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Senior HR Business Partner Manager
3 months ago
Overview:
In the role of Senior HR Business Partner at NAFOR, you will serve as the primary HR liaison for all corporate divisions, including Finance, IT, Government Relations, Human Resources, and Consumer Markets. Your key responsibility will be to design and execute HR strategies that emphasize talent development, organizational efficiency, workforce planning, employee satisfaction, and labor relations.
This position presents a distinctive chance to leverage your HR knowledge, strategic insight, coaching skills, and change management expertise.You will collaborate closely with senior management to address intricate personnel challenges and capitalize on opportunities that propel NAFOR's transformation and expansion.
Your role will involve providing strategic counsel and proactive assistance to leaders, enabling them to meet their business objectives.The Position:
As a Senior HR Business Partner, you will act as a trusted advisor to business leaders, guiding them through complex personnel matters with strategic foresight.
Your goal is to align HR initiatives with business objectives, translating overarching concepts into practical HR strategies. You will identify trends, analyze data, and propose solutions to maintain our competitive edge.As a pivotal contributor, you will promote HR objectives and spearhead initiatives such as Diversity, Talent Management, and Employee Engagement within your designated teams.
Whether implementing new talent initiatives or developing change management frameworks, you will be at the forefront, ensuring seamless operations.
On the employee relations front, you will collaborate with the Employee and Labor Relations team to navigate challenging situations, ensuring adherence to policies and resolution of issues in alignment with company values.
Ultimately, as a leader in HR, you will influence the future by mentoring and developing your team, cultivating a pipeline of future leaders, and fostering robust partnerships throughout the organization.
Provide Business Leaders with Strategic and Consultative Advice on Complex People Matters:
Act as a trusted advisor to business leaders, offering strategic insights and coaching on complex personnel issues.
Understand business priorities and translate them into an HR agenda that supports the organization during its transformation.Dissect strategic challenges and analyze data to provide insights and recommendations, collaborating with HR Centers of Expertise as necessary.
Assess, develop, and evaluate the overall business impacts, risks, and change management strategies associated with achieving business objectives; recommend adjustments in organizational capacities, restructuring, and operational changes.
Partner with HR Centers of Excellence to utilize digital tools and analytics, providing data-driven insights to support informed decision-making.
Serve as a key partner to business leaders and the HR lead within assigned client functions in executing the People and Culture strategy; guide, mentor, and lead the implementation of Corporate HR initiatives, including Diversity, Performance, Talent, and Engagement, with a focus on continuous improvement.
Develop change management strategies and plans to support transformation initiatives.
Oversee the rollout of new talent programs and models within assigned client functions.
Collaborate with HR partners to create and implement integrated talent strategies and solutions that assist the business in attracting, developing, and retaining top talent to meet current and future needs, addressing their primary talent priorities.
Support leaders in enhancing employee capabilities and facilitating team performance.
Pursue continuous improvement and participate in or lead HR projects.
Proactively assess situations and partner with Employee and Labor Relations Centers of Excellence to formulate employee and labor relations strategies that drive business outcomes and fulfill our People and Culture strategy.
Ensure the proper application of HR policies, standards, and procedures to align with NAFOR's vision, mission, and values, while ensuring compliance with legislative requirements.
With guidance from the Employee Relations/Labor Relations Center of Excellence, manage complex employee relations issues within assigned client functions.
Ensure that findings from investigations conducted by the Employee Relations/Labor Relations Center of Excellence and specialized HR services are communicated effectively to business leaders, implementation plans are developed collaboratively across HR, and the results/impacts of these plans are evaluated.
As a leader within our HR team, support ongoing capability development to cultivate a talent pipeline for future HR leaders.
A Bachelor's degree or equivalent in Business, Human Resources, or a related field is required.
Significant progressive HR/business experience, with a focus on HR generalist/business partner support, organizational effectiveness, and program management is essential.
A proven track record in establishing strong relationships with executives and senior leaders, with the ability to provide sound recommendations, coach, influence, and drive change towards best practices is crucial.
Experience utilizing data and analysis to inform decision-making is necessary.
A strategic thinker with demonstrated business acumen and consulting skills is preferred.
Experience in change management and assisting leaders in developing change plans is advantageous.
Excellent communication skills with a strong ability to create executive summaries are required.
Experience in a unionized environment is an asset.
NAFOR is committed to fostering a diverse, equitable, and inclusive workplace where all team members and the communities we serve feel accepted, valued, and respected.
We strive to create an environment where individuals can be their authentic selves, and we are dedicated to the ongoing development of our diversity, equity, and inclusion initiatives.
Accommodations are available upon request for candidates participating in all aspects of the recruitment and selection process.
Vaccinations may be required for selected employees if mandated by provincial or regional regulations or through employer-led vaccination policies.
Please inquire if this position necessitates the successful candidate to be fully vaccinated with the current government-approved COVID-19 vaccinations.
