Partner, HR Services

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Job Title:
Partner, HR Services
Employee Group:
Administrator
Employee Type:
Permanent
Start Date:
Monday, September 28 2026
End Date (if applicable):
Job Summary:
The Partner, HR Services reports to the Managing Partner, HR Services and is accountable for providing leadership, advice, and guidance across a full range of HR services to operational partners including management staff and line employees for an assigned portfolio of departments and program areas. The Partner, HR Services is the primary point of contact for operational partners within the assigned portfolio and consults on a wide variety of issues including employee and labour relations, performance management, recruitment and selection, disability management, classification and compensation and organizational development. This position works closely with the HR team to provide coordinated advisory services to College management and staff. The Partner, HR Services ensures appropriate and consistent application of relevant legislation, collective agreements, terms and conditions of employment, College policies and procedures. As a strategic partner, the Partner, HR Services contributes to the strategic priorities and values of the College by promoting and fostering a collaborative and proactive employee relations/labour relations approach, championing change management and implementation of work processes that enable client groups to achieve their goals and outcomes. The Partner, HR Services also participates on leadership teams, special assignments, projects, and initiatives.
Job Description:
Duties & Responsibilities:
1. Provides strategic and operational HR leadership and consultation to operational leaders in people management and organizational culture:
Provides advice and guidance to management and academic leaders in situations requiring interpretation and judgement. Works collaboratively with the HR team to ensure application of relevant policies, collective agreements, terms of employments, labour law and regulations.
Consults and advises on sensitive and/or complicated human resources matters by exercising creative problem-solving skills and facilitating decision making while keeping organizational goals of the department and College wide balanced.
Leads the collaborative management of planning, facilitation, or file coordination with internal specialists such the Classification and Compensation Consultant, and Recruitment Consultant to provide a team-based approach to HR advisory services.
Consults and supports leaders in organizational development; restructuring, strategic planning, organizational design, succession planning, needs assessment, team building, etc.
Coaches and educates operational leaders in implementing best practices in support of people and talent management, promoting positive organizational culture and effectiveness.
Identifies organizational risks as they relate to people management, human rights, labour laws and employment standards, BC WorkSafe and safety regulations, College policies and protocols. Proactively collaborates with operational leaders to address human resources issues and applies preventative measures.
Recommends, creates, and/or implements changes to HR procedures, guidelines, or protocols.
Supports managers in change management; consulting with the Union, Associations, and/or staff to facilitate successful outcomes to minor or major organizational changes within the program area.
Provides guidance and direction to HR Associates in performing a variety of tasks in support of HR activities such as human resources practices, application and interpretation of collective agreements, terms of employment, legislation, policies, and procedures.
2. Labour and Employee Relations:
Meets with managers, union representatives and others in the conducting of investigations, mediations or facilitated conversations relating to various employment matters such as Respect in the Workplace, Human Rights, misconduct, conflict management, or complaints.
Provides advice to managers and liaises with union representatives in the handling and resolving of employee relations issues such as attendance management, progressive discipline, return to work agreements, terminations, disputes, and grievances.
Provides interpretation and advice regarding collective agreements, employment legislation, College policies and procedures and human resources best practices, benefits, and entitlements, liaising with internal and external parties as necessary to resolve issues and questions.
Manages grievances up to and including Step 2 (LFA) and Step 3 (CUPE), including drafting formal written responses for signature.
Prepares grievance files and associated portfolios for senior HR management review. Provides information to arbitration cases.
Provides input into the development of College collective bargaining proposals and conducts research as required. May participate in College collective bargaining as a committee member.
Represents management in negotiating and facilitating consensus to guide and lead others in making sound human resource decisions and to bring closure and/or resolution to outstanding issues.
3. Performance Management:
Provides advice and support to leaders with respect to probationary and trial period performance evaluation processes.
Advises managers on strategies for addressing and resolving employee behavioural or performance related concerns.
Coordinates, monitors faculty eligibility, and provides advice and assistance to participating parties in the faculty contract review process. Reviews related correspondence for the Deans’ signature.
Provides information to employees regarding work performance, personal and career development, College employment opportunities.
Identifies training and development opportunities and recommends workshops, training session, or courses to staff and/or management, as appropriate.
4. Manages or contributes to HR projects or initiatives in one or more HR specialty:
According to departmental needs and overall strategic plan, manages or contributes to HR projects, initiatives or policies enhancing People and Culture’s core service deliverables including, but not limited to, recruitment practices, labour relation practices, compensation and benefits, employee training and development, health, wellness, and engagement programs, HRIS and systems.
Creates and maintains project procedures and documentation.
Recommends changes to procedures and/or policies as per research and analysis.
May collaborate with external consultants on HR projects or initiatives.
Gathers inputs from managers and/or staff, conducts research and surveys, and compiles data and generates reports.
Participates as a member of College committees.
Recommends best practices to Director and implements efficiencies to HR processes and procedures by reviewing HR methods, procedures, and forms relevant to assigned duties and ensuring that systems are current and efficient.
5. Recruitment and Selection:
Collaborates with the Recruitment team in facilitating the full-cycle recruitment process, from start to finish for vacancies within the assigned client group.
Recommends appropriate recruitment strategies including recommending visible, cost-effective ads using conventional and new media.
Provides advice and guidance to selection committees in job analysis, selection methodologies and development of assessment tools.
Participates on selection committees as required and ensures compliance to applicable legislation, College policies and collective agreements.
Authorize (where delegated) or recommends initial salary placements within established guidelines.
6. Attendance and Disability Management:
Monitors notifications of employee absences due to illness, confirms expiry of sick leave credits and work to help initiate processes to ensure timely employee ap