Partners with leaders at all levels to build a high-performance, people-focused culture that drives business results.
Drives employee engagement initiatives, ensuring a focus on building a high performing culture, a diverse and inclusive environment, and a great place to work.
Anticipates and assesses the gaps between business needs and people capabilities and drives appropriate actions.
Facilitates talent review and succession planning process, with a focus on achieving diversity and creating developmental plans for high performing, high potential staff.
Provides support in the areas of performance counseling, employee retention, policy interpretation and implementation, human rights, and employment legislation.
Provides coaching, advice and guidance to Supervisors and Managers on employee relations matters including but not limited to attendance management, policy violations, progressive discipline and termination.
Lead investigations pertaining to employee relations, ethics and compliance, etc.
Strives to understand priorities and challenges and engages/influences the requisite stakeholders to deliver comprehensive solutions.
Ensure HR Business Operating Procedures and Policies have been assigned, reviewed and recorded by applicable employee population
Participate in aspects of Collective Agreement interpretation and application and grievance process to assist the Manager, Human Resources in ensuring that employee-related issues are properly addressed and resolved
Partners with managers in finding win/win solutions to their issues and provides a safe environment for employees to bring forward issues, and enables resolution
Change Management: Proactively drives organization and team-level change/transformation initiatives.
HR Policies: Interpret and communicate policies to managers and employees ensuring consistent and efficient application, provide support and coaching.
HR Projects: As required, lead or participate in the development and implementation of global or regional projects including but not limited to HRIT upgrades, implementation of new policies, Talent Management, Annual Compensation Review, and Talent Acquisition
Education and Experience
5 or more years of progressive experience in Labour Relations
5 or more years of progressive Human Resources experience in an external client facing capacity.
High comfort level in interacting and navigating across multiple levels within an organization and with external partners.
Strong communications skills
5 or more years of Employee Relations and Change Management experience preferred
Strong Working knowledge of Microsoft Office programs