Human Resources Business Partner

**Description**

The Human Resources Business Partner (HRBP) supports Burns & McDonnell business units by delivering HR services to employees, managers and executives to help drive business outcomes. The HRBP provides advice, counsel and support to their internal client groups in the areas of talent management and development, workforce planning, organizational effectiveness, and employee engagement, satisfaction and retention. The position formulates partnerships across the business units to deliver value-added service to employees and managers that aligns with the business objectives of the organization and supports our unique culture and best place to work environment. This is an onsite opportunity located in our Calgary, AB office and will support other offices in Canada, including offices in Toronto, ON.

Specific duties include, but are not limited to:

- Establishes and maintains relationships between the Human Resources Department and business units to facilitate the success of Burns & McDonnell's mission and goals.
- Provides guidance and coaching to business units on issues related to all areas of human resources management including, but not limited to employee relations, performance management, diversity, equity & inclusion, company policies, compliance, development, engagement, retention, leaves and accommodations.
- Provides performance management guidance to respective business units (coaching, counseling, career development, disciplinary actions). Researches, prepares for, and advises on matters pertaining to performance improvement plans and disciplinary actions.
- Provides quality review of human resources related documents. Identifies risk and partners with leaders to develop and implement risk mitigation strategies on employment related matters.
- Manages and resolves complex employee relations and equal opportunity issues. Conducts effective, thorough, and objective investigations, including proper documentation. Makes recommendations for follow-up action based upon investigation results.
- Facilitates communication between employees and/or among employees and management. Uses a fair and objective perspective to guide others through problem-solving and conflict resolution processes.
- Actively guides managers and employees through organizational development, change initiatives, and other projects, including communication strategy, impact analysis, and risk mitigation to ensure successful, effective and widespread adoption.
- Partners with Human Resources specialty groups to effectively manage all aspects of employment including, but not limited to employee leaves of absence, workplace accommodations, Workers Compensation issues, OSHA requirements, background checks & drug screening, and unemployment claims.
- Partners with the business units and the Diversity Equity & Inclusion Strategy Manager to support and/or lead the development and implementation of company’s diversity, equity, and inclusion programs.
- Partners with the Talent Acquisition team to support business units' hiring plans. Reviews and develops job descriptions, completes and files interview notes, and evaluates and recommends promotional opportunities to existing staff.
- Conducts exit interviews to gain understanding of and feedback related to the exiting employee's experience. Compiles measurable data relevant to turnover and attrition. Analyzes exit data to identify trends and address areas of potential concern.
- Collaborates with Human Resources team to create awareness, ensure consistency, and effectively communicate business objectives, corporate and regional programs.
- Review, research and analyze employee engagement survey results and other trends to identify opportunities for improvement. Partner with the business units and other corporate services to develop, implement and support strategy and programs to improve employee engagement, satisfaction and retention.
- Present staffing numbers, survey results, and other HR related topics to employees and managers in small and large group settings.
- Participate in HR cross-functional and technical projects. Implement standardized HR processes within business units.
- Actively participate in employee committees, teams, and planning processes.
- Partners with the Education & Training team to evaluate, develop, and facilitate HR training programs.
- Mentors, collaborates, and trains less experienced Human Resources staff members.
- Works closely with management and employees to improve work relationships, build morale, increase productivity.
- Assist with and/or lead development, coordination, support, and implementation of targeted HR initiatives.
- Provides input and feedback that enhances the delivery of existing programs.
- Provide input and support to HR leadership and outside counsel responding to external employment claims
- Maintains strict confidentiality of personal, medical and proprietary information
- All other duties as assigned.

**Qualifications**
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