HR Strategic Partnering Specialist
4 weeks ago
**Work Arrangement**: Hybrid
**Department**: Strategic Advisory Group
Pembina Pipeline Corporation is a dynamic energy transportation and midstream provider, serving customers for more than 65 years. Chances are, we do more than you think. We own pipelines that transport hydrocarbon liquids and natural gas products produced primarily in Western Canada. We also own gathering and processing facilities and an oil and natural gas liquids infrastructure and logistics business. Our operations along the hydrocarbon value chain allow us to offer a full state of midstream and marketing services to our customers in the energy industry.
We are an organization that cares not only about results, but how those results are achieved. Our organization is grounded in the values of Safe, Trustworthy, Respectful, Collaborative and Entrepreneurial. Cultivating a positive employee experience and promoting a diverse and inclusive environment where our employees feel engaged, recognized and empowered is foundational to our ambition of being an employer of choice. Learn more about our values and strategy.
We value the safety of our communities, customers, contractors and employees, and believe that all incidents are preventable. Compliance with all policies, procedures and regulations is a requirement, and our Life Saving Rules are basic rules that everyone should know and live by. Working for Pembina means working safely.
**Overview**:
Pembina Pipeline Corporation’s Calgary office is recruiting for a Specialist, Strategic Advisory to join the team. This position reports to the Senior Manager, HR Strategic Partnering in the Human Resources Service Unit (HSU), part of Pembina’s Corporate Services Division.
The Specialist, Strategic Partner plays a key role within the organization that focuses on aligning HR practices with the overall business strategy. And is responsible for developing and implementing HR strategies and initiatives that support the organization's goals and objectives.
**Responsibilities may include but not limited to**:
- Align HR initiatives with the organization's strategic objectives, contributing to the overall success of the business, and supporting the development and retention of a high-performing workforce;
- Collaborating with senior leaders to understand the organization's vision, mission, and goals, and developing HR strategies and plans to support them;
- Change management; Assisting in managing organizational change initiatives, including communication plans, programs, and employee support, to ensure a smooth transition;
- Employee Engagement: Developing and implementing initiatives to foster a positive work environment, improve employee satisfaction, and promote employee engagement and retention;
- Talent & culture strategy delivery;
- Executive coaching, Executive level team effectiveness, and Executive HR management in delivering effective and proactive solutions to sensitive/complex issues;
- Equity, Diversity & Inclusion strategy delivery;
- Organizational design/effectiveness including operating model design, talent strategy, and implementation;
- Proactively provide thought leadership to senior business leaders by:
- Developing and implementing fit for purpose people strategies aligned to achieving current business goals and scalable for realizing future objectives;
- Working directly with senior leadership to create value for the company ensuring people strategies and programs create equity and alignment to deliver on all business objectives;
- Act as the integrator and facilitator at senior leadership tables in the areas of Integrated Talent Management, Succession Planning, Workforce Planning, Compensation and performance programs;
- Be an active and visible, trusted coach to senior leaders by helping them identify and communicate the issues they face; take responsibility to effectively diagnose and address those issues; and commit to actions that resolve the root cause of issues, implementing sustainable solutions;
- Use data strategically - identify and surface trends in both qualitative and quantitative data to help improve organization health. Interpret complex analyses and tie back to business priorities; and
- Foster a diverse and Inclusive work environment.
**Qualifications**:
- Related experience, including 7+ years in a business facing senior HR strategic advisory level position;
- Post-secondary education in a relevant discipline (HR Management, Business, Psychology, or another applicable curriculum) would be an asset;
- Formal training in facilitation and executive coaching is considered an asset;
- Exceptional facilitation skills proven to further strategic planning sessions &/or mediation in executive conversations and identifying priorities, objectives, and action plans;
- Experience in developing and implementing large enterprise people strategies;
- Must have knowledge and experience in all functional areas of human resources;
- Proven ability to build credibility
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