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Human Resources Business Partner

7 months ago

Chalk River, Canada Canadian Nuclear Laboratories Full time

Can you see yourself providing first-level consultative services and support to the various business units of our organization? Does being responsible for the implementation and execution of HR programs, including employee/labour relations, talent management, performance management, succession planning, and organizational change, sound appealing to you? Are you seeking a role that will challenge you? If you answered yes, then this may be the job for you

**What will you be doing**
- Coaching, supporting, challenging the norm alongside the business leaders
- Understanding the business and the mission’s strategy and bringing HR expertise to support those goals
- Adapting and executing best practices in all HR functions to enable a high-performing workforce that contributes to the organization’s strategic growth
- Understanding, communicating, and following up on employee engagement and enablement plans, providing consultative expertise and proactive advice to management on organizational and HR matters relating to employee/labour relations, performance management, organizational development, and succession planning
- Supporting and overseeing the daily direction of the HR Generalist and Coordinator(s) where applicable (playing a key mentorship role to less experienced team members)
- Working with HR Integrated Services to ensure they can address employee inquiries regarding company programs, benefits, and services, payroll inquiries, etc.
- Supporting the development, tracking, and dashboarding for HR Metrics
- Overseeing audits to ensure the accuracy of employment information submitted to payroll and processed in the system
- Navigating through HRIS (Oracle) effectively to provide timely support to managers/employees
- Completing ad hoc reports as requested
- Training others / aiding others as required on how to navigate through systems (ex. Oracle, ATOM, MyCNL, ServiceCNL etc.)
- Working with business and Talent team to defining (new) role requirements, advising clients on existing role requirements, approving role profiles as required, and conducting job analysis
- Assisting the Talent team to create the recruitment & selection strategy
- Providing strategic workforce planning support, when applicable
- Interviewing alongside hiring managers, as required
- Facilitating movement of people talent within the organization based on operational changes and needs
- Participating in organizational development plans and ensuring corporate consistency
- Supporting managers and employees with performance management and objective setting throughout the year
- Providing advice, council, and feedback on performance management strategy, ensuring business needs and individual objectives are linked
- Facilitating training or in-house learning sessions for managers and employees as required
- Facilitating Talent Reviews (9-box) and ensuring appropriate follow-up on actions
- Supporting the careers of key/high-potential individuals, ensuring their engagement and retention
- Leading and partnering with management for effective succession planning
- Ensuring training needs for the business are evaluated and appropriate training selected & rolled out
- Supporting succession management initiatives
- Supporting the roll-out of various CNL talent initiatives as required
- Taking part in new/developing HR initiatives as required
- Overseeing Employee Recognition programs - Service Awards, etc.
- Providing human resources policy information and interpretations to collective agreements and/or legislation and company policies & procedures, to internal customers on human resources matters including but not limited to relocation, compensation, terms and conditions of employment, terminations, and strategy planning
- Working closely with applicable business lines to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner, ensuring balance between organizational and employee needs
- Effectively managing situations/conflicts, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
- Being the advisor or coach in difficult situations to guide the managers on how to solve the situation
- Conducting investigations, producing final report drafts for approval by Director, and dealing with grievances as required
- Leading the first steps in the grievance process
- Conducting layoffs/terminations as required, working with terminated employees during negotiations if applicable
- Proactively reaching out on HR communications (ex. supporting All Staff Meetings, leadership/mission meetings, etc.) to improve the employer-employee relationship
- Providing advice, council, support, and coaching to managers and employees as required
- Coaching managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
- Collecting feedback on training needs