Human Resources Business Partner

4 weeks ago

Lethbridge, Canada Volker Stevin Canada Full time

The Human Resources Business Partner (HRBP) plays a pivotal role in aligning People & Culture (P&C) strategies with the organization’s overall people objectives across multiple business units. This role requires a deep understanding of the business, strong strategic thinking, and excellent interpersonal skills. Acting as a trusted advisor to senior leaders, front-line leaders, and employees, the HRBP collaborates closely with the P&C team to deliver programs that are strategically aligned with both business and workforce planning goals. This role is team-centric and focuses on fostering a cohesive and inclusive workplace culture that supports both employee well-being and business success.

Position Accountabilities:
  1. Act as a strategic partner to assigned leadership teams within specific subsidiary businesses, focusing on planning and executing the people components of the business strategy. This includes driving organizational capacity, enhancing capability, improving people experience, and managing risk. Additionally, focus on fostering people performance and development to ensure high performance and alignment with the business goals.
  2. Address employee concerns, conflicts, and grievances in a timely and fair manner, while adhering to company policies and legal regulations.
  3. Coordinate and conduct termination meetings for field and office staff.
  4. Assist in ensuring employee data is maintained properly and accurately in the employee data platform.
  5. Stay up to date with labor laws, regulations, and industry best practices to ensure HR policies and practices are compliant.
  6. Advise managers and employees on legal and ethical matters related to employment.
  7. Assist in implementing compensation and benefits programs that attract, retain, and motivate employees.
  8. Provide guidance to business leadership on pay decisions, promotions, and salary adjustments in line with market trends and internal equity.
  9. Influence and support the development and delivery of programs, processes and services within the P&C team.
  10. Work collaboratively with Organizational Development team to create an integrated approach to employee development, talent reviews, succession planning and internal development and mobility to enable leaders to meet current and future workforce requirements.
  11. Champion the implementation of organizational development initiatives, such as leadership development, succession planning and training.
  12. Support the business in identifying high-potential employees and help create development plans to align with the organization.
  13. Assist in the implementation of the performance framework, such as annual reviews and ongoing feedback conversations.
  14. Partner with the Talent Acquisition team to assess recruitment needs around the acquisition strategy in development of workforce planning initiatives and collaborate with the Talent Acquisition Specialists to deliver relevant strategies.
  15. Provide change management consulting to support the successful execution of change.
  16. Leverage internal and external people trends to influence the business to deliver on the strategic plan.
  17. Gather feedback from clients regularly to ensure planning, projects, services, and support being provided aligns to business area needs.
Qualifications & Experience:
  1. Bachelor’s or College degree in Human Resources, Business Administration, or related field.
  2. Minimum of 5 years of progressive experience in human resources roles, with a focus on HRBP responsibilities.
  3. Strong knowledge of HR practices, employment laws, and regulations.
  4. Prior experience with annual compensation cycles would be an asset.
  5. Prior experience with unionized environments would be an asset.
  6. Excellent interpersonal and communication skills.
  7. Ability to build and maintain effective relationships at all levels of the organization.
  8. Problem-solving and conflict resolution skills.
  9. Demonstrated ability to think strategically and execute tactically.
  10. Proficiency in HRIS (Human Resources Information System) and Microsoft Office Suite.
  11. Travel required up to 20% of the time.
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