Ready to make an impact? EIPS is recruiting a full-time Human Resources Business Partner to support and empower our team across the organization.
Reporting to senior HR leadership, you will drive talent management, workforce planning, and organizational culture while serving as a trusted advisor to employees. Utilizing your expertise in labor relations, labour and employment legislation and dispute resolution, you will mitigate organizational risk by ensuring all business initiatives align with internal procedures, collective agreements, and pertinent labor legislation.
Elk Island Public Schools (EIPS) is one of the largest school divisions in Alberta, serving the education needs of approximately 17,750 students in 43 schools. Every day, the staff and students of EIPS are encouraged to pursue opportunities to grow and discover their passions in life. We pride ourselves on providing staff and students with the tools to achieve success by offering dynamic programming, current resources, and practical professional learning opportunities.
Human Resources is located at the EIPS Central Administration building in Sherwood Park, at 683 Wye Road. Providing services for the Division, Central Services is comprised of eight departments, in addition to the Board of Trustees. The departments include Education Executive, Communication Services, Facility Services, Student Transportation, Human Resources, Financial Services, Supports for Students and Information Technologies. Central Services is staffed by 190 employees.
- Commencing July 6, 2026
- 37.5 hours per week (Monday to Friday, 7.5 hours per day)
- EIPS offers a comprehensive benefits package
- Open to internal and external applicants
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Click on “Sign in With Employee Email” to be considered an Internal Applicant
JOB SUMMARY
The Human Resources (HR) Business Partner delivers strategic and operational HR leadership to enhance the organizational effectiveness of Elk Island Public Schools (EIPS). Serving as a trusted advisor to senior leaders, administrators, and supervisors, you will provide expert guidance in workforce planning, employee and labour relations, policy development, and collective agreement interpretation.
In this dynamic role, you will work towards a positive workplace culture by leading complex employee relations—including investigations, performance management, conflict resolution, and accommodations. Additionally, you will drive people strategies, support leadership development, and leverage HR systems and data to optimize organizational design and workforce outcomes.
Key Responsibilities
1. Strategic HR Advisory & Employee Relations Leadership
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Provide expert HR consultation and strategic advice to senior leaders on complex matters, including workforce management, performance, conduct, and employee relations.
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Interpret and apply employment legislation, collective agreements, and EIPS administrative procedures to guide compliant decision-making and mitigate organizational risk.
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Collaborate on workforce planning, staffing, and employee mobility while ensuring strict alignment with relevant regulations and collective agreements.
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Manage and resolve complex employee relations issues, workplace conflicts, and employee concerns efficiently.
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Coach and advise leadership on performance management practices, progressive discipline processes, and terminations.
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Conduct thorough workplace investigations, delivering evidence-based findings, analysis, and recommendations to senior HR leadership.
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Partner with the Health Recovery Advisor and supervisors to manage employee leaves, accommodations, worker compensation claims/investigations, and return-to-work plans.
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Serve as the liaison between supervisors and employees to facilitate successful return-to-work plans and necessary employee accommodations.
2. Workforce Planning & Organizational Design
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Partner with leaders on workforce planning, staffing strategies, talent management, and organizational structure design—including developing and updating job descriptions.
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Lead compensation and classification initiatives, including job evaluations, position reviews, and the position appeal process.
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Leverage data and analytics in collaboration with the ERP Business Analyst to build reports that inform HR practices and align with strategic goals.
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Drive continuous improvement in key areas such as retention, employee engagement, supervisory capability, and HR processes.
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Forecast HR trends and best practices to proactively implement solutions that support divisional goals and strategic initiatives.
3. HR Programs, Learning & Organizational Development
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Design and deliver targeted development programs, including new employee onboarding, employee certifications, and supervisory training to elevate leadership capability.
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Assess organizational learning needs and identify gaps in learning, training, and development in collaboration with department leadership.
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Support initiatives that strengthen organizational culture, talent management, and leadership capability.
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Research emerging HR trends and best practices, staying ahead of advancements in HRIS technology.
QUALIFICATIONS
Education:
- Minimum Required: Degree in Human Resources, Business Administration or related field.
Experience:
Minimum Required:
- 3-5 years of related HR experience.
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Experience handling complex employee relations and HR advisory work.
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Experience supporting workforce planning, investigations, or organizational design.
Preferred:
- Experience implementing HR projects.
- HR experience in an education setting.
Knowledge, Skills and Abilities:
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Strategic Advisory & Influence: Ability to influence, advise, and consult with senior leaders, stakeholders, and staff on complex HR matters using advanced interpersonal and collaborative skills.
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Employee Relations & Conflict Resolution: Strong mediation, problem-solving, and rational conflict-resolution skills to manage sensitive, complex issues with sound judgment and discretion.
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Comprehensive HR & Legal Expertise: Advanced knowledge of human resources, employment standards, OHS, and human rights legislation, regulations, and best practices.
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Full-Cycle Talent Management: Practical expertise in key HR operational functions, including recruitment, job classification, employee relations, attendance management, and learning and development programs.
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Agility & HR Tech Proficiency: Proficient in HRIS systems and modern workplace technology, with a demonstrated ability to adapt to changing priorities and minimal supervision.
Qualifications, Certifications and Designations
Preferred: Chartered Professional in Human Resources (CPHR) designation or working towards designation.
For more information, please contact Ragan Johnson, Associate Superintendent, Human Resources at or Simon Grinde, Director, Human Resources at
Only online applications will be accepted.
Elk Island Public Schools appreciates and considers all applications; however, we only contact candidates who are selected for interviews.
If you require assistance with the application system, please call Apply to Education at 1-877-900-5627 or email .
