N.P.A. | HR Business Partner

10130 – 21 Street, Edmonton, Alberta T6P 1W7 Telephone: (780) 467-7701 N.P.A. is one of Western Canada’s largest paving contractors, with over 700 employees providing products and services throughout Alberta, Saskatchewan and the Northwest Territories. Our equipment fleet and shops are among the most modern in the industry. We pride ourselves on our workforce and place a high value on a workplace where people are challenged and respected every day. Position Summary This is an 18‑month maternity leave coverage position. Reporting Structure Reporting directly to the Vice President – N.P.A. and the HR Director – Colas Western Canada (Matrix), the Human Resources Business Partner (HRBP) provides strategic HR direction to the company’s leadership team and business units in Alberta, Saskatchewan and the Northwest Territories. Key Responsibilities As part of N.P.A.’s Senior Management Team, the incumbent is responsible for the support and deliverables related to human resources at the Corporate and Operational level. Strategic Planning Support the company’s strategic plan in partnership with senior management and operations management. In alignment with Colas Western Canada Inc. strategy, develop and implement annual human resources goals, initiatives and priorities. Ensure the Management Team assesses future workforce needs and organizational requirements through succession planning, turnover analysis and demographic analysis. Workforce Planning Partner with division leaders on strategic and annual plans at the company level. Translate business needs into short‑term (1‑2 years), medium‑term (2‑3 years) and long‑term (3‑5 years) workforce plans. Develop and update job profiles proactively and design recruitment strategies for upcoming roles. Talent Acquisition Align recruitment needs with workforce plans. Direct the company recruitment and selection program in collaboration with the Talent Engagement Partner. Build formal relationships with area universities, colleges and technical schools as a source of future employees. Onboarding Design programs to enable faster integration of new and diverse talent. Organize and facilitate regional start‑ups (mass orientations) for seasonal workforce. Employee Development Coordinate and facilitate employee development campaigns such as performance management, talent management and learning & development. Analyze talent evaluation and performance reviews to identify high potentials, high performers, strengths, development needs and gaps. Coach leadership and operations managers through performance management and talent evaluation cycles. Develop individual development plans (IDPs) and track completion of action items. Oversee training and development planning for the company. Support management in determining appropriate training strategies and priorities for hourly and salaried employees. Retention and Engagement Plan and coordinate deployment of the annual engagement survey for the company and regional units. Develop action plans to optimize strengths and address deficiencies, strengthening the company’s position as an employer of choice. Collaborate with Colas Western Canada Inc. to implement employee retention and engagement programs. Safe and Productive Work Environment Provide guidance on best practices and policy interpretation in collaboration with HSE, WCB and Legal. Facilitate investigations to manage legal liability through due process in partnership with the HR Director and Legal. Change Management Anticipate business challenges and adapt HR delivery proactively with HRD, Talent Engagement Partner and Employee Experience Manager. Identify best practices across units and ensure consistent application, in alignment with Colas Western Canada Inc. Corporate Governance Mitigate legal liability by ensuring compliance with legislative and contractual obligations in partnership with Legal Counsel. Monitor compliance with company policies, code of ethics and compensation philosophy. Maintain accuracy and integrity of employee transaction data such as leaves, layoffs, recalls and rehires. Present annual HR dashboard highlighting metrics and trends to leadership and HR Director. What you bring A degree or diploma in Business Administration and/or a Human Resources discipline; CPHR designation preferred. 7+ years of relevant HR experience within a department, with at least 5 years in an HR generalist capacity. Experience working in a unionized environment and strong labour relations capability. Proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint) and HRIS. Ability to influence and establish rapport with senior management and staff across business units. Experience working with both structured and unstructured, matrixed organizations. High energy, strong work ethic, resilience and results orientation. Knowledge of labour relations, employment standards and human rights legislation. Willingness to travel to various business units. Valid driver’s licence and vehicle to support travel requirements. N.P.A. is pleased to offer a competitive wage and comprehensive benefits, including a pension plan, educational assistance, and excellent opportunities for professional growth. We thank all candidates for their interest; only those selected to move forward will be contacted. #J-18808-Ljbffr