HR Business Partner

5 months ago

Calgary, Canada PepsiCo Full time

Overview:
**Responsibilities**:
**In this role, you will**:
Support and execute on the HR agenda in the areas of staffing, capability, leadership development, employee engagement initiatives, change management, workplace investigations and employee relations. Specific focus areas include:

- Establish credibility and influence members of the management team as well as front line employees.
- Provide coaching and guidance to Managers to enhance their leadership & employee/labour relations skills
- Provide employee relations support for both unionized and non-unionized workforces; including supporting with collective bargaining negotiations, labour management meetings; completing investigations and grievance procedures; and providing guidance on the overall administration of the Collective Bargaining Agreement (CBA).
- Consult with managers to assess resourcing requirements to develop and execute staffing plans including execution of our co-op and campus programs.
- Provide support to managers in the performance management process.
- Support the execution of health and safety initiatives.
- Support and guide team regarding Company policies, HR programs administration and interpretation to ensure policies and procedures are handled consistently and in a timely manner.
- Ensure activities are in compliance with all provincial and federal employment laws and regulations (ie. ESA, Human Rights, Ministry of Labour).

Qualifications:

- Bachelor's Degree required, preferably in Business or Human Resources
- 2 - 3 years of experience as an HR Business Partner/HR Generalist managing frontline associates
- Demonstrated professional maturity and ability to act as a change leader
- Strong leadership skills and the ability to influence the decision-making process at all levels
- Strong analytical and problem-solving skills
- Must be a confident communicator, (including both written and verbal) and able to effectively present to all levels of the organization.

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