HR Business Partner

Position Summary

Reporting to the Vice President – CRB (Direct) and the HR Director- CWCI. (Matrix), the HRBP provides strategic HR direction to our company’s leadership team and respective business units located in Alberta and British Columbia. 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 CWCI. HR strategy and objectives. 
As the ideal candidate, you are an experienced and strategic HR professional with a proven track record of delivering trusted and value-added advice to leaders. You excel at building strong relationships and known for your integrity, diplomacy, and tact. Your communication skills, both written and verbal, are exceptional; you convey information effectively to diverse audiences in a clear and concise manner. You thrive in dynamic and ambiguous environments, demonstrating resiliency and agility in problem-solving. Above all, you prioritize the employee experience and understand the importance of aligning business objectives with employee and leadership need.

Key Responsibilities

As part of CRB 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 CWCI 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 CRB Senior Management and CWCI HR Team, 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 CRB Senior Management and CWCI HR Team, direct the company recruitment, and selection program.  
• Support CWCI in developing formal relationships with area universities, college, and technical schools as source of future employees.
• Establish recruitment budgets and manage budget throughout the year,

Onboarding:

• Work with the CRB Senior Management & CWCI HR Team 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 CRB Senior Managers and CWCI. 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 CRB Senior Management and CWCI., develop and implement employee retention and engagement programs

Key Responsabilities

Labour Relations:

• Assist in labor 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 the 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 CRB Senior Management and CWCI HR Team 
• Identify the best practices across business units and ensure consistent application across all groups, in alignment with CWCI.

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 the HRIS (Colasway)
• Present annual HR Dashboard for the company leadership and HRD, highlighting HR metrics and trends 

What you bring

• 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 is 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 results orientation
• Knowledge and experience of Labour 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