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Human Resources Business Partner
4 weeks ago
Valard, is Canada’s premier utility contractor, as well as head of the Valard Group of Companies AND part of the Quanta Group, the largest electrical power contractor in North America. Valard has full-service capabilities for transmission, distribution, substations, foundations, telecommunications, and renewable energy.
**Strategic HR Partnership**
- Collaborate with senior leaders to develop and execute HR strategies that support organizational goals and drive business performance.
**Labour Relations**
- Serve as the main company contact for the Union on the project site.
- Provide support and direction to on-site management and field employees.
- Actively participate in site committees or meetings, representing Valard and facilitating communication among all stakeholders.
- Prepare and submit reports as required for various stakeholders and executive management.
- Handle initial stages of grievances efficiently.
- Lead investigations into alleged breaches of the collective agreement, company policy or legislation.
- Coach and mentor supervision on effective management practices within unionized environments.
**Employee Relations**
- Coach management staff on various employee relation issues, including progressive discipline, interpretation of HR policies and processes, interpretation of Valard policies, and understanding of employment and labour legislation.
- Provide coaching to management staff on the termination process, covering aspects such as determination of severance, terms and conditions, and outplacement, in consultation with relevant legislation.
- Provide recommendations to management on employee relation issues aligned with applicable employment legislation to effectively manage potential risks.
- Establish and maintain employment relationships and rapport with all departments and personnel.
- Provide consultation to managers and supervisors in addressing performance concerns through disciplinary/non-disciplinary actions as appropriate. Participate or lead formal and informal employee investigations and offer effective recommendations for resolution.
- Acts as primary contact for day-to-day HR site employee issues.
- Collaborates with appropriate company resources to resolve any potential or actual litigation or legal issues.
- Supports and leads implementation of corporate Human Resources programs and policies for the business.
**Recruitment and Staffing**
- Collaborates closely with hiring managers to develop comprehensive position profiles aimed at attracting highly qualified applicants.
- Develops and implement a strategic recruitment plan designed to attract top-tier talent that aligns with the specific requirements of each position.
- Manages all aspects of the recruitment process, from pre-screening and interviewing to reference checking and facilitating pre-employment requirements.
- Provides advice and assistance to management and applicants regarding recruitment processes and procedures.
- Conducts new hire orientations, reviews new hire paperwork, and provides comprehensive information on company policies, benefits programs, and other corporate initiatives.
**Performance Management**
- Support and coach managers in performance management processes, include goal setting, performance reviews and development plans.
- Provide guidance on addressing performance issues and improving overall team performance.
**Policy Management**
- Ensures adherence to federal, provincial, and local employment laws, regulations, and recommended best practices. Regularly reviews policies and practices to uphold compliance standards.
- Creates policies as required, aligning them with relevant legal requirements and industry best practices.
**Compensation**
- Collaborates with department managers and supervisors to create, audit, and update job descriptions, ensuring accuracy and alignment with organizational needs.
- Processes wage adjustment and wage assignment forms as per established process.
- Works closely with management on requests related to compensation issues, offering support and guidance as needed.
- Prepares communications related to compensation programs, including letters to employees regarding wage adjustments, ensuring clear and effective messaging.
**HR Analytics and Reporting**
- Analyze HR metrics and trends to identify areas of improvement.
- Prepare reports and presentations for senior leadership, providing insights and recommendations based on data analysis.
**Communication**
- Develops and maintains relationships with local organizations, recruitment agencies, Benefits Brokers, Benefits Provider, educational institutions, and learning and development providers
- Coordinates and collaborates with the payroll department, particularly in relation to new hires and pay-related changes and updates, ensuring seamless integration and accuracy.
- Updates and maintains SharePoint as a centralized hub for HR information and communication, facilitating efficient access to relevant re
