HR Business Partner
About Us MCIS Language Solutions is a not-for-profit that has evolved into a social enterprise and has been relentlessly pursuing its goal to remove language barriers for over 30 years. With over 60 full time staff and engaging a roster of over 6,000 language professionals, MCIS provides a full suite of language solutions: from language interpretation, translation and transcription to localization, training, and training development for government, legal, police services and healthcare organizations in more than 300 languages.
VISION | To connect people globally through languages.MISSION | To advocate for language rights and equitable access to critical information and services through language solutions and human connections.VALUES | Making a Difference, Compassion and Collaboration, Integrity and Innovation, Social Justice.
Social PurposeEvery year MCIS invests some of its net income into initiatives that support free services for vulnerable populations, training subsidies for aspiring interpreters and translators, and language advocacy initiatives such as the Our Language Rights Canada Conference on Canadian Language Advocacy Day.Our Social Purpose Statement is that we exist to uphold the human right to be informed, heard, and understood. Language rights protect the rights of individuals and groups to choose which language(s) they use in private as well as in public interactions, such as legal, health, educational or political access to information and services.Learn more here: MCIS Social Purpose Journey
DUTIES AND RESPONSIBILITIESThe Human Resources Business Partner (HRBP) is responsible for providing strategic and operational HR partnership to designated business groups, with a strong focus on aligning people strategies with organizational and departmental objectives. The HRBP acts as a trusted advisor and proactive partner to leaders by identifying workforce challenges, strengthening organizational effectiveness, and developing tailored HR solutions that support business performance, employee engagement, retention, and growth.The HRBP is expected to deeply understand the unique operational realities, workforce dynamics, and strategic priorities of each assigned business group, and proactively address issues related to role clarity, organizational structure, talent capability, succession planning, employee experience, and workforce sustainability. This role is accountable for translating HR initiatives into measurable business outcomes through the use of data, analytics, workforce insights, and continuous improvement practices. The HRBP also champions innovation and the adoption of technology and AI-enabled tools to improve HR efficiency, enhance employee and manager experience, streamline processes, and support data-informed decision-making.
The HRBP partner with leaders to build organizational capability, foster a high-performing and inclusive culture, and support organizational change and growth through proactive, practical, and value-added HR strategies and services.
The HR Business Partner’s key roles and responsibilities are as follows:
Strategic Business Partner
- Partner with the designated business groups to understand operational goals, workforce challenges, service delivery needs and long-term strategic priorities.
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Develop proactive HR strategies and action plans that align with business objectives and support organizational effectiveness, workforce sustainability, employee engagement, and operational excellence.
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Identify trends, risks, and opportunities within designated business groups and proactively recommend solutions to address issues related to retention, performance, engagement, leadership capability, and organizational effectiveness.
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Support leaders in clarifying roles, responsibilities, reporting relationships, and team structures to improve accountability, collaboration, and operational efficiency.
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Analyze workforce trends and HR metrics (e.g., turnover, absenteeism, engagement, recruitment, performance, retention, capacity gaps) to provide actionable insights and recommendations.
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Participate in operational and leadership meetings within assigned business groups to maintain strong understanding of business priorities and workforce needs.
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Lead and support the implementation of organization-wide HR initiatives within designated business groups while ensuring alignment with operational realities and employee experience.
Talent Management and Employee Experience
- Serve as the primary HR contact and advisor for designated business groups on employee relations, talent management, performance management, workforce planning, recruitment, employee engagement, and development matters.
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Partner with leaders to proactively identify high-potential employees, critical talent risks, development opportunities, and succession needs.
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Develop and implement strategies to improve employee retention, engagement, career development, and overall employee experience.
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Work collaboratively with leaders and employees to strengthen workplace relationships, foster trust, improve communication, and build a positive and inclusive work culture.
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Provide coaching and guidance to leaders on performance management, conflict resolution, employee development, accountability, and difficult workplace situations.
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Support managers in creating clear performance expectations, development plans, and accountability measures aligned with organizational goals and competencies.
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Facilitate and support talent reviews, succession planning discussions, and workforce capability assessments for designated business groups.
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Collaborate with leaders to identify training and development priorities that strengthen leadership capability, technical competency, and organizational effectiveness.
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Champion diversity, equity, inclusion, accessibility, and social purpose principles in HR practices, workforce planning, and decision-making processes.
Organizational Effectiveness and Change Management
- Partner with leaders to assess organizational effectiveness and identify opportunities to improve structures, workflows, communication, accountability, and employee experience.
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Lead and support change management initiatives by developing practical implementation strategies, communication plans, stakeholder engagement approaches, and employee support mechanisms.
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Assess organizational and employee impacts of change initiatives and proactively identify mitigation strategies to minimize disruption and improve adoption.
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Support leaders and employees through periods of organizational change, growth, restructuring, or process transformation.
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Promote a culture of continuous improvement, adaptability, innovation, and accountability across assigned business groups.
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Collaborate with internal stakeholders to support the development and implementation of organizational development, competency management, and performance management initiatives.
HR Innovation, Technology and Process Improvement
- Champion innovation and continuous improvement within HR practices, processes, and service delivery models.
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Identify opportunities to leverage HR technology, automation, and AI-enabled tools to improve operational efficiency, reporting capabilities, employee experience, and decision-making.
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Support the evaluation, implementation, adoption, and optimization of HR systems, digital tools, and AI solutions that streamline HR processes and reduce administrative burden.
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Use data analytics and technology to improve workforce insights, reporting accuracy, process effectiveness, and strategic planning capabilities.
Operational HR and Compliance
- Lead and support core HR processes and service delivery for designated business groups, including onboarding, offboarding, attendance management, performance management, recruitment, investigations, accommodations, and employee relations matters.
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Ensure HR practices, policies, and procedures comply with employment legislation, organizational policies, collective agreements (if applicable), and regulatory requirements.
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Develop, review, and update HR policies, procedures, guidelines, and documentation to support organizational growth and operational effectiveness.
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Maintain accurate HR reporting and documentation practices to support compliance, workforce planning, and informed decision-making.
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Support recruitment and hiring activities, ensuring efficient and positive candidate and onboarding experiences.
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Provide HR policy interpretation, guidance, and practical recommendations to leaders and employees.
Other
- Participate as a collaborative member of the HR team in supporting departmental initiatives, strategic projects, and organizational priorities.
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Support organizational planning, research, workforce initiatives, and special HR projects as assigned.
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Engage and collaborate with external consultants, vendors, or stakeholders as needed to support HR initiatives and organizational projects.
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Provide support to the Director of HR, senior leadership team, and Board/HR Committee as required.
Any other duties that are assigned that are reasonably within the scope of this position.
EDUCATION & EXPERIENCEEducation Requirement: The HRBP must have completed a bachelor’s degree in Human Resources, Business Administration or a related field.
Experience & Training: The HRBP must have a minimum of 5 years of experience in an HR Business Partner or similar role in order to be able to fulfil the functions of this position. Given the previous experience, 3-6 months of on-the-job training is needed to understand the job requirements.
Knowledge, Skills and Abilities:-
Strong business acumen and the ability to understand and align HR initiatives with business goals and objectives
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Proven experience in talent management, employee relations, change management, compliance, performance management, employee engagement, and organizational design.
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Strong interpersonal and communication skills, with the ability to effectively communicate with business leaders and employees at all levels
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Ability to work independently and manage multiple priorities in a fast-paced, deadline-driven environment
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Strong problem-solving skills and the ability to develop creative solutions to HR-related challenges
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Excellent time management and organizational skills, with the proven ability to prioritize based on organizational requirements, and to meet the demands of a high-volume portfolio
- Proven ability to exercise sound judgment, tact and discretion when dealing with sensitive and confidential information
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Ability to advise, recommend and present requirements and solutions to complex problems and manage ambiguity
EMPLOYMENT REQUIREMENTSCore Competencies
- Communication: Effectively convey and exchange information, ideas and thoughts to others through various channels in a clear, concise and appropriate manner, while also actively listening and seeking understanding.
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Innovation: Identify new ideas, solutions and approaches to address challenges, improve processes and create value. It involves thinking creatively, seeking novel opportunities and implementing practical changes that drive positive impact and continuous improvement.
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Integrity: Consistently adhere to ethical principles, moral values, and professional standards in all actions and decisions. It entails honesty, transparency, and a commitment to doing what is right, even when faced with challenges or difficult choices.
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Collaboration: Work effectively and harmoniously with others to achieve common goals. It involves actively engaging in open communication, sharing knowledge and resources, and fostering an environment of mutual support and respect.
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Quality: Consistently deliver work, products, and services that meet or exceed established standards, resulting in value, reliability and customer satisfaction. It involves attention to detail, adherence to processes and a commitment to continuous improvement.
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Advocacy: Effectively promote and support a cause, idea, or policy in order to bring about positive change, raise awareness, and influence decision-making at various levels. It requires communication, persuasion, and a deep understanding of the issue at hand.
Leadership Competencies
- Inspiring & Motivating Others (Level 3): The ability to ignite passion, enthusiasm, and commitment in individuals and teams, fostering a positive and high-performing work environment.
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Driving Positive Change (Level 3): The ability to proactively identify opportunities for improvement, lead change initiatives, and mobilize others to embrace and adapt to change in a positive and impactful manner.
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Emotional Intelligence (Level 4): The ability to recognize, understand, and manage emotions, both in oneself and others, in order to build positive relationships, make effective decisions, and inspire and motivate others. Leaders with high emotional intelligence demonstrate empathy, self-awareness, and strong interpersonal skills, allowing them to navigate complex social dynamics, resolve conflicts, and create a positive work environment.
Functional Competencies
- People Advocacy (Level 4): The ability to champion and support employees by ensuring their needs, concerns, and rights are represented and addressed within the organization. This competency involves fostering a positive and inclusive work environment that promotes employee well-being, engagement, and growth.
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Talent Management (Level 4): The ability to attract, develop, engage, and retain talented individuals within the organization. This competency includes the skills to identify organizational talent needs, implement talent acquisition strategies, design and deliver talent development programs, establish performance management systems, and foster a culture of employee engagement and retention.
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Business Acumen (Level 3): The ability to understand and apply business principles and concepts to HR functions, enabling effective decision-making and alignment of HR strategies with organizational goals. This competency involves comprehending the organization's industry, market, and financial aspects to contribute to its success.
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HR Compliance (Level 4): The ability to understand and ensure adherence to relevant laws, regulations, policies, and procedures governing HR practices and employment relationships. This competency involves staying updated on legal requirements, implementing compliance measures, and providing guidance to ensure the organization's HR practices align with legal and ethical standards.
CLOSING DATE: June 5, 2026
JOB POSTING TYPE: This is a vacancy.
OUR ENVIRONMENTAt MCIS, we’re committed to modeling diversity and inclusion for the entire language industry and the non-profit sector. This is made possible by maintaining an inclusive environment with equitable treatment for all.
APPLICATION PROCESS The application process will include
two rounds of interview
with the hiring panel. Successful candidates would then proceed to a reference check and a background check.
USE OF AIWe utilize artificial intelligence (AI) tools during the recruitment process to enhance the efficiency and effectiveness of candidate screening and selection. These tools assist in evaluating applications based on predefine criteria. If you have any questions or concerns regarding the use of AI in your application, please feel free to reach out to us.
Accommodations for job applicants with disabilities are available on request. 