Human Resources Business Partner

6 months ago

Cambridge, Canada Glen Dimplex Americas Full time

About Us

Focused on leading the transition to a sustainable future, Glen Dimplex Americas is enhancing the moments that matter in life with a commitment to delivering the best design and efficiency in the areas of temperature control and comfort creation. With operation throughout North America the success of the Glen Dimplex Americas organization is a testament to the strength of our people and investment in innovation and technology.
Our portfolio of industry recognized brands includes Dimplex, Cadet and Faber. Together these brands provide complete product offerings in the residential and commercial comfort categories, ranging from electric heaters, to fireplaces and controls.

Glen Dimplex Americas is a division of the Glen Dimplex Group - the world's largest manufacturer of electrical heating, which holds significant global market positions in domestic appliances, heating, cooling, ventilation, and renewable energy solutions. Headquartered in Dublin, Ireland the Glen Dimplex Group privately owns over 40 brands with operations in 80 countries.

The Opportunity
The HR Business Partner (HRBP) will work closely with managers and employees in their client group as a strategic business partner and trusted advisor to determine and address business needs. They will make recommendations based on the analysis of requirements, utilization of best practices, formulation of recommendations and solutions, developing plans, and monitoring results. The HRBP will report directly to the Human Resources Manager and support a corporate client group including but not limited to departments such as engineering, customer service, supply and demand planning, and finance.

**Position Responsibilities**:

- Provide sound technical knowledge of the human resources disciplines including employee relations, legislation, compensation, and performance management
- Ensure compliance with legal requirements and government reporting regulations affecting human resources functions (policies and procedures are aligned)
- Consult and provide guidance to managers and employees on human resources functions, issues, and projects
- Lead and administer the performance management program to support employee development and performance to meet company objectives
- Reply to inquiries regarding policies, procedures, and programs
- Assist and coach managers to acquire skills and knowledge for effectively handling and resolving employee issues and managing change; identify and anticipate issues and risks; manage possible actions to mitigate impact to the organization
- Deliver coaching, guidance and support relevant to the needs of the business in areas such as, but not limited to: Leadership Skills, Performance Management, and Compensation policies
- Assist with leadership assessments and gap analysis tools and provide assistance with identification of development opportunities
- Responsible to manage STD/LTD/Workers Compensation claims and coordinate return to work programs
- Provide support, education and communication to employees on benefits, pension, and compensation
- Oversee the annual compensation review and ensure philosophy aligns with market competitive trends and internal consistency
- Manage the Rewards & Recognition program
- Responsible for HR reporting and analysis; use data to trend and determine action items; review and analyze Employee Survey data as required
- Responsible for managing employee HRIS in partnership with the HR Coordinator
- Lead and develop best practices for Recruitment, Selection, Hiring and Onboarding
- Administer job description and job posting process
- Meet with all new hires and support the HR Coordinator with conducting HR orientations as needed
- Identify and support policy & process improvements
- Identify areas for improvement throughout the organization
- Promote corporate initiatives through training and employee development
- Knowledge of HR Legislation; support compliance with Federal, Provincial, and local employment rules, regulations, and laws
- All other duties as assigned

What You Need
- University degree in Business, Industrial Relations and/or Human Resources with a minimum of three (3) years of solid hands-on working experience in a dynamic HR environment
- CHRP/CHRL and/or equivalent designation preferred
- Experience in a manufacturing or distribution organization preferred
- Demonstrated ability to collaborate effectively and independently with individuals at various levels is required
- Strong attention to detail and excellent organizational skills are required
- Excellent knowledge of applicable legislation
- Proven dedication to internal/external customers’ needs
- Demonstrated focus on results and business/operational improvements
- Proven ability to set and achieve objectives
- Desire to work in a team environment
- Prior work experience in all fundamental areas of HR an asset:

- Employee Relations
- Recruitment & Selection
- Compensation & Benefits
- HR Law
- Performance Manage

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