HR Business Partner

This role acts as a hands-on coach, support, and advisor to people leaders in the day-to-day execution of HR related services covering the entire employee lifecycle. As an extension of the broader HR leadership team, the HR business partner exists to ensure that corporate programs are operationalized and executed flawlessly and there is a continuous feedback loop within the business team/s being supported.

What you’ll do

  • Provide people leaders with guidelines, procedures and available tools from the HR Centres of Expertise to facilitate the delivery of all HR programs
  • Day-to-day people triage: addressing issues and feedback, facilitating communications and interactions between people leaders and team members and proactively anticipating risks and issues by participating in informal discussions, analyzing and interpreting workforce information and reviewing results of employee surveys
  • Work with people leaders to ensure their HR requirements are met and to help build a working environment consistent to the company’s culture and core values
  • Chunk down, contextualize and operationalize large scale organization design projects, talent management reviews, performance management initiatives and other enterprise-wide HR development efforts
  • Coach people leaders in resolving performance management and employee relations / discipline issues; provide consistent and accurate interpretation and guidance for the application of HR policies and procedures
  • Partner with people leaders and Learning & OD Senior Manager to identify developmental requirements and support the implementation of learning solutions to build functional and technical capabilities

What you’ll need

  • 5+ years HR business partnership experience with strong focus in labor and employment law and resolving complex employee relations issues
  • Comprehensive understanding of current HR legislation and employment
  • Roll-up your sleeves, let’s get it done and self-starter attitude are must-have’s
  • Project management and stakeholder management skills
  • Data-driven approach to decision-making
  • Critical thinking and creative problem-solving, courage to try new approaches and methods at every opportunity
  • Flexibility and ability to effectively respond and navigate through iterations, competing demands and shifting priorities and organizational constraints
  • Ability to work effectively in a diverse work group and manage ambiguous situations
  • Workplace exposure to delivering components of Diversity & Inclusion efforts is a plus

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