Human Resources Business Partner

6 days ago

Lethbridge, Alberta, Canada Volker Stevin Canada Full time
Job Summary

The Human Resources Business Partner plays a pivotal role in aligning People & Culture strategies with the organization's overall people objectives across multiple business units. This role requires a deep understanding of the business, strong strategic thinking, and excellent interpersonal skills.

Key Responsibilities
  1. Strategic Partnership: Act as a trusted advisor to senior leaders, front-line leaders, and employees, collaborating closely with the People & Culture team to deliver programs that are strategically aligned with both business and workforce planning goals.
  2. Employee Engagement: Foster a cohesive and inclusive workplace culture that supports both employee well-being and business success.
  3. Conflict Resolution: Address employee concerns, conflicts, and grievances in a timely and fair manner, while adhering to company policies and legal regulations.
  4. Termination Coordination: Coordinate and conduct termination meetings for field and office staff.
  5. HRIS Management: Assist in ensuring employee data is maintained properly and accurately in the employee data platform.
  6. Compliance and Risk Management: Stay up to date with labor laws, regulations, and industry best practices to ensure HR policies and practices are compliant.
  7. Compensation and Benefits: Assist in implementing compensation and benefits programs that attract, retain, and motivate employees.
  8. Pay Decisions and Promotions: Provide guidance to business leadership on pay decisions, promotions, and salary adjustments in line with market trends and internal equity.
  9. Organizational Development: Influence and support the development and delivery of programs, processes, and services within the People & Culture team.
  10. Talent Development: Work collaboratively with the Organizational Development team to create an integrated approach to employee development, talent reviews, succession planning, and internal development and mobility.
  11. Change Management: Champion the implementation of organizational development initiatives, such as leadership development, succession planning, and training.
  12. Performance Management: Assist in the implementation of the performance framework, such as annual reviews and ongoing feedback conversations.
  13. Talent Acquisition: Partner with the Talent Acquisition team to assess recruitment needs around the acquisition strategy in the development of workforce planning initiatives.
  14. Business Acumen: Leverage internal and external people trends to influence the business to deliver on the strategic plan.
  15. Client Feedback: Gather feedback from clients regularly to ensure planning, projects, services, and support being provided align to business area needs.
Requirements
  1. Education: Bachelor's or College degree in Human Resources, Business Administration, or related field.
  2. HR Knowledge: Strong knowledge of HR practices, employment laws, and regulations.
  3. Experience: Prior experience with annual compensation cycles would be an asset.
  4. Unionized Environments: Prior experience with unionized environments would be an asset.
  5. Interpersonal Skills: Excellent interpersonal and communication skills.
  6. Relationship Building: Ability to build and maintain effective relationships at all levels of the organization.
  7. Problem-Solving: Problem-solving and conflict resolution skills.
  8. Strategic Thinking: Demonstrated ability to think strategically and execute tactically.
  9. Technical Skills: Proficiency in HRIS (Human Resources Information System) and Microsoft Office Suite.
  10. Travel: Travel required up to 20% of the time.

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