Human Resources Business Partner (HRBP) at The Foray Group — NeverHard

Job DescriptionJob Description:\n\nThe Organization:\n\nWholesome Kids Catering is a leading childcare catering company dedicated to Nourishing Lives by providing healthy, delicious, and child-friendly meals and snacks to childcare centres and schools across Ontario.\n \nOur talented and committed team is passionate about delivering exceptional food and service experiences that delight our customers every day. Through our Eat Grow Thrive® philosophy, we combine excellent nutrition with flavours and foods that children love, helping support healthy growth and development.\n \nAs a growing organization, we are committed to becoming the dominant brand in our industry by building trusted partnerships, continuously improving, and living our values every day. We believe in acting with integrity, raising the bar, nurturing growth, owning our commitments, and working better together to create exceptional experiences for our customers, colleagues, and communities.\n \nThe Role:\n \nThe HR Business Partner is an experienced, hands-on HR professional who serves as an operational HR Business Partner, providing day-to-day people support to leaders and employees across Wholesome Kids Catering.\n \nThe role focuses on employee relations, performance and attendance management, disability and leave management, Health & Safety people support, WSIB claim coordination, return-to-work planning, leader coaching, policy application, workplace investigations, employee experience and HR compliance.\n \nWorking closely with managers and supervisors, the HR Business Partner proactively identifies and resolves people-related matters while ensuring consistent application of HR practices, policies and employment legislation.\n \nThe role operates with a high degree of independence on routine and moderately complex employee matters while maintaining close alignment with the Director, Human Resources on significant employee relations matters, disciplinary decisions, terminations, sensitive investigations, accommodations and matters presenting organizational or legal risk.\n \nSuccess:\nThe successful HR Business Partner will:\n\nBecome a trusted day-to-day HR partner to managers and supervisors.\nBuild strong relationships with employees and leaders while maintaining appropriate HR objectivity.\nProactively identify and address employee relations and workplace issues before they escalate.\nEnsure employee relations, attendance, performance management and disciplinary practices are handled consistently and appropriately.\nCoach leaders to independently manage their teams while providing HR guidance and support.\nExercise sound judgment independently managing employee matters while appropriately escalating higher-risk or sensitive matters to the HR Director.\nMaintain strong compliance with Ontario employment legislation and WKC policies.\nSupport timely and effective management of workplace injury cases, including WSIB reporting, Functional Abilities Forms (FAFs), modified work and return-to-work plans.\nStrengthen accountability, employee experience and consistent people-management practices across the organization.\n\nKey Responsibilities:\n\nHR Business Partnership & Leader Support\n\nServe as the primary day-to-day HR partner for assigned leaders and departments.\nBuild strong working relationships with managers, supervisors and employees.\nProvide practical HR guidance on employee relations, performance, attendance, conduct, workplace concerns and policy application.\nParticipate in operational meetings where people-related HR support is required.\nMaintain regular visibility within the operation and understand emerging employee and workplace issues.\nCoach leaders on handling employee matters effectively, consistently and respectfully.\nIdentify recurring people issues and bring themes, risks and recommendations to the HR Director.\nEnsure significant people decisions remain aligned with the HR Director.\nWork collaboratively with the other HR Team members to ensure effective coordination and execution of HR activities, while maintaining clear functional ownership and accountability.\n\nEmployee Relations\n\nLead day-to-day employee relations matters, including workplace concerns, conflict resolution, conduct and performance issues.\nConduct workplace investigations, including interviews, documentation, findings and recommendations.\nPrepare disciplinary documentation, including written warnings, final warnings and Performance Improvement Plans.\nSupport termination processes and prepare documentation following approval and alignment with the HR Director.\nProvide managers with coaching before and following difficult employee conversations.\nMaintain thorough, confidential and defensible employee relations documentation.\nIdentify patterns or recurring concerns and proactively recommend corrective actions.\nIndependently manage routine and moderately complex employee relations matters, escalating significant disciplinary, termination, accommodation, investigation or legal-risk matters to the HR Director.\n\nPerformance Management & Leader Coaching\n\nPartner with managers to address performance concerns early and consistently.\nCoach leaders on setting clear expectations, providing feedback and documenting performance concerns.\nGuide managers through progressive performance and disciplinary processes.\nSupport the development and monitoring of Performance Improvement Plans.\nFacilitate difficult conversations where HR involvement is appropriate.\nCoach and enable managers to take appropriate ownership of employee performance and people-management responsibilities.\nReinforce consistent leadership practices and WKC values.\n\nAttendance, Leaves & Accommodation\n\nPartner with leaders on attendance management, absenteeism and recurring attendance concerns.\nReview attendance patterns and support appropriate coaching or corrective action.\nManage employee leaves, disability cases and return-to-work processes, including coordination of medical/functional abilities information and modified work plans.\nCoordinate workplace accommodation processes in consultation with employees, leaders and appropriate external partners.\nEnsure medical and accommodation information is handled confidentially.\nEscalate complex accommodation, disability or human-rights-related matters to the HR Director.\nMaintain appropriate documentation and follow-up throughout leave and accommodation processes.\n\nPolicy, Compliance & Workplace Practices\n\nInterpret and apply HR policies consistently across the organization.\nAdvise managers and employees on HR policies and employment practices.\nSupport implementation of new or revised HR policies.\nEnsure employee relations practices comply with the ESA, Ontario Human Rights Code, OHSA and other applicable employment legislation.\nIdentify compliance gaps or inconsistent practices and raise them with the HR Director.\nSupport HR audits and corrective actions related to people practices.\nMaintain accurate and confidential employee relations documentation.\n\nEmployee Experience, Engagement & Culture\n\nMaintain regular employee presence and visibility across departments and shifts.\nAct as an approachable HR resource for employee workplace concerns.\nSupport resolution of employee concerns at the appropriate level.\nReinforce WKC values and expected workplace behaviours.\nPartner with leaders to improve accountability, communication and employee experience.\nSupport employee engagement and retention initiatives from a people-partnership perspective.\nIdentify employee sentiment and emerging workplace themes and share relevant insights with the HR Director.\nSupport recognition and culture initiatives where HR partnership is required.\n\nHealth & Safety Support\n\nPartner with Operations, supervisors and Health & Safety stakeholders to support a safe workplace and ensure timely follow-up on workplace incidents, injuries and employee-related Health & Safety matters.\nParticipate in workplace incident investigations, including matters involving employee conduct, performance or policy concerns, ensuring facts, documentation and follow-up actions are completed appropriately.\nSupport corrective and preventive actions arising from workplace incidents, investigations, audits and Health & Safety concerns.\nEnsure employee-related Health & Safety matters are appropriately documented, tracked and followed through to completion.\nCoordinate the HR administration of WSIB claims, including timely and accurate employer reporting, case documentation and communication with employees, leaders and WSIB, as required.\nCoordinate Functional Abilities Forms (FAFs) and other relevant medical/functional information to identify restrictions, capabilities and accommodation needs.\nDevelop and monitor safe, timely and sustainable return-to-work (RTW) and modified-work plans in partnership with employees, Operations and the treating/WSIB process, as appropriate.\nTrack WSIB and workplace injury cases to ensure required follow-ups, documentation, modified duties and RTW milestones are completed on time.\nCoach and support leaders in understanding their responsibilities for incident reporting, injury escalation, WSIB requirements, modified duties and return-to-work participation.\nSupport JHSC activities, Health & Safety training, compliance requirements and related audits where HR involvement is required.\n\nQualifications & Role Requirements:\n\nEducation\n\nPost-secondary degree or diploma in Human Resources, Industrial Relations, Business Administration or related discipline.\nCHRP designation preferred; CHRL considered an asset.\n\nExperience\n\n5–7+ years of progressive HR Generalist/HR Business Partner experience.\nStrong hands-on experience independently managing employee relations matters.\nDemonstrated experience conducting workplace investigations and supporting progressive discipline and performance management.\nExperience coaching frontline supervisors and managers.\nExperience supporting attendance management, disability management, workplace accommodations, WSIB claims, Functional Abilities Forms (FAFs), modified work and return-to-work processes.\nExperience in manufacturing, food production, distribution, logistics or another fast-paced operational environment strongly preferred.\n\nOther Requirements\n\nAbility to work onsite in a fast-paced operational environment.\nFlexibility to support employees and leaders across multiple shifts when required.\nValid driver's license and access to transportation considered an asset.\n\nSkills, Knowledge & Abilities:\n\nStrong working knowledge of Ontario employment legislation, including the Employment Standards Act (ESA), Human Rights Code, Occupational Health & Safety Act (OHSA), and related HR best practices.\nWorking knowledge of Ontario WSIB requirements and practical experience with workplace injury reporting, claim coordination, FAFs, modified work and return-to-work planning.\nExcellent written and verbal communication skills.\nStrong employee relations, investigation and case-management capability.\nStrong knowledge of performance management, progressive discipline, attendance management and workplace accommodations.\nDemonstrated ability to coach and influence frontline and operational leaders.\nAbility to assess employee relations risk and determine when escalation to the HR Director is required.\nStrong judgment, conflict resolution and difficult-conversation skills.\nAbility to manage multiple complex employee matters independently in a fast-paced operational environment.\n\nCompetencies:\n\nRelationship Building – Develops positive and trusted relationships with employees, leaders, and stakeholders.\nHR Business Partnership – Builds credibility with operational leaders and provides practical, balanced people solutions.\nCommunication – Communicates clearly and effectively, both verbally and in writing.\nInitiative & Accountability – Takes ownership, follows through on commitments, and delivers results.\nJudgment & Decision Making – Assesses employee matters objectively, applies sound judgment and recognizes when escalation or HR Director alignment is required.\nProblem Solving – Applies sound judgment and critical thinking to resolve workplace issues and support business needs.\nCollaboration & Integrity – Works effectively across teams while maintaining confidentiality, professionalism, and ethical standards.\n\nKPI’s:\n\nTimely closure of employee relations matters and investigations.\nQuality and completeness of ER/investigation documentation.\nTimely management of attendance, leave (LOA) and accommodation cases.\nTimely and accurate WSIB reporting and follow-up, including completion of required employer documentation.\nTimely coordination of FAFs, modified work and return-to-work plans, with clear documentation and follow-up to support safe and sustainable RTW outcomes.\nPerformance management/PIP follow-up completion.\nConsistency of progressive discipline and policy application.\nTimeliness and effectiveness of HR support provided to assigned leaders and departments.\nTimely identification and resolution of recurring employee relations issues and workplace trends.\nCompletion of agreed corrective actions.\nCompliance/audit results for assigned people processes.\nImprovement in leader ownership and timely resolution of routine people-management matters.\nEmployeerelations trends and escalation visibility to the HR Director.\n\nPersonal Style: \n\nApproachable, credible and confident.\nPractical and solutions-oriented.\nComfortable navigating difficult conversations and employee situations.\nDemonstrates strong judgment and discretion.\nProactive and highly accountable.\nAble to influence leaders while maintaining collaborative relationships.\nComfortable working independently while knowing when to escalate.\nResilient and adaptable in a fast-paced operational environment.\nDemonstrates integrity, confidentiality and sound professional judgment.\n\n \nAt Wholesome Kids Catering, you will have the opportunity to make a meaningful impact on the health, safety, and well-being of our employees while helping shape a culture where people feel valued, supported, and empowered to do their best work every day.\n \nEmployment: Full-Time\nHours of Work: Monday to Friday, 8:30 a.m. to 4:30 p.m. Flexibility is required to support operational needs, including employee relations matters, workplace investigations, meetings, employee activities, and requirements across shifts. Occasional afternoon and evening work will be required to provide HR support and visibility to the night-shift team.\nSalary: $80,000 – $90,000 per annum\nBenefits: Comprehensive Health & Dental Benefits including LTD, Life Insurance, AD&D, Health Care Spending Account (HCSA), and Employee & Family Assistance Program (EFAP).\nVacation: 2 weeks’ vacation per year, prorated, in accordance with company policy.\nWellness Days: Up to 8 Wellness Days per year, prorated and administered in accordance with company policy.\n\n*Wholesome Kids Catering is an equal opportunity employer and is committed to providing acco