The Support Network jobs in Edmonton, AB

Job Description

The Officer, Human Resources Business Partner (HRBP) acts as the primary point of contact in providing frontline end-to end HR services to a broad range of clients (primarily managers and their teams). Engages, coaches and educates clients on HR matters. Provides strategic consultation, coaching and support for HR programs such as workforce management and attrition risk and analysis, talent and succession planning, performance management, culture activation, employee engagement and experience, conflict management, ED&I (equity, diversity & inclusion), and frontline employee/labor relations.

With collaboration and direction from the HRBP Manager, the HRBP Officer leverages a broad understanding of the business and partners with HR subject matter experts (SMEs) and regional management teams to develop and deliver effective, integrated HR solutions and programs aligned with the business strategies and priorities. Acts as a company culture and employee experience champion. As a trusted partner of the business management team, provides consistent focus on building talent and leadership capabilities to realize the short-term and long-term people strategy and to support the growth of organizational capabilities.

Job Responsibilities

Below are the main job requirements and responsibilities for the Officer, HRBP.

• Embodies and promotes the Corporate Leadership Behaviours and Values to support the company’s mission and vision when dealing with all stakeholders, both internal and external.

• Acts as partner, people champion and change agent, while aligning business strategy with HR services and solutions. Works closely with the HRBP Manager, the local management team and HR SMEs (as required) to ensure the right people with the right skills and the right behaviours are in place to successfully meet business objectives and to align with business strategies.

• Facilitates the deployment and execution of cyclical HR program activities with the client (performance management, talent management & succession planning). Coaches and supports Operations Managers (and Team Leaders as required) in the Performance Management process, including calibrations, performance management plans, performance improvement plans and probationary reports. Provides advice on development plans to foster performance improvement.

• Promotes awareness, provides guidance, and identifies opportunities to improve compliance with Legislated Programs, policies, and processes, such as Human Rights, Conflict of Interest, Labour Relations and Grievances up to the 1st level et al. Works with HRBP Manager, HR SMEs, and business leaders & managers to identify risks and opportunities, and develop effective solutions and action plans.

• Supports the client management team in building and maintaining a strong organizational culture, as well as continuously supporting the improvement of the employee experience and employee engagement. This includes activities such as providing advice and suggestions for culture-related initiatives, supporting the employee engagement survey and related action plans in partnership with the clients and the HRBP Manager.

Job Responsibilities (continued)

• Assists the client to prevent and resolve HR related issues at the earliest possible point by coaching on conflict management techniques such as early resolution. Brokers the assistance of the HRBP Manager, HR SMEs, colleagues and/or functional process and policy owner(s) when needed, while adhering to policies and processes (e.g., Workplace Violence & Harassment).

• In partnership with the HRBP Manager, identifies change management issues and works with the business managers and HR SMEs to develop and execute change management strategies and solutions on behalf of the business leader.

• Assists the client group in understanding relevant HR metrics, (e.g., attendance, employee relations, recruitment, workplace conflict, grievances, attrition analysis, etc.) to assist in identifying causal relationships and to develop local strategies to drive improvement.

• Works closely with team leaders, local unions and labour relations SMEs to identify early resolution opportunities to improve union relations and reduce overall grievances. Promotes the day-to-day application of Collective Agreements, National policies, and directives in a manner consistent with regional activities and corporate objectives.

• Participates in local union/management consultations, as required, on matters relating to employees (e.g., working conditions, progressive disciplinary issues, conflict resolution etc.) and advises the Operations Managers of issues and potential solutions in these areas.

• Maintains a network of internal and external contacts to regularly benchmark and remain current on future trends and developments related to government standards, industry practices, legislations, guidelines, and programs related to HR. Participates in HR Associations and events, to remain current and promote the CPC brand.

Qualifications

Education

Experience

Other Candidate Requirements

Other Information

Please note, shift work is required for this role.