Responsibilities:
HR Program Development and Support:
Develop and deploy and/or source of HR programs including:
Performance Goals and Enablement
Succession Planning
Leadership and Employee Development that are aligned with their Competency Framework, including training needs and initiatives
Change Management
Assess and recommend changes to the Employee Value Proposition, including non-compensation benefits
Provide support for the Diversity, Equity and Inclusion strategy and related initiatives
Employee Engagement:
Deploy, develop and/or source appropriate Employee Engagement (EE) survey tools
Post-EE survey, facilitate de-brief sessions including reporting on and interpretation of results, conducting of Stop/Start/Continue process and facilitation of Action Planning as required
Lead the development of an employee engagement plan that will drive a strong culture and good employee morale
Monitor progress of EE Action Plans as developed by staff
Supporting People Leaders:
Translate and connect the business strategy to HR deliverables
Provide day-to-day HR support to SMT on all HR related matters
Act as trusted counsel to SMT members
Provide people leader coaching, support and guidance
Participate in SMT and management meetings
Partner with leaders regarding their team’s organizational design and effective workforce planning
Assist leaders with effective management of their teams and instill a culture of feedback, open communication and high performance
Provide day-to-day performance management guidance to leaders (coaching, counseling, career development, disciplinary actions, etc.)
Employee Relations:
Facilitate employee issue resolution
Conduct exit interviews as required
Lead the process of employee terminations to ensure risk mitigation, respect for individuals and appropriate outcomes
Ensure all policies, programs and practices are aligned with provincial and federal legislations and provide overall employee relations support to inquiries regarding policies and procedures
Recruitment:
Co-ordinate engagement with recruiters (as appropriate)
Participate in the candidate selection process as required (interviews, reference checks, etc.)
Provide input and direction as required to the hiring manager regarding job offers
Collaborate with hiring managers and the Office Manager to ensure the effective onboarding of new hires
Required Skills and Knowledge:
Ability to build relationships and influence at all levels of the organization
Demonstrated ability to address difficult issues and make independent decisions
Excellent project management, change management and organizational skills
Comfortable with complexity and ambiguity. Able to bring structure and definition to unclear problems and propose solutions
Strong leadership skills
Ability to work independently to deliver results with minimal supervision
Strong knowledge of labour laws, HR best practices, and employee relations
Education and Experience:
Bachelor’s degree (or equivalent) in HR preferred
8+ years progressive HR experience, with at least 5 years in a leadership position
CPHR designation or working towards one
Experience working as a strategic HR Business Partner
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