Human Resources Business Partner

2 months ago

Winnipeg, Canada Wellington-Altus Private Wealth Inc. Full time

**Human Resources Business Partner**

**Location**:This in-office position will be based at our Winnipeg office.

**Our organization**:
Founded in 2017, Wellington-Altus Financial Inc. (Wellington-Altus) is the parent company to Wellington-Altus Private Counsel Inc., Wellington-Altus USA Inc., Wellington-Altus Insurance Inc., Wellington-Altus Group Solutions Inc., and Wellington-Altus Private Wealth Inc.—the top-rated* investment dealer in Canada and one of Canada’s Best Managed Companies. With more than $35 billion in assets under administration and offices across the country, Wellington-Altus identifies with successful, entrepreneurial advisors and portfolio managers and their high-net-worth clients.
- _Investment Executive 2024 Brokerage Report Card._

**The opportunity**:
Reporting to the Manager, Human Resources, the Human Resources Business Partner provides guidance and advice on Human Resources functions as well as strategic and timely support in day-to-day HR activities to leaders and employees of Wellington-Altus. The Human Resources Business Partner also acts as the point of contact for employees on Human Resources-related matters while escalating to the applicable leader when appropriate.

Additionally, the Human Resources Business Partner leads and participates in various projects and initiatives to continually support Wellington’s strategic imperatives and acts as a leader amongst the team to support other HR team members as required.

**Key responsibilities include**:

- Coaching and Consulting Business Leaders and Investment Advisors
- Conducting weekly or bi-weekly meetings with respective business leaders to provide HR advice and guidance when appropriate.
- Maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Partnering with legal department as needed/required.
- Providing guidance on the implementation of HR processes and policies.
- Providing day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
- Reskilling and upskilling: identifying training needs and assist the Learning & Development function in aligning training programs with business objectives.
- Working together with management and employees to solve conflicts and help facilitate positive employee relations, maintain a good working environment, building morale, and decreasing unwanted turnover.
- Providing guidance and input on business unit restructures, workforce planning and succession planning.
- Data Literacy
- Acting as a back up to HRIS Specialist.
- Understanding data interpretation, collection, and creation.
- Possessing an ability to read and interpret dashboards and reports containing complex data.
- Understanding of HR analytics techniques to analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
- Having familiarity with data collection methods, both quantitative and qualitative.
- Having the ability to set up and track relevant metrics and KPIs and use them to drive business results.
- People Advocacy
- Being a people champions who advocate for employees and push back when needed.
- Supporting employees through a variety of HR needs using confidential discretion having a solid legal knowledge to best support the workforce and the business.
- Supporting employees before, during and returning from leaves.
- Business Acumen
- Understanding of finance principles, risk and reward, and business outcomes.
- Understanding of the industry to partner effectively with the respective business leaders in making salary and headcount decisions.
- Building appropriate business processes to keep all involved parties on task, prevent errors and provide efficiencies.
- Having a demonstrated ability to research information and present findings and recommendations.
- Organizational Culture
- Helping build and maintaining a strong organizational culture, as well as continuously improving the employee experience.
- Providing advice and suggestions for culture-related initiatives, such as cultural transformation.
- Implementing HRM interventions on employee wellness, diversity and inclusion, or talent management.
- Performing other duties as assigned.
- Post-secondary education in Human Resources, a bachelor’s degree, diploma or certificate or in a field related to Human Resources Management, organizational studies, or business management/administration.
- 3 - 5 years’ experience in the role of an HRBP in the financial industry, preferred.
- Experience resolving complex employee relations issues, working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and respective employment laws.
- Strong understanding of HRIS systems, and an ability to run reports and navigate system.
- Fluency in pay

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