HR Business Partner - People(s) & Culture - FT Admin

At Humber, we are a vibrant, diverse community of professionals dedicated to providing an exceptional learning experience for our students. Through our strategic vision and the new brand “Builders of Brilliance”, we are co‑constructing a new model of polytechnic education for Ontario, Canada, and the world.

Job Details

• Position Title: Human Resources Business Partner
• Status: Full–Time Administration
• Hours: 37.5 hours per week
• Faculty/Department: People(s) & Culture, Client Services
• Campus/Location: North Campus – must be comfortable working hybrid, a minimum of four (4) days on‑site.
• Starting Salary Range: $107,449 (starting salaries are determined based on qualifications and years of related experience)

About The HR Business Partner (HRBP) Role

The HR Business Partner (HRBP) is a strategic advisor who partners with leaders to advance workforce sustainability, organisational effectiveness, labour relations strategy, and business transformation in alignment with Humber's strategic priorities, student success goals, and commitment to an exceptional employee experience.

Key Responsibilities

• Business Partnership & Organizational Effectiveness
  • Serve as a trusted advisor and thought partner to leaders on workforce, organisational, leadership, and operational matters.
  • Partner with leaders to optimise organisational design, operating models, and service delivery in support of strategic priorities.
  • Align people, processes, technology, organisational structure, and resources to improve organisational effectiveness and business performance.
  • Provide strategic advice on organisational impacts, operational risks, resource implications, and business decisions.
  • Assess organisational structures, operating models, and workforce strategies, recommending solutions that enhance effectiveness, efficiency, and long‑term sustainability.
  • Identify organisational trends, risks, and opportunities, developing evidence‑based recommendations that support strategic and operational objectives.
  • Partner with leaders to strengthen leadership effectiveness, team performance, accountability, and organisational culture.
  • Support succession planning and talent strategies that build future organisational capability.
  • Contribute to organisational effectiveness, modernisation, and enterprise transformation initiatives.
• Workforce Planning
  • Partner with leaders to develop workforce plans aligned with organisational, academic, and operational priorities.
  • Analyse workforce demographics, turnover trends, retirement projections, vacancy patterns, and labour market conditions to identify risks and opportunities.
  • Identify workforce capability gaps and emerging talent requirements to support future organisational needs.
  • Advise leaders on workforce implications related to restructuring, technology adoption, changing student demand, and evolving service delivery models.
  • Support succession planning and workforce transition strategies for critical roles.
• Labour Relations
  • Develop labour relations strategies that support operational priorities, organisational effectiveness, and business continuity.
  • Build productive labour‑management relationships that foster organisational stability and collaboration.
  • Manage complex employee and labour relations matters, including grievances, arbitrations, investigations, attendance management, accommodations, and workplace conflict.
  • Provide strategic advice on collective agreement interpretation, organisational risk, labour relations implications, and operational impacts.
  • Analyse labour relations trends and recommend proactive solutions that mitigate risk and strengthen workplace culture.
• Change Management & Transformation
  • Lead and support organisational transformation initiatives that strengthen organisational effectiveness, modernisation, and operational excellence.
  • Contribute to organisational redesign, operational realignment, workflow optimisation, and enterprise‑wide change initiatives.
  • Build organisational readiness through stakeholder engagement, leadership coaching, implementation planning, and change management strategies.
  • Support the implementation of new technologies, operating models, and strategic initiatives that improve organisational agility and performance.
  • Collaborate across functions to advance enterprise‑wide transformation and continuous improvement.
• Operational Excellence & Continuous Improvement
  • Identify opportunities to improve organisational effectiveness, operational efficiency, service delivery, and business performance.
  • Lead process improvement and workflow redesign initiatives that enhance organisational performance.
  • Apply continuous improvement principles to strengthen organisational responsiveness and long‑term sustainability.
• Business Insights & Decision Support
  • Leverage workforce, operational, financial, and organisational data to identify trends, risks, and opportunities.
  • Translate business insights into practical recommendations that support strategic and operational decision-making.
  • Support leaders with evidence‑based analysis, scenario planning, and recommendations that strengthen organisational performance.
  • Monitor key organisational indicators and emerging issues, providing proactive advice to support informed decision‑making.
  • Monitor key workforce indicators and elevate emerging risks and opportunities.

Qualifications

Education

• Undergraduate degree in Business, Commerce, Economics, Finance, Organisational Leadership, Labour Relations, Human Resources, or a related discipline.
• MBA or graduate education in Business, Organisational Leadership, Labour Relations, Human Resources, Organisational Effectiveness, or a related discipline is considered an asset.
• Professional certifications in Change Management, Continuous Improvement, Organisational Effectiveness, Analytics, Labour Relations, or related disciplines are considered an asset.

Experience / Skills

• Minimum 5–7 years of progressive experience in labour relations, organisational effectiveness, business partnership, organisational change, operational improvement, or related environments.
• Experience supporting leaders within a complex, unionised environment.
• Experience managing complex employee and labour relations matters, including grievances, investigations, accommodations, attendance management, and workplace conflict.
• Experience providing strategic consultation on workforce, organisational, and operational issues.
• Experience leveraging workforce data and organisational analytics to support decision‑making.
• Experience supporting organisational transformation, restructuring, organisational design, modernisation, and continuous improvement initiatives.

Strategic Capabilities

• Demonstrated business acumen with an understanding of organisational operations, service delivery, and institutional priorities.
• Ability to build trusted relationships and influence leaders at all levels of the organisation.
• Ability to navigate complex labour relations and workforce challenges within a highly unionised environment.
• Strong analytical, critical thinking, and problem‑solving skills with the ability to leverage data to inform decision‑making.
• Knowledge of organisational design, organisational effectiveness, process improvement, and operational excellence principles.
• Ability to challenge assumptions, identify opportunities, and drive organisational improvement.
• Exceptional communication, facilitation, negotiation, consultation, and stakeholder engagement skills.
• Ability to manage competing priorities, work effectively in ambiguity, and deliver measurable business outcomes.
• Demonstrated learning agility, sound judgment, and a collaborative, solutions‑focused approach.
• Lean, Lean Six Sigma, or other continuous improvement certification is considered an asset.

Benefits

• An opportunity to be part of building Humber's future.
• Be part of a diverse, hard‑working, and supportive team.
• Tools and technology that will enable success in your role.
• Amazing perks.

Equity, Diversity, and Inclusion

Humber Polytechnic is committed to a workforce that reflects the diversity of our students and our city. We actively seek Indigenous Peoples and individuals from equity‑deserving groups, with demonstrated skills and knowledge to address all aspects of equity, diversity and inclusion in a post‑secondary environment.

Humber supports employment equity. Racialised workers, women, Indigenous workers, LGBTQ2S+ workers and workers with disabilities are encouraged to apply. For statistical data collection, applicants are strongly encouraged to voluntarily self‑identify. Humber’s diverse workplace also supports Francophone workers and young workers.

Accommodation

Humber Polytechnic is committed to accommodating applicants with disabilities throughout the hiring process, in accordance with the Accessibility for Ontarians with Disabilities Act (AODA). Our Talent Acquisition team will work with applicants requesting accommodations at any stage of the hiring process. This document is available in alternate formats upon request.

Anti‑Discrimination Statement

At Humber Polytechnic, all forms of discrimination and harassment are prohibited. All employees and applicants have the right to work in an environment that is free from discrimination and harassment. If you need assistance with concerns related to discrimination and harassment, please contact the Office of Human Rights and Harassment ([email protected]).

Deadline to Apply: July 19th, 2026

Job Family: Human Resources

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