Field Human Resources Business Partner

2 weeks ago

Ottawa ON, Canada The Salvation Army Full time

About The Salvation Army
The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

The Salvation Army Canada and Bermuda has four core values:
Service: We reach out to support others without discrimination.
We responsibly manage the resources entrusted to us.

Are you ready to make a meaningful impact as an HR Professional? Do you thrive in a role where you can utilize your HR expertise to support an organization's mission-driven initiatives? We are seeking a dedicated and experienced HR Business Partner to join our Human Relations team and play a key role in supporting our The Salvation Army. As an HR Business Partner, you will have the opportunity to guide employees and leaders on HR strategy implementation to Job evaluation, Performance management, Labour Relations Management, conduct workplace fact finding, Employee Relations and so much more.

If you're ready to leverage your HR expertise to support The Salvation Army’s mission and make a positive impact in the community, we want to hear from you The HRBPs execute the HR strategy, tailoring solutions to Divisional/ MU needs, deliver mission partner solutions and programs at the MU-level and support performance management and mission partner cycles. They also support leaders with specialized HR advice and collaborate with the Service Centre on escalated inquiries and transactions.

HR Strategy
Collaborate with senior management to implement HR strategies, policies and programs that align with the organization's goals
Effectively communicate HR policies and programs to management and people leaders enabling them in resolving issues and making informed people decisions throughout the organization.
Assist in identifying the measures and metrics required to evaluate the effectiveness of HR strategies
Providing regular inputs for improvement of HR policies and programs

Collaborate with stakeholders to determine if a job description exists within Workday; where a job description does not exist within Workday, work with leaders to develop the job description using existing tools and templates
Performance Management
Assist in the implementation of the performance management cycle. Communicate performance management timelines to stakeholders in a clear and timely manner and support in the delivery of communications, where required Identify the measures and metrics needed to assess program and process effectiveness for performance management to ensure the program is being used effectively and opportunities for improvement are being addressed
Measure program/service effectiveness at MU locations by analyzing quantitative and qualitative data and comparing results against expected objectives and scorecards for performance management
Support in relaying the relationship between performance and compensation differentiation
Support Managers and Directors in effectively managing the performance review cycle, including the development and implementation of performance improvement plans

Respond to ad-hoc leader and employee questions/complaints related to employee & labour relations
Pending signed CBA, support the interpretation of new collective bargaining terms and communicate to the appropriate leaders and members of the HR Organization to ensure all changes are implemented accurately, effectively and in a timely manner.
Mitigate organizational people risks and ensure HR compliance with local legislation and regulatory requirements
Receive, manage, and resolve misconduct, non-compliance, and support in steps for corrective action from Managers, Directors, and / or the Union. Notify the CoE and support by taking the appropriate steps identified to manage the misconduct, instance of non-compliance, and / or steps to take corrective action.
Support and finalize investigations to determine appropriate corrective action for misconduct/non-compliance (i.e. terminations, suspensions, etc.)
Support Managers and Directors with conducting HR investigations to uncover possible details regarding employee misconducts and complaints.
Implement an investigations plan in alignment with the processes and policies established by the Center of Excellence and Collective Bargaining Agreements. HR Program Onboarding
Review the available training programs, analyze their relevance and effectiveness, and make recommendations for appropriate training solutions based on the identified needs of MU Support in the delivery of the training programs to the designated Ministry Unit.
Coordinate with the Specialist / Transaction Services (Tier 2A) to administer the training schedule, and distribute materials to the intended group
Review the post-training feedback, as collected by the Specialist / Transaction Services (Tier 2A)

Completion of a university degree in social sciences, human resources, or related field
Completion or working towards completion of valid HR designation (i.e., Minimum 5 years progressive experience in a human resources generalist role;
Strong working knowledge of applicable HR legislation and regulations within the Employment Standards Act, Human Rights Code, Occupational Health and Safety Act, Workplace Safety and Insurance Act, and all other applicable legislation and regulations
Working knowledge of human resources information systems; Workday preferred.
Proficient with computer and Microsoft applications.
Labour relations experience an asset
Flexible self-starter with the ability to multitask
Self-directed with an ability to work cooperatively with other managers, community partners, and to create a working climate that is positive and mutually supportive.
Comprehensive Benefits: Health, Dental, Life Insurance, AD&D and Long-Term Disability
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