagement initiatives, process improvements, and culture‑building activities. Work with the VP of HR on the annual employee engagement survey, including planning, communication, data analysis, and supporting leaders in action‑planning based on results. Partner with the VP of HR to support the integration of acquisitions, including onboarding planning, communication, change management, and alignment of HR practices. Leave Management & Workplace Accommodation Oversee the full lifecycle of leaves of absence within assigned business groups, medical and personal leaves, long‑term disability (LTD), WSIB claims, and statutory leaves, ensuring compliance with legislation and internal policies. Act as the primary HR contact for employees on leave in your business groups, providing guidance, support, and timely communication throughout the leave and return‑to‑work process. Partner with the Health & Safety team to manage WSIB cases for your business groups, including documentation and coordination of modified duties. Collaborate with managers to develop and implement individualized return‑to‑work plans that are safe, compliant, and aligned with medical recommendations. Lead the workplace accommodation process for employees in your business groups, including gathering medical documentation, assessing restrictions, and partnering with leaders to identify appropriate, sustainable accommodations. Monitor active leaves and disability cases, ensuring timely follow‑up, accurate tracking, and escalation of complex or high‑risk situations. Work Authorization & Immigration Compliance Monitor employment status and work authorization requirements for employees within assigned business groups, ensuring all documentation is current, accurate, and compliant with immigration and legislative standards. Track work permit expiry dates and proactively communicate with employees and leaders to ensure timely renewals, extensions, or transitions to alternative immigration programs. Partner with employees and managers to support the completion of required documentation and maintain compliance with federal and provincial immigration regulations. Maintain accurate and confidential records related to work authorization, immigration documentation, and employment status changes. Support organizational participation in immigration programs by coordinating documentation and tracking requirements. Training Design, develop, and facilitate training sessions and learning workshops for assigned business groups, ensuring content is relevant, engaging, and aligned with organizational needs and HR best practices. Other Duties Takes initiatives by recommending policy enhancements and streamlining procedures. Assists with initiating activities to improve employee engagement and retention. Other duties as assigned. Education Requirements and/or Experience Requirements Degree/Diploma and Program of Study: Completion of a recognized Human Resources management diploma program or equivalent. Working towards completing CHRP/CHRL designation. Years of Experience: 5+ Years proven experience working in HR business partner or generalist roles, with a demonstrated ability to partner effectively with business leaders. Leading employee relations matters with confidence and sound judgment. Qualifications Demonstrated experience working in a unionized environment is a strong asset. Experience working in multiple jurisdictions across Canada. Excellent interpersonal skills and communication, both written and verbal are necessary for effective interaction with all levels of staff. Track record of building high‑trust relationships. Resourceful, problem‑solving aptitude and thorough knowledge of HR procedures and policies. Passion for helping leaders to develop, motivate and coach their team members. Strong sense of curiosity, keen to desire to learn about new things. Ability to thrive in a fast‑paced, always changing environment. Ability to work independently as well as within a multidisciplinary team, problem solve, set priorities in a fast‑paced work environment. Excellent organizational skills, time management and attention to detail. Familiar with all related legislation including but not limited to E.S.A., Labour Relation Act, and Occupational Health and Safety Act. Knowledge of HRIS systems, and comfortable learning new technology systems as needed. Demonstrated competency with MS Office and related software applications is essential. Salary Placement Salary placement within the stated range is determined by evaluating the candidate’s relevant experience, skills, and qualifications, along with internal equity and prevailing market conditions. These factors are applied consistently to support transparent and equitable compensation practices in Ontario. Applicant screening No part of our hiring process uses AI or automated screening technology; all candidate reviews and applications are evaluated manually and hiring decisions are completed by human staff, to ensure a fair and transparent assessment. Equal Opportunity Classic Fire + Life Safety is committed to treating all people in a way that allows them to maintain dignity and independence. We believe in integration and equal opportunity. We are also committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act. If you have any accommodation needs or would like to provide us with your feedback, questions, or concerns, please contact our Human Resources department at #J-18808-Ljbffr