Human Resources Business Partner

ALBERTA PACIFIC FOREST INDUSTRIES

THE ORGANIZATION

Our client, Alberta-Pacific Forest Industries Inc. (Al-Pac), is the largest single-line kraft pulp producer in North America, with an average annual production of 640,000 tonnes of high-quality pulp.

Al-Pac is a leader in their industry since beginning operations in 1993, from their quality products, mill operations and responsible forest management practices, to the way the company grows and develops their team members and work with local communities. Al-Pac is continuously exploring new and innovative ideas, while delivering premium products with a commitment to strong environmental stewardship and corporate social responsibility.

Vision: to be a good neighbour with $1 billion in diversified revenue by 2031.

Purpose: as stewards of the resources entrusted to us, we make a positive impact where we work and live.

Strategy: diversify revenues through investment in complementary industries creating a diversified business hub that is differentiated by environmental stewardship, social impact, and strong governance.

Values: Al-Pac is a values-based organization. Our values shape our culture and ensure that our decisions support our vision, purpose, and strategy:

Inclusion: we leverage diverse perspectives to make the best decisions.

Collaboration: we partner with others across the organization and work together to accomplish shared objectives.

Achievement: we drive results.

Growth: we champion a culture of learning and innovation.

For further information about Al-Pac, please visit their website at www.alpac.ca. For a complete position description, please visit: Human Resources Business Partner - ProFound Talent

THE OPPORTUNITY

Reporting directly to the Director, People Services, the Human Resources Business Partner, serves as a strategic partner to People Leaders and teams within the assigned division. The primary purpose of this role is to align HR initiatives and programs with business objectives, driving workforce effectiveness, team member engagement, and organizational performance. By collaborating closely with departmental leaders, the BP provides guidance, support, and expertise on a wide range of HR matters, including talent management, organizational development, team member relations, and change management. Through proactive leadership and HR interventions, the BP contributes to creating a high-performing culture, fostering employee development, and ensuring compliance with HR policies and regulations. This role plays a critical part in shaping the people agenda and driving business success of Al-Pac Forest Industries.

RESPONSIBILITIES

1. Strategic Business Partnering

• Collaborate with People Leaders to understand their business goals, objectives, and challenges.
• Align HR initiatives and strategies with divisional objectives to support organizational growth and success.
• Maintain a solid knowledge of legal requirements related to day-to-day team member relation issues by mitigating risks and ensuring regulatory compliance with Al-Pac policies, procedures, and employment standard requirements.
• Maintain a high degree of ethics, discretion, and confidentiality in all HR related matters.
• Build leadership capability - serve as a coach to People Leaders on talent and talent decisions.

1. Team Member Relations

• Assess organizational effectiveness and identify opportunities for improvement within assigned departments.
• Provide on-going advice related to team member relations matters, including progressive discipline, performance management and development, workplace accommodations, investigating and resolving employee concerns, and administration of leave.
• Ensure proper and timely administration of the Disability Management process including WCB claims, Short- Term Disability and Long-Term Disability.

1. Team Member Engagement and Culture

• Promote a positive and inclusive work environment within departments, fostering employee engagement, morale, and retention.
• Champion organizational values and culture initiatives to reinforce desired behaviours and attitudes across teams.

1. HR Policy & Compliance

• Interpret and communicate HR policies, procedures, and guidelines to people leaders and team members.
• Assist with the review of corporate policies and develop policy recommendations based on research, industry best practices, and stakeholder feedback.
• Ensure compliance with relevant employment laws, regulations, and company policies within divisions.

1. HR Metrics and Reporting

• Track and analyze HR metrics related to functions, such as turnover rates, employee engagement scores, and workforce demographics.
• Prepare and present HR reports to people leaders and senior management to inform decision-making and strategic planning.

1. Change Management

• Lead/Support change management initiatives within the corporate services divisions, ensuring effective communication and stakeholder engagement, demonstrating change advocacy and assessing team member readiness for change.

THE INDIVIDUAL

Given the pivotal role this individual will be expected to play in achieving the strategic objectives of the company and in supporting the success of the organization, it is essential that the successful candidate possess the following core competencies, experience, and attributes:

Education

• A bachelor's degree in Human Resources Management, Business Administration, Psychology, Organizational Development, or a related field is typically required.

Experience

• Minimum of 5-7 years of progressive experience in human resources, with a focus on HR business partnering, team member relations, talent management, or related areas.
• Demonstrated experience partnering with business leaders and providing strategic HR support and guidance to achieve organizational goals and objectives.
• Proven track record of successfully implementing HR programs, initiatives, and solutions that drive business results and support workforce effectiveness.
• Strong knowledge of HR best practices, employment laws, and regulations governing HR functions, including recruitment, compensation, performance management, and team member relations.
• Experience in managing complex team member relations issues, conducting investigations, and resolving conflicts in a fair and equitable manner.
• Previous experience in talent acquisition, organizational development, change management, or other HR specialties may be advantageous.
• Familiarity with HRIS systems and technology tools used for HR management, reporting, and analytics is preferred.
• Excellent communication, interpersonal, and relationship-building skills, with the ability to influence and collaborate effectively with stakeholders at all levels of the organization.
• Strong analytical and problem-solving skills, with the ability to analyze HR data, identify trends, and develop data-driven solutions to address business needs.
• Project management experience and the ability to manage multiple priorities, deadlines, and initiatives in a fast-paced, dynamic environment.

Knowledge, Skills & Abilities

• Human Resources Management
• Business Acumen
• Labour Laws and Regulations
• Organizational Development
• Consultative Approach
• Relationship Management
• Communication
• Problem-Solving
• Strategic Thinking
• Change Management
• Decision-Making
• Collaboration and Teamwork

SCOPE & ACCOUNTABILITY

• Supervision (people) – direct reports include Advisor and People Services.

COMPETENCIES (S2 PEOPLE LEADER)

• Decision Quality
• Ensures Accountability.
• Optimize Work Processes
• Builds Effective Teams
• Collaborate
• Nimble Learning
• Instills Trust

KEY RELATIONSHIPS

Internal

• Works closely with Talent Management group, Total Rewards and Payroll.
• Leaders at all levels of the organization – VPs, Directors, Managers, Supervisors
• Partners with the Communications & Organizational Change Management business function on all OCM related activities
• Interacts with internal stakeholders to maintain and grow knowledge of divisions, departments, business units and business functions to build cohesive working relationships.

External

• Interacts with third party vendors, when necessary, government offices, etc.

COMPENSATION

An excellent compensation package awaits the successful candidate.

LOCATION

Position will be part time home office, part time out of the Athabasca Mill.

WORK ENVIRONMENT

Al-Pac professional staff work Monday – Thursday from 7am – 5pm. This role is hybrid eligible in accordance with Al-Pac's Hybrid Work Arrangement Program.

This position involves travel to Al-Pac's mill site location.

HOW TO APPLY

For the opportunity to join Alberta-Pacific Forest Industries Inc. in the role of Human Resources Business Partner, please email your resume to DreamBig@profoundtalent.com referencing Position ID #AHLF-527132.

Should you have an inquiry regarding this position, please contact Tammy Berge at 587-200-0114 ext. 103. For further information on ProFound Talent Inc. please visit: www.profoundtalent.com.