Human Resources Business Partner

7 months ago

Hamilton, Canada The Salvation Army Full time

**About The Salvation Army**

**Mission Statement**

The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

**Vision Statement**

We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

**Core Values**

The Salvation Army Canada and Bermuda has four core values:
**Hope**:We give hope through the power of the gospel of Jesus Christ.
**Service**:We reach out to support others without discrimination.
**Dignity**: We respect and value each other, recognizing everyone’s worth.
**Stewardship**:We responsibly manage the resources entrusted to us.

**About the Position**

The Human Relations function is committed to creating a work environment where people experience:

- Meaningful work;
- A sense of hope and optimism;
- An environment of trust; and
- Inspired results.

The HRBPs execute the HR strategy, tailoring solutions to Divisional/ MU needs, deliver mission partner solutions and programs at the MU-level and support performance management and mission partner cycles. They also support leaders with specialized HR advice and collaborate with the Service Centre on escalated inquiries and transactions.

**KEY RESPONSIBILITIES**:
**HR Strategy**
- Collaborate with senior management to implement HR strategies, policies and programs that align with the organization's goals
- Effectively communicate HR policies and programs to management and people leaders enabling them in resolving issues and making informed people decisions throughout the organization.
- Assist in identifying the measures and metrics required to evaluate the effectiveness of HR strategies
- Providing regular inputs for improvement of HR policies and programs

**Job Description Management**
- Support in requesting a new job description
- Collaborate with stakeholders to determine if a job description exists within Workday; where a job description does not exist within Workday, work with leaders to develop the job description using existing tools and templates
- Leverage existing, standardized templates and job description details
- Work with leaders on job descriptions as input to job evaluation and re-evaluation
- Publish the job descriptions

**Performance Management**
- Assist in the implementation of the performance management cycle. Communicate performance management timelines to stakeholders in a clear and timely manner and support in the delivery of communications, where required Identify the measures and metrics needed to assess program and process effectiveness for performance management to ensure the program is being used effectively and opportunities for improvement are being addressed
- Measure program/service effectiveness at MU locations by analyzing quantitative and qualitative data and comparing results against expected objectives and scorecards for performance management
- Support in relaying the relationship between performance and compensation differentiation
- Support Managers and Directors in effectively managing the performance review cycle, including the development and implementation of performance improvement plans

**ER/LR**
- Respond to ad-hoc leader and employee questions/complaints related to employee & labour relations
- Liaise feedback from people leaders to the Healthy Workplace CoE to offer MU-specific insights that ensure preparedness for collective bargaining and strikes.
- Pending signed CBA, support the interpretation of new collective bargaining terms and communicate to the appropriate leaders and members of the HR Organization to ensure all changes are implemented accurately, effectively and in a timely manner.
- Collaborate with CoE to determine the grievance strategy for mediation/arbitration. Take the appropriate steps to resolve grievances. Work with the CoE to review grievances, and evaluate if any additional support is required.
- Participate with the CoE in mediations /arbitrations with Union partners and administer and store grievance documentation.
- Mitigate organizational people risks and ensure HR compliance with local legislation and regulatory requirements
- Receive, manage, and resolve misconduct, non-compliance, and support in steps for corrective action from Managers, Directors, and / or the Union. Review and assess cases or investigations outcomes.
- Notify the CoE and support by taking the appropriate steps identified to manage the misconduct, instance of non-compliance, and / or steps to take corrective action.
- Support Managers/Directors in determining the appropriate corrective action (i.e., settlement, terminations, suspensions, etc.). Record the corrective action approach taken. Monitor and record progress for future evaluation.
- Support and finalize investigations to determine appropriate corrective action for misconduct/non-compliance (i.e. terminations, suspensions, etc.)
- Support investigations into the

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