HR Job in Hamilton

McMaster University

About Human Resources

As value-added service partners, we cultivate human potential and champion an inclusive culture by: Enabling University strategy; Collaborating with our community; Delivering service excellence; and Empowering learning & growth. McMaster University is multi-faceted with multiple locations and constituencies. As a result, Human Resources support and services at McMaster have developed over time to meet a spectrum of stakeholder needs. The Human Resources Services team consists of functional units such as HR Operations (Payroll and Data Management, HR Client Services, HR Systems Strategy, Reporting and Analytics), Talent, Equity & Development, Employee & Labour Relations, Total Compensation, and Health, Safety & Risk Management, who enable the delivery of comprehensive Human Resources programs and services in collaboration with leaders, HR area offices and HR practitioners across our community.


About the Registrar’s Office

The Office of the Registrar proudly supports McMaster University’s academic mission through the creative, efficient provision of core administrative student services and the support of staff and faculty across all areas of the university community. Our work in supporting the student experience reaches from initial contact with prospective students through the celebrations of convocation. We are a smart, collaborative staff of approximately 100, spread across 9 departments: Student Services, Aid & Awards, Student Recruitment, Undergraduate Admissions, Student Records, Systems, Scheduling & Examinations, Student Communications and Central RO Administration.


About the Position

Reporting jointly to the Associate Registrar, Strategic Initiatives & Administration and the Director, HR Strategic Partnerships & Initiatives, the HR Partner will collaborate with front line leaders and Centres of Expertise to ensure an inclusive, positive, and productive workplace culture and optimal alignment of staff resources with evolving needs. The successful incumbent will also assist in the design and delivery of strategic HR, Talent, and EDI priorities for the portfolio.


This position is responsible for ensuring compliance with, and/or advocating for continuous improvements in HR policies and procedures, requiring extensive knowledge of university policies and procedures as well as relevant external legislation (e.g., Employee Standards Act, Canada Human Rights Code, WSIB, etc.) and best practices. The incumbent partners with leadership and HR leaders to inform the RO’s strategic initiatives from the perspective of Human Resources planning, programs, and initiatives ‐ providing expertise and advising on the impact of HR decisions within the RO. This position may also provide back-up support to strategic HR partners in the portfolio.


Core Areas of Accountability

The HR Partner provides dedicated and embedded operational HR support including coordination of the RO’s core human resources activities and transactional matters in the areas of recruitment and selection, training and development, health and safety, orientation, employee relations, compensation and benefits, terminations, retirements, leaves of absence, return-to-work, accommodation and performance and coaching management. Responsibilities include:


Supports and recommends talent management and EDI processes, practices and strategies that advance the RO’s strategic plan; assists with monitoring EDI goals


Provides full-cycle recruitment support; develops job descriptions, job postings, and supplementary materials for posting processes, monitors and evaluates processes & conducts regular analysis of portfolio requirements


Supports design, helps coordinate and provides general HR training to staff in consultation with HRSPs, OD partners and other HR Centres of Expertise for development and delivery.
Helps to plan and implement general training sessions and events for staff (e.g., software training, sessions at retreats, etc.), including selecting speakers/contractors as well as designing and evaluating the training outcomes in collaboration with HRSPs and OD partners
Champions new HR transactional and operational initiative launches within portfolio (i.e., new system workflow enhancements, new program/policy implementation), ensuring awareness of upcoming initiatives, and supporting teams through required change.
Develops and facilitates orientation program(s), packages, policies, and procedures for all staff
in collaboration with the RO’s leadership team and hiring managers, engaging HR leaders and CoEs as required.


Coordinates and/or advises on leaves of absence, return-to-work, accommodations, performance management, and human rights/equity issues for staff in accordance with policies, procedures, and collective agreements where applicable.


Advises on performance management operational processes including performance evaluations, disciplinary process, coaching and mentoring options, managing performance improvement plans, 360 review process for leadership roles, engaging HR Centres of Expertise as required.


Acts as a coach for front line managers and administrators; works with COEs and external coaches as needed to enable additional coaching in areas of performance management, employee relations, engagement, and career development.
Provides guidance on total rewards processes, including compensation and benefits matters, ensuring internal equity for staff, in partnership with HR leaders and the Total Rewards team.
In partnership with HR leaders and E/LR provides advice and guidance on employee relations matters for unionized and TMG staff as appropriate.
Coordinates health and safety programs, advises on and monitors compliance to required health and safety training, working alone policy, vaccination mandate, emergency evacuation procedures, and incident/injury reporting.
Ensure change management and communication plans are in place and are executed effectively for any new HR initiatives and strategic deliverables.


Are you the right candidate?

This role requires a Human Resources Professional with a minimum of 3-5 years of HR Business Partner/HR Generalist experience preferably in a large, unionized environment. The successful candidate will possess functional knowledge and broad experience in all areas of human resources policies, practices, processes, and legislation. Additionally, the successful incumbent will have a proven track record of process enhancements and demonstrated agility in service delivery of programs, recognized for building & maintaining impactful relationships with internal and external stakeholders.

Other qualifications

University degree in related field with a focus in Human Resources/Industrial Relations
CHRP designation strongly preferred

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