Human Resources Business Partner

2 months ago

Calgary, Canada Mosaic Primary Care Network Full time

HUMAN RESOURCES BUSINESS PARTNER (HRBP)

**Status**:Regular Full-Time (1.0 FTE)

**Reporting To**:Manager, HR and Labour Relations

**Date Available**:Negotiable

**Hours of Work**:7.75 hours per day, 38.75 hours per week

**Exempt/Non-Exempt**:Exempt

**Program**:Human Resources

**Salary Range**: $74,000 - $96,000

**Closing Date**:Open Until Filled

**About Us**

Mosaic Primary Care Network (PCN) provides a wide range of primary health care services in the northeast and southeast Calgary communities in partnership with a group of family doctors. Our talented interdisciplinary health care teams work together to provide services that best support patient needs.

We want YOU to bring your expertise to our growing team as we continue to develop solutions to meet the needs of our local community. If you have initiative, are resourceful, engage easily in teamwork, and most importantly, want to make a difference in healthcare, we want to hear from you

**Position Summary**

Reporting to the Manager, Human Resources and Labour Relations, the Human Resources Business Partner (HRBP), serves as a strategic partner to Mosaic PCN leadership providing coaching, advice, guidance and strategic insight to develop and maintain high-performing teams that positively impact the organization's short and long-term goals and strategies.

The HRBP plays a pivotal role in the development and end-to-end delivery of HR strategies, programs, policies, plans, and initiatives. They provide credible and expert advice and coaching on a wide variety of complex and routine matters. The HRBP provides practical solutions which are legislatively compliant, while creating and maintaining an effective, safe, and respectful working environment. A key contributor in navigating organizational change, the HRBP supports leaders in a dynamic unionized working environment. A key contributor in navigating organizational change, the HRBP supports leaders in a dynamic unionized working environment. The HRBP also acts as a mentor supporting other members of the HR team.

This position requires an experienced, proactive results-oriented professional who has broad-based expertise in all facets of HR including: Talent Management, Employee and Labour Relations, Classification and Compensation, Performance Management, Progressive Discipline, Ability Management and Workplace Accommodations. The HRBP must be an effective communicator, who can build strong effective trust-based working relationships at all levels. They must balance competing interests focusing on organizational excellence while maintaining effective resolution focused relationships with union representatives. Strong analytical and interpretive skills, the ability to exercise sound judgement and decision-making skills in a wide variety of situations are also key.

**Key Responsibilities**

Employee and Labour Relations
- Provides guidance and consultation regarding collective agreement interpretation, problem-solving, dispute resolution, and regulatory compliance. Strives to resolve internal conflict informally through appropriate conflict management techniques as appropriate, escalating where necessary.
- Investigates and undertakes fact finding inquiries related to performance concerns, complaints, harassment allegations, or other employee concerns.
- Monitors ongoing labour relations issues, identifies trends or bargaining unit concerns, proactively brings these to the surface and mitigates risks.
- Escalates matters as necessary to the Manager, HR and Labour Relations.

HR Programs, Policies, Procedures and Guidelines
- Contributes to the continuous improvement of HR policies, programs, initiatives and guidelines complying with legislation and incorporating or adapting industry best practices as appropriate.
- Reviews, recommends, and implements changes to HR processes.
- Maintains accurate record keeping and documentation to ensure business continuity.
- Prepares internal training presentations, creating tools and templates and proactively educating leaders.

Compensation & Classification
- Conducts job analysis and assists with job description development for both unionized and exempt roles.
- Ensures updated job descriptions are created and maintained for all unionized and exempt roles.
- Documents classification decisions and communicates with internal and external stakeholders as required.
- Conducts comparative research, market analysis, salary surveys and provides recommendations on unionized wage grids as required.
- Supports compensations and/or total rewards projects as required.

Talent Management
- Identifies and addresses trends that affect morale, effectiveness, turnover, absenteeism, productivity and staff satisfaction.
- Establish best practices to support a recruitment strategy, focused on sourcing strategies, social media, processes, tools, templates, technology, interview and assessment techniques, selection criteria, etc.
- Supports the HR team with the effective executio

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