Join us and help make a difference! At Grey County we work together to deliver essential public services that meet the needs of our communities. Grey County isn't just a great place to live; its also a great place to work! We are proud to offer competitive wages and an attractive total compensation package. We support learning and continuous employee development, and champion career progression for our employees. We value work-life balance, so you can make the most of your career at Grey County, while making the most of your life in Grey County! Apply now to join our team! The expected start date for this 19-month contract position is Monday, December 8, 2025. Applications will be accepted until Friday, September 26, 2025 at 11:59 p.m. Purpose Reporting to the Labour Relations Manager, the HR Business Partner is responsible for supporting a variety of human resource functions across a specific client group. The HR Business Partner assists the client group to align Grey County’s human resource strategy with the business strategy of the client group. The HR Business Partner is a people champion and a strategic business partner. The HR Business Partner is responsible for leading, implementing and delivering HR initiatives. The HR Business Partner will act as a change agent. This role works collaboratively with leaders to prioritize strategic people priorities and solutions that accelerate the achievement of business plans through recruitment, learning and development, organizational design, diversity and inclusion, rewards and recognition and wellness and safety. Responsibilities Takes accountability for HR services delivery across client group(s), working with each functional HR Manager to drive a high level of employee engagement across the County. Understands the overall organizational structure and the client group’s business plans and makes strategic HR recommendations to meet business needs. Design and implement integrated people strategies based on a holistic understanding of our diverse workforce, enabling the attraction, development, and retention of top talent. Support deployment of corporate HR initiatives and programs, ensuring alignment to the client groups business plan. Provides personnel assistance in identifying, evaluating, and resolving human relations and work performance problems to facilitate communication and improve human relation skills and work performance. Provide advice and suggestions for culture-related initiatives, such as cultural transformation. Implement HR interventions on employee wellness, diversity and inclusion, and performance management. Working with the Leadership Team to develop and implement strategies to assist employees in maintaining a healthy work life balance and create an effective and positive working environment. Communicating with Union representatives proactively or in response to specific requests and providing ongoing information on issues which affect their members. Obtaining information and advice regarding the interpretation and application of the collective agreements as needed. Grievance Administration - Conducting research and gathering information in preparation for grievance meetings. Counseling managers on contract interpretation and the application of policies, procedures, and relevant employment legislation. Attending functional client group HR meetings including but not limited JHSC, Wellness, Labour Management and Staff Meetings. Analyzing trends and metrics with the HR department Collaborating with other HR team members on implementing innovative and inclusive recruitment strategies. Working with the HR team to optimize organizational design to increase productivity and improve performance of the business. Working with hiring managers to create recruiting and interviewing plans for each open position in the assigned client group, support the recruitment from posting to hire. Working with the HR Management team and client Leadership to develop retention strategies. Initiate Stay Interview and Exit Interviews and provide summary reports Address questions regarding policy or process, employee entitlements, and employee personnel file review. Communicate changes from HR and assist with incident review or investigation. Support the client groups succession planning by assisting in onboarding, education placements and performance planning. The duties and responsibilities outlined above are representative but not all-inclusive. Working Conditions Usual hours of work are based on a 35-hour week. Overtime/Flexibility in working hours may be required to cope with deadlines, peak periods and unexpected situations that arise. Works in a public office environment. Expected to be accessible to deal with requests for information, reports, and to help employees with policy, collective agreement, and other Human Resource administration problems, many of which are highly sensitive, stressful, and involve conflict. The nature of work includes frequent interruptions to deal with requests for information and advice. Travel between our Grey County facilities will be required for employee hiring, orientation, grievance administration, consulting, etc. Contacts Internal Working Relationships Interprets policies, collective agreements, and other documents to all levels of Grey County. Establishes and maintains working relations with others in the Human Resources Department, all employees, union representatives, supervisors, and the Senior Management Team. External Working Relationships Establishes and maintains regular contact with agencies such as WSIB, Provincial Ministries, Labour Unions, and other municipalities. Knowledge and Skill Minimum 3-year post-secondary diploma with Human Resources specialty. Minimum 3 years of experience in a HR Business partner/Generalist position, preferably within a unionized environment. General knowledge of related acts and legislation such as the Occupational Health & Safety Act, Ontario Human Rights Code, Ontario Labour Relations Act, and Employment Standards Act; demonstrated judgement and ability to critically access options within the context of applicable legislation and collective agreements to guide decisions. Knowledge of Labour Relations as well as knowledge and awareness of employment related legislation. Comprehensive knowledge of Human Resources management principles and practices. Proven investigative and analytical skills, and the ability to interpret statistical data. Excellent interpersonal and communication skills to successfully address staff, groups, and external agencies and to prepare reports, communications, and deliver effective presentations. Ability to deal with people sensitively, tactfully, diplomatically, and professionally, at all times. Ability to respond quickly in a dynamic and changing environment. Ability to work individually as well as part of a team Understanding of HR analytics techniques and ability to set up and track relevant metrics and KPIs and use them to drive business results Excellent mentoring and relationship building skills Ability to empathize with others A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee, and union relations, etc. Good change management capabilities Has a “Customer First” mindset when interacting with employees, with the goal of providing a positive employee and leadership experience Professional ability to handle confidential and sensitive information Ability to focus on top priorities and meet swift deadlines in a fast pace, rapidly changing environment Ability to collaborate with various stakeholders Impact of Error The Human Resources Business Partner plays an important role in ensuring that the day-to-day human resources functions in Grey County run smoothly. Lack of focus could result in inaccurate documentation, incorrect information relayed to external sources, and failure to consider all policies or legislation. Such errors have the potential to have major financial impact and would damage the County’s reputation and working relationships. The incumbent has constant access to extremely confidential information. Analysis provided must be accurate, as it is the basis for strategic decisions, all with a financial impact. Errors in recruitment, selection and training could result in deterioration of Grey County’s employee base, and its ability to deliver quality services, and may result in potential legal liabilities. Grey County is proud to be an equal opportunity employer, and promotes a culture of respect where all team members are valued for their unique talents, knowledge and lived experiences. Accommodations are available for all parts of the recruitment process. Applicants are encouraged to outline accommodation needs when submitting their application. If alternate methods of application are required, candidates can email careers@grey.ca. While we thank all candidates for their interest, only those selected for an interview will be contacted. Any personal information submitted will be managed in accordance with the requirements of the Municipal Freedom of Information and Protection of Privacy Act, and will be used only to determine eligibility for employment. Based on the nature of the position, pre-employment screening may be required including but not limited to; Criminal Record Searches, Financial Credit Inquiries; Educational and Credential Verification; Driver’s Abstracts; Drug/Alcohol Testing; Pre-Medical Testing and Investigative Employment References.