Manager, Human Resources Business Partner

2 weeks ago

Scarborough, Canada Canada Post - Postes Canada Full time

Job Requisition Id: 166924
Business Function: Human Resources
Primary City: Scarborough
Other Location(s):
Province: Ont. - GTA
Employment Type: Full-Time
Employment Status: Temporary. This is a 12 month term opportunity with the possibility of extension or permanency.
Language Requirement: English Essential
Employee Class and Level: CPMGA02
Number of Vacancies 1
Hours of work: Shift 1 is 11pm to 7am and shift 3 is 3pm-11pm
Job Closing Date (MM/DD/YYYY):03/22/2023

**Responsibilities**:
Below are the main job requirements and responsibilities for the Manager, HR Business Partner (Field).
- Leads, manages, and develops a team of HRBP Officers who act as primary points of contact for the implementation of various HR programs and initiatives to the clients. Conducts ongoing performance coaching to identify needs for skills development and development plans. Acts as an HRBP to senior management client groups.
- Fosters a collaborative work environment, where team members are engaged, motivated, and committed to their objectives. Supports development opportunities for team members and ensures solid and effective understanding and alignment of individual and team goals, along with regional/national business and HR priorities.
- Embodies and promotes the Corporate Leadership Behaviours and Values to support the company’s mission and vision when dealing with all stakeholders, both internal and external.
- Acts as partner, people champion and change agent, while aligning business strategy with HR services and solutions. Works closely with clients to provide the HR/people perspective to business changes; evaluates and contributes the “people perspective” to business cases, ensuring impacts are addressed and resolved to ensure successful implementation. In partnership with clients, works on setting priorities, driving values and delivering business results.**Job Responsibilities (continued)**:

- Manages transformation and change, ensuring the capacity for change. Identifies change management issues and works with the business leaders and HR centres of expertise to develop and execute change management strategies and solutions on behalf of the business leader.
- Leverages identified client trends and metrics related to the local performance of people and related metrics, while working with HR SMEs to influence, develop or enhance company-wide and/or customized solutions, programs, practices, and policies where required.
- Promotes awareness, provides guidance, and identifies opportunities to improve compliance with Legislated Programs, policies, and processes, such as Human Rights, Conflict of Interest, et al. Works with HR centres of expertise and business leaders to identify risks and opportunities, and develop effective solutions and action plans.
- Drives HR processes in the region for employee performance improvements, attrition risk & analysis, talent retention, workforce management and talent & succession planning to align business priorities with people needs. Supports the organization to be future-ready and mitigate risk by focusing on the existing workforce in the organization and prepare them for the future. Areas may include the following: attrition risk/retention plans, reskilling and upskilling, including identifying training needs and engaging the National L&D function in aligning programs with business objectives; strategic workforce planning for the future and succession planning, including supporting the development of key talent to fill critical roles.
- Supports the client leadership team in building and maintaining a strong organizational culture, as well as continuously supporting the improvement of the employee experience and employee engagement. This includes activities such as providing advice and suggestions for culture-related initiatives, supporting the employee engagement survey and related action plans in partnership with the clients and implementing HR actions focused on employee wellness, equity, diversity and inclusion, talent management, etc., as required.
- Assists the client to prevent and resolve HR related issues at the earliest possible point, by coaching on conflict management techniques such as early resolution. Brokers the assistance of HR SMEs, colleagues and/or functional process and policy owner(s) when needed, while adhering to the current policies and processes (e.g., Workplace Violence & Harassment).

**Qualifications**:
**Education**
- Completed post-secondary, preferably in a related field such as Human Resources Management, organizational studies, labor relations and/or business management/administration OR a combination of equivalent professional experience and training.
- Chartered Human Resources Professional designation and/or Human Resources Management Certificate are considered strong assets for this role.

**Experience**
- 3 to 5 years of relevant functional experience
- 2 or more years’ experience managing people
- 2 or more years’experience in a uni

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