HR Business Partner

1 week ago


Moncton NouveauBrunswick, CA Loblaw Companies Ltd - Head Office Full time

Les candidats référés ne doivent pas postuler directement pour ce poste.

Toutes les références de candidats doivent d’abord être soumises dans Workday par un collègue de Loblaw actuel.

L’utilisation du masculin à pour but d’alléger le texte

Venez faire votre différence dans les communautés à travers le Canada, où l'authenticité, la confiance et l'établissement de liens sont valorisés - alors que nous façonnons l'avenir du commerce de détail au Canada, ensemble. Notre position unique en tant que l'un des plus grands employeurs du pays, celle associée à notre engagement à avoir un impact positif sur la vie de tous les Canadiens, viens offrir à nos collègues une gamme d'opportunités et d'expériences pour aider les Canadiens à Vivre Bien, Vivre Pleinement.

Chez Les Compagnies Loblaw Limitée, nous réussissons grâce à la collaboration, à l'engagement et nous plaçons la barre haute pour nous-mêmes et ceux qui nous entourent. Que vous débutiez votre carrière, que vous réintégriez le marché du travail ou que vous recherchiez un nouvel emploi, votre place est avec nous.

  • The HR Business Partner for Real Atlantic Superstore in New Brunswick will provide strategic guidance to store operators on all aspects of the employee lifecycle at the store level. Working closely with the District Manager, the HR Business Partner will work directly with store leaders and their teams to define and implement people strategies aligned with business priorities, company culture, and values. This role enhances the organization's human resources through its comprehensive expertise across various HR functions. These include colleague engagement, talent and performance management, compliance, employee relations, total rewards, leadership development, culture and DEI. This role operates synergistically with labour relations to facilitate the execution of business strategies and the achievement of results.

    Role Responsibilities:

    • Support the delivery and deployment of HR programs and processes and participate in coaching and guiding in functional and cross-functional initiatives (Performance Management, Compensation, Succession Planning, Engagement Survey, Culture and DEI, Retention Excellence, Leadership development, and the Performance Review Cycle) for union and nonunion colleagues.

    • Provide coaching, guidance and advice to the client (District Manager, Store Management) regarding union and non-union employment-related issues, including, but not limited to, the interpretation of company policies and procedures, recruitment and selection strategy, performance management, non-union terminations, training and development, and benefits administration.

    • The HRBP collaborates closely and forms a strong partnership with the Labor Relations (LR) team, ensuring a seamless integration between HR and LR functions.

    • Collaborates with HR Centers of Excellence (COEs) Talent, Total rewards, Medical Services, H&S, Leadership and Training, Culture and DEI, as required to design and execute HR strategies and initiatives.

    • Participates in developing and supporting the implementation of leadership development and management training to ensure colleagues have the skills and training to be successful in their roles.

    • Collaborates with store leaders to create personalized development plans that align with company requirements and individual goals.

    • Partners with store management on all non-violence and harassment discrimination cases.

    • Plays an active role in driving continuous improvement and best practices in HR, fostering a culture of engagement and commitment to ongoing progress.

    • Partner with the recruitment team and the business to develop proactive strategies to address the store's needs. Ensure stores are fully staffed with a diverse workforce, fostering an inclusive and progressive company culture and reflecting the communities in which we operate

    • HR Business Partners play a crucial role in ensuring that the interests of colleagues and the company are considered, following HR policies and applicable government laws and regulations, such as the ESA and Human Rights Code, to ensure a secure and protected work environment for all.

    • Support conversions and new store openings as required.


    Role requirements:

  • Equivalent combination of education and human resources experience; achievement of CHRP designation or post-graduate degree preferred

  • A strong foundation in human resources principles, practices, and laws is essential. This includes understanding areas such as talent acquisition, performance management, colleague relations, compensation and benefits, training and development, and employment law.

  • Active listening, critical thinking, problem-solving, and the ability to analyze complex HR issues and develop practical recommendations.

  • Excellent verbal and written communication skills. This includes presenting information clearly, facilitating discussions, and building rapport.

  • Building solid relationships with clients and stakeholders is essential. This involves being approachable, trustworthy, and able to influence. It also includes the ability to collaborate and work effectively with diverse teams.

  • It is essential to analyze data, identify trends, and draw meaningful insights. This includes using data to inform decision-making, evaluate the effectiveness of HR programs, and provide data-driven recommendations.

  • Having a solid understanding of change management principles and the ability to guide clients through change initiatives.

  • Understanding the business context, business strategy, industry trends, and the competitive landscape.

  • Commitment to ongoing learning and professional development is essential. This includes staying updated on HR trends and seeking opportunities to expand knowledge and skills.

  • Strong integrity in maintaining confidentiality and managing susceptible information.

  • Weekend and evening work as required including travel

  • Travel Required - Company car provided if eligible under the Loblaw fleet policy

Notre engagement envers la durabilité et l'impact social est un élément essentiel de notre façon de faire des affaires. Nous concentrons notre attention sur les domaines où nous pouvons avoir le plus grand impact. Notre approche de la durabilité et de l'impact social repose sur trois piliers - l'environnement, l'approvisionnement et la communauté. Nous recherchons constamment des moyens de faire preuve de leadership dans ces domaines importants. Nos valeurs ÊTRE - Engagement, Tient à coeur, Respect et Excellence - guident toutes nos prises de décision et prennent vie à travers notre culture bleue. Nous offrons à nos collègues des carrières progressives, une formation complète, de la flexibilité ainsi que les nombreux avantages compétitifs - voici quelques-unes des nombreuses raisons pour lesquelles nous sommes classés au palmarès des meilleurs employeurs du Canada, au palmarès des meilleurs employeurs pour la diversité au Canada, au palmarès des employeurs les plus verts au Canada et au palmarès des meilleurs employeurs pour les jeunes au Canada.

Si vous ne savez pas si votre expérience correspond à toutes les exigences ci-dessus, nous vous encourageons à postuler quand même. Nous recherchons des perspectives de candidatures variées, qui incluent des expériences diverses que nous pouvons ajouter à notre équipe.

Nous nous concentrons depuis longtemps sur la diversité, l'équité et l'inclusion, car nous savons que cela fera de notre entreprise un meilleur lieu de travail et de magasinage. Nous nous engageons à créer des environnements accessibles pour nos collègues, candidats et clients. Les demandes d'aménagement en raison d'un handicap (qui peut être visible ou pas, temporaire ou permanent) peuvent être faites à n'importe quel stade de la demande et de l'emploi. Nous encourageons les candidats à faire connaître leurs besoins en matière d'accommodation afin que nous puissions offrir des opportunités équitables.

Veuillez noter:
Les candidats âgés de 18 ans ou plus doivent effectuer une vérification des antécédents criminels. Les détails seront fournis lors du processus d’embauche.



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