Employee Engagement Specialist

3 weeks ago

Stoney Creek, Canada Pine Villa Care Centre Full time

Do you have a passion for making a difference?

Making every moment matter is about improving all the things that make life enjoyable. Things like making someone feel better, making connections with them or for them with other residents, showing them a new song, or even just giving them something to look forward to.

At Pine Villa Care Centre, we are passionate about providing compassionate care for families' loved ones, where the residents of our home come before anything else. Our values follow a ‘People’ focused philosophy, Participation ~ Excellence ~ Openness ~ Performance ~ Longevity ~ Efficient Use of Resources. This philosophy can be seen in every aspect and level of our home.

Since Pine Villa Care Centre opened, we have offered a community within a community that people were happy to call ‘home’. We pride ourselves in this community connection, our philosophies, and the feeling of comfort that can be felt as soon as the door opens.

Position Overview

Reporting in a matrix environment to the Executive Director and Manager, HHR, the Employee Engagement Business Partner leads and manages the people engagement strategy-related agenda with the business unit and Home/Community leadership including leading and HHR change management projects. This role is a key point of contact for operational leadership that ensures that their decision-making aligns with HHR best practices.

This position would require the successful hire to work on-site at Pine Villa Care Centre.

Responsibilities of the Employee Engagement Business Partner at Pine Villa Care Centre

Individual Development Plans (IDP), Succession Planning & Leadership Development- Oversee and maintain the performance management review process (IDP) at the Homes/Communities- Partner with the Staff Development Coordinator and leadership teams to analyze IDP data and identify goal and development needs within the Home/Community- Provide strategic support regarding succession planning, leadership development, and workforce planning- Partner with Home/Community leadership teams to analyze workforce, demographic, and attrition data and suggest areas of focus or improvement- Partner with the talent acquisition team members and Homes/Community leadership teams to utilize succession and emerging leaders pipelines to fill roles- Manage, deliver and facilitate team member read-backs and team workshops as they relate to the team’s needs through the use of the behavioral and cognitive assessment software

Engagement & Well Being- Oversee the onboarding process for new team members in the Home/Community- Oversee the employee survey processes including the annual employee engagement survey, exit & onboarding, and on-demand surveys. Analyze trending and partner with Home/Community leadership to support action plans- Conduct management exit and onboarding surveys at the Homes/Communities. Analyze trending and report findings to senior management- In collaboration with the HHR team and Homes/Communities, develop and implement engagement and retention initiatives across Homes/Communities- In collaboration with the Manager, HHR develop and implement well-being and recognition initiatives across all Homes/Communities- Co-Chair the Health and Well-Being Committee at the Home/Community level and incorporate the Employee and Family Assistance Program (EFAP) platform

Recruitment Life Cycle-
- Lead job requisition gathering sessions with Home/Community leadership team to determine the appropriate knowledge, skills and capabilities requirements prior to post- Plan interview and selection procedures, including targeted search strategy- Ensure recruitment activity is updated regularly in the ATS, reporting on hiring metrics, trends, successes and challenges-
- Understand hiring forecasts based on analysis of recruitment and attrition data- Develop strong partnerships and relationships with hiring managers across the business unit and within the Homes/Communities- Other duties as assigned

Systems- Maintain effective HRIS/LMS technology and related tools so that internal service delivery is optimized- Ensure all users are trained and understand how to use and optimize the system(s)- Audit processes, data, and user experience(s) and recommend improvements- Keep abreast of innovative HR technologies and platforms

HR Processes and Policies- Support all HHR matters including interpretation of HR policies and procedures, employment legislation, compensation, performance management, leadership development, and engagement & well being- In collaboration with the Regional Directors, Operations, and Clinical Leads, align HHR practices, programs, and initiatives and update as changes are made. Identify strategies for continuous improvements- Ensure compliance with employment legislation in the Homes/Communities

Other Duties- Drive communication to help facilitate the change management process throughout the Homes/Communities. Assist leaders and team members in understanding and s

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