HR Business Partner

3 weeks ago

Calgary, Canada Calgary Drop IN & Rehab Society Centre Full time

Position Summary
The HR Business Partner (HRBP) will be responsible for developing employee engagement strategies, process improvements, managing employee investigations, employee relations issues, policies development and implementation. In this role, the HRBP will act as a strategic advisor to people leaders, providing coaching and counsel to functional stakeholders on HR solutions and programs. This position will be responsible for implementing people and leadership best practices and fostering a high-performance culture. The HRBP will develop an overall change management strategy for HR processes, by collaborating with other departments and agency leaders to support staffing and organizational design needs.
Time Commitment
This is a full-time position comprised of normal business weekday hours, however there will be requirements to be available and flexible from time to time outside normal business hours as the need arises. Schedule may be altered at the discretion of management.
Job

**Responsibilities**:

- Provide guidance to managers on employee issues such as progressive discipline, accommodation, employee relations, conflict resolution, and ensure compliance with applicable legislation.
- Develop and deliver end to end programs that align with the HR strategy and that drive engagement.
- Focus on process improvement ensuring employees and people leaders are at the forefront of our systems and processes.
- Lead investigations, provide insights and recommendations from investigations, and partner with people leaders to implement the outcomes.
- Identify common investigation themes and work with senior manager, HR to develop mitigation plans; track the progress of investigations and ensure all recommendations have been implemented.
- Work with people leaders on employee performance issues, providing support on performance development plans, and monitoring progress of plan with people leaders.
- Design and develop process documents for all HR processes, lead ongoing process improvements and reviews, with focus on policies understanding across the agency.
- Actively measure exit processes to appropriately tackle turnover and provide meaningful retention strategies and analysis of recruitment practices.
- Administer annual and bi-annual performance review process, supporting people leaders to meet review cycle deadlines
- Conduct compensation analysis based on internal & external factors, make recommendations, obtain alignment with leadership and budgetary guidelines, and execute accordingly
- Facilitate employee lunch and learns on HR policies and processes to aid understanding and increase awareness of DI policies and HR processes.
- Develop and maintain effective HR metrics to measure and support the HR service delivery model
- Provide coaching, development, support, and direction to the HR Advisors
- Collaborate with people leaders using compensation strategies that are focused on attracting and retaining talents for the Agency.
- Partner with Senior Manager, HR to lead change management initiatives, assess the scope and impact of change to the Agency, engage and influence stakeholders to achieve desired outcomes.
- Design and implement employee engagement strategies and programs that would enhance culture, engagement levels and increase retention.
- Support leaders in identifying opportunities to enhance employee engagement, onboarding and retention; designing HR programs to meet the specific needs.
- Partner with the Agency leaders to identify talent gaps and propose and implement changes necessary to address risks.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
- Build trusting relationships, ability to manage difficult conversations and influence outcomes with leaders through deep knowledge and understanding of the Agency needs.

Required Competencies and Qualifications

**Education and Experience**:

- Bachelor’s degree in human resources, labour, or industrial relations or related field of expertise
- Chartered Professional in Human Resources (CPHR) designation is required.
- Minimum of seven (7) years of experience in Human Resources, with at least five plus (5+) years of experience in progressive HR business partnership experience, and in managing investigations and employee relations issues.
- Comprehensive knowledge of all aspects of Human Resources, including employee relations, compensation, talent acquisition, policy & program development and implementation, diversity & inclusion, and employee engagement programs.
- Familiarity and understanding of employment laws, provincial employment standards and compliance issues.
- Proven experience in leading organizational change management using methodologies and techniques.
- Experience coaching people leaders, employees on HR related issues

**Skills and Abilities**:

- Well-developed communications skills with the ability to relate

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