HR Business Partner

**Subsidiary**:Colas Western Canada Inc.

**Standard General Edmonton**
**250 Carleton Drive**
**St. Albert, AB T8N 6W2**

**Position Summary**:
**LOCATION**:St. Albert, AB
**STRUCTURE**: Potential for hybrid work model (2 days remote work/week)
**REPORTING TO**: Vice President, Standard General Edmonton (Direct) and Human Resources Director, Colas Western Canada (Matrix)
**DIRECT REPORTS**: Human Resources Coordinator
**BENEFITS**: Pension, comprehensive benefits, health spending account, annual bonus, employee discount program with national retailers

***:
Reporting to the Vice President-Standard General Edmonton (Direct) and the HR Director
- Colas Western Canada (Matrix), the HRBP provides strategic HR direction to our company's leadership team and respective business units located in St-Albert. Partnering with business leaders and managers, the HRBP will develop strategic people solutions that help support the achievement of the business' group strategy, while ensuring alignment to Colas Western Canada Inc. HR strategy and objectives.

**Responsibilities**:
**Key Responsibilities**:

- As part of Standard General Edmonton's Senior Management Team, the incumbent is responsible for the support and deliverables related to human resources at the Corporate and Operational level.

**Strategic Planning**:

- Support the company's strategic plan in partnership with senior management and operations management.
- In alignment with Colas Western Canada Inc. strategy, develop and implement annual human resources goals, initiatives, and priorities.
- Ensure with the Management Team that the workforce future needs, and organizational requirements are assessed through various processes such as succession planning, turnover rate, and demographic analysis.

**Workforce Planning**:

- Partner with division leaders on strategic plans and annual plans at the Company level
- In collaboration with the Human Resources Director, translate business needs into short (1-2), medium (2-3) and long range (3-5) workforce plans.
- Develop and update job profiles proactively and develop recruitment strategy for upcoming roles.

**Talent Acquisition**:

- Evaluate the alignment of recruitment needs with workforce plans.
- Direct the company recruitment, and selection program.
- Developing formal relationships with area universities, college, and technical schools as source of future employees.

**Onboarding**:

- Design programs to enable faster integration of new/diverse talent.
- Organize and facilitate regional start-ups (mass orientations) for seasonal workforce.

**Responsabilities**:
**Employee Development**:

- Coordinate and facilitate employee development campaigns such as performance management, talent management and learning and development.
- Analyze talent evaluation and performance reviews to identify high potentials and high performers, strengths, development needs and gaps at individual and business level
- Support and coach leadership and operations managers through performance management and talent evaluation cycles (systems and process)
- Develop individual development plans (IDPs) in collaboration with Colas Western Canada Inc. Track completion of action items through regular check ins with all stakeholders.
- Oversee training and development planning for the company
- Participate actively with management in the determination of the proper training strategies and priorities applicable for hourly and salaried employees.

**Retention and Engagement**:

- Plan and coordinate deployment of the annual engagement survey for the company and various regional business units
- Develop action plans corresponding to the annual engagement survey that will optimize strengths and alleviate deficiencies to strengthen the company's position as an employer of choice.
- Collaborating with Colas Western Canada Inc., develop and implement employee retention and engagement programs

**Labour Relations**:

- Assist in labour relations with labour unions and be involved, as needed, in collective bargaining negotiations.
- Involved in labour relations meetings and procedures (Standing committee, Grievance meetings, arbitration/ mediation, etc.).

**Safe and Productive Work Environment**:

- Support the local HR team as a resource with best practices and interpretation of policies and contracts in collaboration with external and internal support groups like HSE, WCB, Legal
- Working with the HRD and Legal, facilitate company's investigations to manage legal liability through due process.

**Change Management**:

- Anticipate business challenges and proactively adapt HR delivery to support the change in collaboration with HRD, Talent Engagement Partner and Employee Experience Manager

**Corporate Governance**:

- In collaboration with Legal Counsel, mitigate legal liability by ensuring compliance legislated and contractual obligations. Design mitigating measures by rallying all stakeholders.
- Monitor compliance with company policies, code of