HR Business Partner

Highlights of the job

EPCOR's People & Culture team is excited to welcome an experienced Human Resources Business Partner (HRBP) into full-time, permanent roles based in our Edmonton office. This is an ideal opportunity for HR professionals who thrive in problem-solving and advisory within a unionized environment.

This role is strategic and focused primarily on labour relations by supporting leaders through grievance and case management, human rights matters, alongside broader HR business partner responsibilities. It does not involve recruitment activities.

In this role, you will serve as a strategic connector between HR and the business, actively listening, understanding diverse departmental needs, and delivering tailored people solutions that strengthen performance, engagement, and culture. As a trusted advisor to front-line and mid-level leaders, you will guide complex workforce matters such as performance management, investigations, discipline, terminations, organizational design, grievance management, and dispute resolution. You will also play a key role in shaping an inclusive and engaged workplace by influencing business decisions, supporting enterprise-wide people strategies, and fostering collaborative, interest-based relationships with union representatives to build trust, reduce conflict, and ensure fair, sustainable outcomes for employees and EPCOR.

You'll collaborate closely with our extended HR community including specialists in Talent Acquisition, Labour Relations, Compensation, Benefits, Wellness, Ability Management, Payroll, Talent Management, and Learning & Development.

This posting is open to both internal and external applicants and may be eligible for EPCOR's Where We Work hybrid program, depending on business needs and eligibility.

What you'd be responsible for

Reporting to the Senior Manager, HR Operations, you will have the following key accountabilities:

• Contributing to the people strategy components of business unit plans and providing input into broader HR strategy.
• Serving as a strategic partner to front-line and mid-level leaders on a wide range of labour and employee relations issues, including complex workplace investigations, progressive discipline, performance management, attendance management, and dispute resolution.
• Coaching leaders through sensitive people's challenges, mediating conflicts, and identifying emerging risks to inform early interventions.
• Providing guidance and interpreting employment legislation, company policy, and applicable collective agreements.
• Building and maintaining effective working relationships with union representatives and support leaders through grievance procedures and dispute resolution pathways.
• Facilitating and guiding leaders through the HAY job evaluation process for both new and existing roles, ensuring accurate role design, internal equity, and alignment with organizational standards.
• Managing and guiding leaders through discipline and termination processes in alignment with collective agreements, HR policies, and employment legislation or standards.
• Driving and supporting discussions related to engagement, diversity and inclusion, succession planning, organization design, job design, and workforce planning.
• Advocating for business units needs to ensure Total Rewards, Talent Management, and HR programs are informed by operational realities.
• Developing, implementing, and assessing HR processes to ensure compliance and mitigate organizational risk.
• Support growth initiatives and structure changes from mergers, acquisitions, and company‑wide programs.

What's required to be successful

The successful candidate will possess the following qualifications, experience, and behaviours:

Required [Must Haves]:

• Post-secondary degree in Business, HR Management, or a related area.
• 5+ years of progressively responsible Human Resource experience including a combination of working in a unionized environment, labour relations, employee relations, compensation, and talent management.
• Knowledge of relevant employment legislation (e.g., Human Rights, Privacy, Psychological Safety, WCB, Employment Standards) 
• Proven ability to collaborate with, influence, and coach leaders at multiple levels.
• Exceptional communication and presentation skills, with the ability to tailor messaging to diverse audiences.
• Proven ability to collaborate with union stakeholders using an interest‑based approach, balancing organizational needs with fair and principled dispute‑resolution practices
• High integrity and discretion when handling confidential or sensitive information.
• Strong analytical, systems-thinking, and demonstrated ability to manage competing priorities in a dynamic environment.

Assets [Nice to Have]:

• Course work or experience in arbitration and mediation, coaching, conducting investigations, trauma informed practices, DEI
• Facilitation experience
• CPHR designation

Other important facts about this job

Jurisdiction: PROF

Hours of work: 80 hours biweekly

Travel Requirements: Depending on the portfolio assignment, occasional travel may be required 2 – 3 times a year to various EPCOR sites within Western Canada.

EPCOR Employees, please ensure that you are using your "" email address.

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Please note the following information:

• A requirement of working for EPCOR is that you are at least 18 years of age, successfully attained a high school diploma (GED, or equivalent level of secondary education) and legally entitled to work in Canada in a permanent full-time role. (A copy of a valid work permit may be required.)
• If you are considered for the position, clearance on all applicable background checks (which may include criminal, identity, educational, and/or credit) and professional reference checks is required. Some EPCOR positions require an enhanced level of background assessment, which is dictated by law. These positions require advanced criminal record checks that must also be conducted from time to time after commencement of employment.
• A technical/practical assessment may be administered during the selection process and this exercise will be used as a part of the selection criterion.