HR Business Partner

The Real Estate Council of Ontario (RECO) is seeking an HR Business Partner. We have one permanent position available to start immediately.

About RECO

As Ontario’s regulator of more than 110,000 real estate agents and brokerages (often referred to as registrants), RECO administers and enforces the law that regulates trading in real estate in Ontario and enhances consumer confidence in the real estate services sector. RECO’s commitment to pursuing trust in every transaction means consumers can navigate the real estate market with confidence, knowing that the regulator is committed to fairness, transparency and reliability for all parties involved. A modern regulator with over 160 employees, RECO is a collegial and dynamic environment where quality work-life balance is valued along with strategic agility, curiosity and empathy in our action. RECO regulates approximately 100,000 registrants in the real estate sector.

Hybrid work environment

RECO has adopted a ‘hybrid’ environment, which will typically include a minimum attendance in the office of one day per week, with some teams/positions requiring more frequent in-office attendance. 

RECO’s commitment to diversity and inclusion: They aren’t just words to us!

RECO is committed to promoting an equitable, diverse, and inclusive environment that includes awareness, education, and engagement-building opportunities for all employees.

The role

Reporting to the Director, Human Resources, the Human Resources Business Partner (HRBP) acts as a consultant and strategic business partner to the business. The HRBP will perform all functions of an HR generalist by providing support to managers and employees alike while ensuring high quality, confidentiality and timely service standards of the HR function. The role keeps abreast of the business objectives and individual departmental needs in order to provide effective support and consultation to managers and employees. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

This includes, but is not limited to: conducting research and making recommendations on best practice, changing legislation etc., leading and championing change initiatives; facilitating training and information sessions; assisting with and overseeing talent acquisition and onboarding activities; advising and coaching managers on employee relations, performance management and attendance management matters; facilitating effective talent management; administering compensation year-end programs, advising managers and employees on matters pertaining to compensation and benefits; and assisting with HR planning, succession management and the termination of employees.

Position responsibilities

General Human Resources Consultative Support

• Participate in and lead strategic HR initiatives and other special projects.
• Provide input into the development of RECO's human resources strategy.
• Lead major change initiatives, develop and introduce guidelines, policies, practices and programs that are in compliance with employment legislation, existing corporate human resources strategies and HR policies, and best practices in human resources management.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provide HR guidance, support and interpretation of existing HR policies, procedures and programs and applicable legislation to managers and employees within the organization.
• Stay current in relation to employment law and best practices in human resources management and identify needed areas of change / communication in HR programs.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Prepare employee and manager communications for the organization. Cascade organizational communications where appropriate, applying effective change management principles.
• Manage the administration of employee surveys and the reporting of their results.
• Assist with creating and updating effective job descriptions, handbook policies, orientation activities, training & career development programs, performance appraisals and other essential programs.
• Prepare, review, interpret, analyze and approve a variety of data, information and reports, and make recommendations depending on findings.

Talent Management – Recruitment & Orientation

• Manage and participate in the recruitment process and assist business leaders in developing effective recruitment strategies.
• Participate in job interviews as needed, particularly for vacancies at the employee and supervisory levels.
• Oversee new employee orientation programs.
• Coordinate new hire orientation to include administration and collections of first day paperwork, acclimate and train new employees on processes and procedures of the organization and expectations and Employee Handbook review.

Compensation, Benefits & HRIS

• Assist the Director Human Resources in managing the compensation programs and compensation year-end activities including annual base pay reviews, incentive pay, competency reviews and promotions.
• Respond to benefits and compensation inquiries.
• Evaluate and classify jobs and prepare job descriptions.
• Oversee the preparation of quarterly HRIS dashboards and ad hoc reports. Work with team members to provide relevant HR metrics to business leaders on a proactive basis to assist them in managing their workforces.
• Evaluate proposed legislation affecting the compensation and benefit programs; disseminate information and implement appropriate additions or changes to the benefits programs.

Employee Relations

• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide coaching, training and facilitation to managers and employees, both individually and in groups.
• Provide guidance on matters pertaining to effective leadership, employee engagement and retention, employee relations, attendance management, disability management, total rewards management, organizational design and effectiveness, human resources and succession planning, career planning, performance management and employee discipline, occupational health, safety and wellness, termination, harassment concerns and effective conflict resolution.
• Act as the first level of escalation in employee relations matters.
• Conduct employee relations investigations where appropriate, focusing on fairness and timely resolution of complaints.
• Participate in the termination process, whether for cause or otherwise. Conduct exit interviews for voluntary resignations.

Qualifications and experience

• Undergraduate degree in business, commerce or human resources, or equivalent, with at least five (5) years of progressive experience in human resources management.
• Certified Human Resources Professional/Certified Human Resources Leader (CHRP/CHRL)/Chartered Professional in Human Resources (CPHR) designation, or equivalent, and previous experience working as an HR Generalist is required.
• People management experience, including prior experience leading a team of HR Generalists.
• Knowledge of the principles and practices of HR management.
• Ability to comprehend, interpret, and apply and communicate to others, the appropriate sections of applicable laws, guidelines, regulations, and policies.
• Strategic orientation and an understanding of business needs.
• Effective relationship management skills. Comfortable working and interacting with employees at all levels.
• Numeracy and an understanding of basic statistics, HR metrics and benchmarking.
• Ability to discretely and effectively handle sensitive and confidential employee and business information.
• Understanding of project management as it pertains to HR projects and programs. Able to simultaneously manage multiple projects with tight deadlines.
• Ability to effectively influence and persuade stakeholders and obtain buy-in where necessary.

Posting date: September 18, 2025
Closing date: September 29, 2025
Grade 6
Hiring range: $65,600 to $82,000

Qualified applicants are invited to submit a detailed outline of experience specifically addressing RECO’s needs along with salary expectations by completing the form below. 

RECO is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility.

We thank all applicants in advance for their interest.

Application form