N.P.A. | HR Business Partner

10130 – 21 Street, Edmonton, Alberta T6P 1W7   Telephone:

N.P.A. is one of Western Canada's largest paving contractors, with over 700 employees helping us provide our products and services throughout Alberta, Saskatchewan and the Northwest Territories. Our equipment fleet and shops are among the most modern in our business. We take pride in our employees and place a high-value on establishing a workplace where people are challenged and respected every day.

This is an 18-month maternity leave coverage position.

Reporting to the Vice President – N.P.A. (Direct) and the HR Director – Colas Western Canada (Matrix), the Human Resources Business Partner (HRBP) provides strategic HR direction to the company's leadership team and business units located in Alberta, Saskatchewan, and the Northwest Territories. In this interim role, the HRBP will partner with business leaders and managers to develop and implement strategic people solutions that support the achievement of the group's business strategy, while ensuring alignment with Colas Western Canada Inc.'s HR strategy and objectives.

As the ideal candidate, you are a seasoned and strategic HR professional with a proven ability to deliver trusted, value-added advice to leaders. You excel at building strong relationships and are recognized for your integrity, diplomacy, and tact. Your communication skills—both written and verbal—are exceptional, allowing you to convey information clearly and effectively to diverse audiences. You thrive in dynamic and ambiguous environments, demonstrating resilience and agility in problem-solving. Above all, you prioritize the employee experience and understand the importance of aligning business objectives with the needs of both employees and leadership.

•    As part of N.P.A.'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 and Talent Engagement Partner, translate business needs into short (1-2), medium (2-3) and long range (3-5) workforce plans. 

•    In collaboration with the Talent Engagement Partner, develop and update job profiles proactively and develop recruitment strategy for upcoming roles. 
 Talent Acquisition:

•    Evaluate the alignment of recruitment needs with workforce plans. 

•    In collaboration with the Talent Engagement Partner, direct the company recruitment, and selection program.  

•    Support the Talent Engagement Partner in developing formal relationships with area universities, college, and technical schools as source of future employees.
Onboarding:

•    Work with the Talent Engagement Partner to design programs to enable faster integration of new/diverse talent. 

•    Organize and facilitate regional start-ups (mass orientations) for seasonal workforce. 

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
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 

•    Identify best practices across business units and ensure consistent application across all groups, in alignment with Colas Western Canada Inc.
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 ethics and compensation philosophy.

•    Ensure accuracy and integrity of data related to employee transactions such as leaves of absence, layoffs, recalls, new hires and rehires, while approving them on Colasway 

•    Present annual HR Dashboard for the company leadership and HRD, highlighting HR metrics and trends 

•    A degree or diploma in Business Administration and/or a Human Resources related discipline. CPHR designation is preferred  

•    7+ years of relevant HR work experience within a Human Resources department with at least 5 years in an HR Generalist capacity 

•    Experience working in a unionized environment with strong labour relations experience in developing relationships with unions considered a strong asset 

•    Proficiency in Microsoft Office Outlook, Word, Excel, PowerPoint, and experience with HRIS

•    Ability to influence, establish rapport and work with a diverse group of senior management and staff within a variety of businesses, as well as with management and staff in business unit head offices and corporate office

•    Proven experience working with both structured and unstructured organizations and matrixed environments

•    High energy, a strong work ethic, resilience, and versatility with a results orientation

•    Knowledge and experience with Labor relations, employment standards and human rights legislation

•    Ability to travel to various business units

•    Valid drivers' license and car to effectively support the travel requirements of the job

N.P.A.  is pleased to offer the successful candidate an attractive wage, comprehensive benefits, including a pension plan, educational assistance, excellent opportunities for professional growth, and more.

We thank all candidates for their interest in a position with NPA, however only candidates selected to move forward will be contacted.