HR Advisor

Why you’ll love working here:

• high-performance, people-focused culture

• our commitment that equity, diversity, and inclusion are fundamental to our work environment and business success, which helps employees feel valued and empowered to be their authentic selves

• learning and development initiatives, including workshops, Speaker Series events and access to LinkedIn Learning, that support employees’ career growth

• membership in HOOPP’s world class defined benefit pension plan, which can serve as an important part of your retirement security

• competitive, 100% company-paid extended health and dental benefits for permanent employees, including coverage supporting our team's diversity and mental health (e.g., gender affirmation, fertility and drug treatment, psychological support benefits of $2,500 per year, parental leave top-up, and a health spending account).

• optional post-retirement health and dental benefits subsidized at 50%

• yoga classes, meditation workshops, nutritional consultations, and wellness seminars

• the opportunity to make a difference and help take care of those who care for us, by providing a financially secure retirement for Ontario healthcare workers

Job Summary:

The HR Advisor provides day-to-day HR advisory and operational support across core programs, processes, and employee lifecycle activities. Working closely with the Director, HRBP, Human Resources Business Partners (HRBPs), Centres of Excellence (COEs), and business leaders, this role helps deliver consistent, high-quality HR support to leaders and employees. The role also provides guidance on routine HR matters, supports core HR program delivery, completes HR transactions and documentation, and contributes to reporting, process improvements, and responsible AI enablement to enhance service delivery and operational efficiency.

What you will do:

Human Resources Advisory

• Provides confidential, responsive, and service-oriented HR support to leaders and employees across assigned client groups.

• Partners with HRBPs, COEs, and business leaders to support workforce activities and organizational priorities.

• Provides guidance on day-to-day HR matters, including policy interpretation, recruitment processes, performance management, and employee lifecycle activities.

• Coordinates onboarding and offboarding activities, as required.

• Escalates complex, sensitive, or high-risk matters to the Director, HRBP.

• Supports HR initiatives and ad hoc projects, as required.

HR Program Delivery

• Supports the delivery of core HR programs, including performance management, objective setting, employee engagement survey activities, talent management, and year-end processes.

• Partners with HRBPs, COEs, and business leaders to ensure programs are delivered consistently and effectively across client groups.

• Coordinates communications, tracking, and follow-up activities related to HR programs.

• Identifies opportunities to improve program execution, employee experience, and manager support.

HR Operations & Process Execution

• Provides guidance on the application of HR policies, processes, agreements, and relevant legislation.

• Partners with HRBPs, COEs, and business leaders to manage position changes and related updates in Workday.

• Processes HR transactions in Workday, including internal offers, job changes, and resignations, and supports issue resolution as needed.

• Prepares HR documents and templates, including employment verification letters, offer letters, termination letters, probationary extension letters, and performance improvement plans.

• Ensures all activities are completed accurately and in accordance with established processes, controls, and service standards.

Data, Reporting & AI Enablement

• Prepares recurring and ad hoc HR reports, dashboards, and metrics to support workforce planning, decision-making, and operational effectiveness.

• Monitors data quality and works with COEs to resolve discrepancies in HR systems, reporting, and documentation.

• Analyzes HR data to identify trends, themes, and opportunities, and translates insights into practical recommendations.

• Reviews HR processes, templates, and workflows to identify opportunities to simplify work, improve service delivery, and strengthen controls.

• Uses technology and approved AI-enabled tools to improve efficiency, support analysis, and streamline routine work while maintaining data privacy, confidentiality, and compliance.

What you bring:

Experience and Education Requirements:

• Relevant university or college education, with post-secondary studies in Human Resources or a related field.

• 2–5 years of HR experience in a support, coordination, or advisory capacity.

• Knowledge of the Ontario Employment Standards Act, Ontario Human Rights Code, and other applicable employment legislation.

• Employee relations and policy interpretation experience is an asset.

• Experience with HRIS systems is required; Workday experience is strongly preferred.

Competencies and Skills Required:

• Strong relationship building, collaboration, and communication skills, with a service oriented approach to supporting leaders and employees.

• Sound judgment, discretion, and the ability to manage confidential and ambiguous situations with professionalism.

• Strong analytical and problem-solving skills, including the ability to interpret HR data and translate insights into action.

• Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.

• Proficiency with Microsoft 365 and comfort using HR systems and technology tools to support efficient work delivery.

The actual base salary offered to the successful candidate may vary based on multiple factors including, but not limited to, individual's expertise and level of experience applicable to the role they are being offered.  

This role is eligible to participate in discretionary incentive plan(s), subject to the terms and conditions of the applicable incentive plan text.  

HOOPP may use artificial intelligence tools to assist in screening, assessing and selecting applicants for this position. These tools support our recruitment process but do not replace human judgment and decision-making.