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HR Business Partner

3 weeks ago

Mississauga, Canada SNC-Lavalin Full time

**Why join us?**

SNC-Lavalin provides cutting-edge engineering, procurement, construction and financing solutions to projects in more than 100 countries around the world. From the Canadian Arctic to the Southern African region and Australasia, our multicultural workforce is driven by a fierce pride in their work and a pioneering vision.

SNC-Lavalin is truly a global leader in its field and has been chosen to design and build some of the most prestigious projects in the world.

Our expertise includes: Nuclear Steam Plant (NSP) engineering, Balance of Plant (BOP) engineering, Plant Life Management and Extension, Retube Tooling Systems, Inspection and Maintenance Services, Steam Generator Replacement, Plant Equipment Refurbishment and Retrofits.

As a HR Business Partner you will be responsible for managing full life cycle of the employment experience within the Nuclear Business Unit. You will work in collaboration with the HRBP’s & Labor Relations Manager to drive and consult with the business on employment related matters through the management of key client relationships, which includes having a thorough understanding of the business needs and having a strong influence with employment decisions that further develops our talent and ‘benchstrength’. This role is an integral part of the Human Resources team at SNC Lavalin Inc. Nuclear, acting as the main connection between the business leaders, employees and the implementation of employment strategies and practices. Establish a partnership with the Engineering management team in order to meet business objectives and more specifically planning and resource development, reporting to the HR/LR Manager.

**How will you contribute to the team?**

**_ Key Competencies - _**
- Committing to working safely and also responsibly in terms of the environment and our communities by integrating into every work practice an ownership of HSEE responsibility for self and work colleagues.
- understanding of the link between talent and other HR initiatives and business strategy
- Ability to develop clear, actionable steps in support of an overall business strategy and to identify new ways for HR to support the business strategy.
- Demonstrate confidence in leading, taking charge, and offering opinions and direction
- Interact with individuals at all levels of the organization and partner with the Labour Relations Manager as well as the Recruitment Consultant supporting the Nuclear Business Unit.
- Knowledge of HR policies, processes (e.g., workforce planning and talent management), and talent management practices.

**_ HR Service Delivery - _**
- Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
- Implement and manage long-term HR Programs and Initiatives aligned with the strategic agenda. Review and benchmark the internal and external environment to improve HR policies and initiatives. Act as a liaison between the line and HR to ensure that HR services are aligned with internal client needs.
- Identify and drive the sharing of best practices across functions to facilitate continuous improvement of HR Services and Processes.
- Identify new opportunities for HR to add value to the business and maintain knowledge of progressive HR practices and key trends.
- Manage specific projects as determined in the annual HR operational plan/Nuclear Business Plan and contribute to functional and cross-functional initiatives.
- Recommend new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed.

**_ Performance & Talent Management - _**
- Review key business performance targets and their related talent implications with business leaders.
- Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
- Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards.
- Provide expert advice and coaching to Managers when appropriate.
- Facilitate a strong leadership and coaching culture.
- Evaluate reports, decisions, and results of department in relation to established goals.
- Participate in developing department goals, objectives, and systems, and recommend necessary changes.

**What will you contribute?**
- A minimum of 3-5 years’ experience within Human Resources supporting a unionized organization in the engineering and construction industry would be an asset.
- Bachelor’s degree and equivalent in human resources/business management.
- Strong change agent with the ability to deal with competing priorities and be able to manage time appropriately.
- Mentoring and coaching skills with a mature outlook to problem solving.
- Excellent relationship management and influencing skills with a focus on delivering value added client experience.

**What we offer at