HR Business PartnerAbout 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 JourneyDUTIES 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.Develop proactive HR strategies and action plans that align with business?objectives?and support organizational effectiveness, workforce sustainability, employee engagement, and operational excellence.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.Support leaders in clarifying roles, responsibilities, reporting relationships, and team structures to improve accountability, collaboration, and operational efficiency.Analyze workforce trends and HR metrics (e.g., turnover, absenteeism, engagement, recruitment,