Terrace jobs in Terrace, BC

Position Summary

The Human Resources Business Partner (HRBP) plays a pivotal role in aligning the organization’s people strategy with its mission and operational goals. Reporting directly to the Associate Director of Human Resources (ADHR), the HRBP serves as a trusted advisor to program and administrative leaders, providing proactive support and guidance across all areas of human resources.

This role is both strategic and hands-on, ensuring consistent and compliant application of HR policies, procedures, and best practices. The HRBP supports leadership in fostering an inclusive, engaged, and high-performing workplace culture that reflects the organization’s values and mission.

Key Responsibilities

1. Strategic Partnership & Advisory

• Partner with program and administrative leaders to understand workforce needs and implement HR strategies that support organizational goals.
• Serve as a key HR advisor on organizational change, workforce planning, employee engagement, and culture initiatives.
• Collaborate closely with the ADHR in developing and rolling out HR programs that enhance employee experience and organizational effectiveness.
• Act as a liaison between management and employees to promote transparency, trust, and collaboration.

2. Talent Acquisition, Onboarding, and Orientation

• Lead end-to-end recruitment processes, ensuring equitable, efficient, and mission-aligned hiring practices.
• Support hiring managers in developing job descriptions, screening candidates, and participating in interviews.
• Oversee onboarding and orientation processes to ensure new hires are effectively integrated into the organization.
• Maintain recruitment metrics and ensure compliance with hiring policies and equity standards.

3. Training, Development & Performance Management

• Collaborate with managers to identify training needs and implement capacity-building initiatives.
• Support the development and delivery of employee training programs aligned with organizational objectives.
• Facilitate the annual performance management cycle, including goal setting, evaluations, and development planning.
• Coach managers and employees on performance feedback and continuous improvement practices.

4. Compensation & Benefits Administration

• Assist the ADHR in administering and communicating compensation and benefits programs.
• Support salary reviews, job evaluations, and benefits renewals to ensure fairness and compliance.
• Address employee inquiries regarding benefits and compensation with professionalism and accuracy.

5. Labour & Employee Relations

• Act as the first point of contact for labour relations matters, working collaboratively with union stewards and representatives.
• Support grievance handling, investigations, and conflict resolution processes in accordance with collective agreements and employment law.
• Advise leaders on the interpretation and application of HR policies, collective agreements, and employment standards.
• Promote fair, respectful, and consistent employee relations practices across the organization.

6. HR Policy Compliance & Administration

• Ensure consistent interpretation and application of HR policies and procedures.
• Monitor compliance with legal, regulatory, and organizational HR standards.
• Recommend updates and improvements to HR policies to reflect evolving best practices.
• Support the ADHR in internal HR audits and risk mitigation initiatives.

7. HRIS Management & Records Administration

• Administer the HR Information System (HRIS), ensuring accuracy, integrity, and confidentiality of data.
• Maintain complete and organized employee master files, contracts, credentials, and training records.
• Generate HR data reports, track key HR metrics, and prepare regular HR dashboards for leadership review.

8. Health, Safety & Wellness

• Actively participate in the organization’s Health, Safety, and Environment (HSE) Committee.
• Support implementation of health and safety initiatives and compliance with workplace safety regulations.
• Contribute to wellness and mental health initiatives that promote employee wellbeing.

9. HR Metrics, Reporting & Continuous Improvement

• Develop, monitor, and analyze HR metrics such as turnover, absenteeism, recruitment timelines, and training participation.
• Provide data-driven insights and recommendations to the ADHR and senior leadership.
• Continuously seek opportunities to streamline HR processes and enhance service delivery.

10. Staff Scheduling & Workforce Management:

• Oversee staff scheduling processes, monitor overtime utilization, administer return-to-work programs, and provide guidance and oversight to scheduling staff to ensure efficient and compliant workforce deployment.

Qualifications & Experience

Education & Credentials:

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• CPHR or CHRL designation (or eligibility) preferred.

Experience:

• Minimum 5–7 years of progressive HR generalist experience, preferably in a nonprofit or public sector organization.
• Experience working in a unionized environment and managing labour relations matters.
• Demonstrated success in partnering with management teams to deliver HR solutions.
• Hands-on experience with HRIS platforms and HR metrics reporting.

Knowledge, Skills & Abilities:

• Strong knowledge of employment standards, human rights, and labour legislation.
• Excellent interpersonal, communication, and conflict-resolution skills.
• Demonstrated ability to maintain confidentiality and use sound judgment.
• Analytical mindset with the ability to translate HR data into actionable insights.
• Commitment to equity, inclusion, and continuous learning.

Job Types: Full-time, Permanent

Pay: $52,780.00-$58,240.00 per year

Benefits:

• Dental care
• Employee assistance program
• Extended health care
• On-site parking
• Paid time off

Work Location: In person