18 Month Contract People & Culture - Human Resources Business Partner

Colonial Group; Oakville; On-site; CAD 90,000 - 120,000; Full time

Job summary

Laurentis is seeking a Human Resources Business Partner to work with the People & Culture team. The role requires 8–10 years of HR experience with progressive responsibility and experience in performance cycles, change management, and collective agreement interpretation.

Experience in a unionized environment is highly desirable. The HRBP will provide ongoing consultation to business leaders, drive strategy, and align HR imperatives with business outcomes, including labor relations, talent

Qualifications

• 8–10 years of HR experience with progressive responsibilities.
• Experience in performance cycles and performance management.
• Experience interpreting and applying collective agreements (unionized environment desirable).
• Ability to drive change management and related HR initiatives.

Responsibilities

• Provide guidance to business leaders on HR strategy and people initiatives.
• Support unionized client groups with labor relations matters, grievances, investigations and discipline.
• Assist with talent management, performance calibration, and learning & development planning.
• Support leave and accommodation processes, disability considerations, and workplace solutions.
• Lead culture, organization, and job design initiatives in alignment with business changes.
• Analyze workforce planning metrics to address gaps identified in planning analytics.
• Support compensation planning processes and job evaluation activities.
• Collaborate with stakeholders for day-to-day P&C advisory initiatives.
• Perform other duties as required.

Skills

Employee relations

Labour relations

Talent management

Leave management

Change management

Workforce planning

Total rewards

Learning & development

P&C advisory

Job description

JOB OVERVIEW

Laurentis is seeking dynamic talent to join our team in the role of Human Resources Business Partner, working closely with the People & Culture (P&C) team. The ideal candidate would have 8-10 years of experience working in Human Resources, holding progressively more responsible roles, and having managed annual performance cycles, ongoing performance management, complex collective agreement interpterion, change management and other related responsibilities.

Experience working in a unionized environment is a highly desirable asset.

Reporting to the Manager, HRBP, the HR Business Partner provides ongoing consultation and support to Business Leaders on how to drive business strategy and results through the optimization and alignment of key strategic imperatives.

KEY ACCOUNTABILITIES

Working in accordance with prescribed safety procedures and regulations:

• Employee Relations: Provides advice and coaching to leaders on routine and complex employee relations matters, including performance management, attendance, conduct, workplace concerns, and progressive discipline. Supports leaders in identifying appropriate next steps and ensuring matters are appropriately documented and addressed;
• Labour Relations: Provides day-to-day P&C support to unionized employees and leaders within their assigned client groups. Interprets and applies collective agreement provisions, supports attendance and performance-related matters, and assists with grievances, discipline, investigations, and other labour relations matters in partnership with the Labour Relations team;
• Talent Management: supports ongoing cyclical processes with leaders and employees as required;
• Leave & Accommodation Management: Provides support to leaders and employees throughout leave and accommodation processes, including disability, medical leaves, and workplace accommodations. Partners with H&S, the business, and other internal stakeholders to facilitate appropriate and sustainable workplace solutions while ensuring processes are appropriately documented and managed.
• Change Management: Leads the planning and implementation of culture initiatives; Advises on organization, team, and job design and coordinates the implementation through Business Changes.
• Workforce Planning/Business Planning: Analyze workforce planning metrics to help line managers develop an effective plan to address gaps identified through business planning analytics.
• Total Rewards: Supports the effective implementation of compensation plans, practices, and policies across the organization; Supports clients' performance calibration process (for Annual Performance Bonus); Supports leaders in ensuring job documents are current and evaluated through an appropriate job evaluation process; Advises hiring managers on compensation packages and entitlements.
• Learning & Development: Consult with leaders to discuss upcoming learning needs and/or performance gaps. Collaborates with leaders to assess the need for non-formal learning solutions and develop an action plan.
• P&C Advisory & Initiatives: Provides day-to-day P&C support to assigned client groups and contributes to broader P&C initiatives, projects, and cyclical processes as required.
• Other Duties as Required.