HR Business Partner

The Salvation Army in Canada; Ottawa; On-site; CAD 101,000; Full time

Job summary

A leading non-profit organization seeks an HR professional to execute HR strategies, support performance management, and collaborate with management. The role involves enhancing HR policies and ensuring compliance with local legislation. Ideal candidates will have extensive HR experience and a relevant degree.

Qualifications

• Minimum 5 years progressive HR generalist experience.
• Strong knowledge of applicable legislation.

Responsibilities

• Collaborate with senior management to implement HR strategies.
• Assist in the implementation of the performance management cycle.
• Respond to leader and employee questions related to labor relations.

Skills

Effective communication

Organizational skills

Problem-solving

Education

University degree in social sciences

Completion or progress towards valid HR designation

Tools

HRIS

MS Office

Job description

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Who We Are

For more than 130 years, The Salvation Army has served people in need in communities across Canada and Bermuda. Building on our roots as a world-wide Christian church, each year we help more than 2 million people, providing necessities such as food, clothing, and shelter. In addition, we support people experiencing unemployment, addiction, and family challenges. We continually adapt and innovate to meet emerging needs and live out our mission, vision, and values of hope, service, dignity, and stewardship. As a faith- and values-based organization, we hire and serve people of all backgrounds and walks of life - there is a place for everyone to belong here.

Mission Statement

The Salvation Army exists to share the love of Jesus Christ, meet human needs, and be a transforming influence in the communities of our world.

Job Description

POSITION PURPOSE SUMMARY :

The incumbent executes the HR strategy, tailoring solutions to Divisional / MU needs, delivers mission partner solutions and programs at the MU-level, and supports performance management and mission partner cycles. They also support leaders with specialized HR advice and collaborate with the Service Centre on escalated inquiries and transactions.

Accountabilities

The incumbent may perform all, some, or similar range of duties.

1. Collaborate with senior management to implement HR strategies, policies, and programs that align with the organization's goals.
2. Effectively communicate HR policies and programs to management and people leaders, enabling them in resolving issues and making informed people decisions throughout the organization.
3. Assist in identifying the measures and metrics required to evaluate the effectiveness of HR strategies.
4. Provide regular inputs for improvement of HR policies and programs.

Job Description Management

1. Support in requesting a new job description.
2. Collaborate with stakeholders to determine if a job description exists within Workday; where a job description does not exist within Workday, work with leaders to develop the job description using existing tools and templates.
3. Leverage existing, standardized templates and job description details.
4. Work with leaders on job descriptions as input to job evaluation and re-evaluation.
5. Publish the job descriptions.

Performance Management

1. Assist in the implementation of the performance management cycle. Communicate performance management timelines to stakeholders in a clear and timely manner and support in the delivery of communications, where required. Identify the measures and metrics needed to assess program and process effectiveness for performance management to ensure the program is being used effectively and opportunities for improvement are being addressed.
2. Measure program/service effectiveness at MU locations by analyzing quantitative and qualitative data and comparing results against expected objectives and scorecards for performance management.
3. Support in relaying the relationship between performance and compensation differentiation.

Support Managers and Directors in effectively managing the performance review cycle, including the development and implementation of performance improvement plans.

ER / LR

1. Respond to ad-hoc leader and employee questions/complaints related to employee & labor relations.
2. Liaise feedback from people leaders to the Healthy Workplace CoE to offer MU-specific insights that ensure preparedness for collective bargaining and strikes.
3. Pending signed CBA, support the interpretation of new collective bargaining terms and communicate to the appropriate leaders and members of the HR Organization to ensure all changes are implemented accurately, effectively, and in a timely manner.
4. Collaborate with CoE to determine grievance strategy for mediation/arbitration. Take appropriate steps to resolve grievances. Review grievances with CoE and evaluate if additional support is required.
5. Participate in mediations/arbitrations with Union partners and administer grievance documentation.
6. Mitigate organizational people risks and ensure HR compliance with local legislation and regulations.
7. Manage and resolve misconduct, non-compliance, and support corrective actions from Managers, Directors, and Union. Review and assess investigation outcomes.
8. Notify CoE and support appropriate steps to manage misconduct, non-compliance, and corrective actions.
9. Support Managers/Directors in determining appropriate corrective actions (settlements, terminations, suspensions). Record and monitor progress.
10. Support investigations into appeals and original decisions.
11. Assist Managers and Directors with HR investigations regarding misconducts and complaints.
12. Implement investigation plans aligned with established processes and policies. Gather information, record, and discuss reports with stakeholders.
13. Notify stakeholders of outcomes, devise action plans, and close cases with resolution notes.

HR Program Onboarding

1. Review training programs, analyze relevance and effectiveness, and recommend suitable solutions based on MU needs.
2. Coordinate with Tier 2A to administer training schedules and distribute materials.
3. Review post-training feedback collected by Tier 2A.

Perform other work-related duties as assigned.

Critical Relationship Management

• Participate on various ad hoc Committees.

Internal : Develop and maintain connections with THQ Employee Benefits, HR Operations, Job Evaluation, H&S & Workers Compensation.

• WorkSafe / AtWorkCare / WCB Case Managers.

Managerial / Technical Responsibilities

Reports directly to the Senior Human Relations Business Partner.

Direct reports : None.

Financial And Material Management

• May provide input to the Senior HRBP regarding the annual business plan and budgets for Human Relations, aligned with THQ strategies and MU budgets.
• Minimal involvement in financial decisions beyond personal credit card authorization.

The above responsibilities must be discharged in accordance with The Salvation Army’s Mission Statement, in a professional manner, upholding our code of conduct.

Working Conditions

• Mainly works from home but may need to work onsite as required.
• Some travel may be required for meetings with clients, stakeholders, or off-site personnel.

Education And Experience Qualifications

• Willingness to develop understanding and support for The Salvation Army's mission in Canada and its implications for the role.
• Compliance with OH&S Act and Regulations, and adherence to health and safety policies.

Alternative education and experience combinations may be considered.

Education, Qualifications And Certifications

• University degree in social sciences, HR, or related field.
• Completion or progress towards valid HR designation (e.g., CPHR).

Experience And Knowledge

• Minimum 5 years progressive HR generalist experience.
• Strong knowledge of applicable legislation (Employment Standards Act, Human Rights Code, etc.).
• Working knowledge of HRIS, preferably Workday.
• Experience developing efficient processes.
• Proficient in computer and MS Office applications.
• Labour relations experience is an asset.

Skills And Capabilities

• Effective communication, presentation, and interpersonal skills.
• Flexible, self-starting, with multitasking ability.
• Strong organizational and problem-solving skills.
• Operational business acumen.
• Ability to work cooperatively and foster positive relationships.
• Adaptability to changing environments.
• High ethical standards and alignment with organizational values.
• Excellent organizational and prioritization skills.
• Ability to analyze problems and generate solutions.

This position requires onsite support 2 days a week at Ottawa locations (Booth Centre and Grace Manor).

Compensation

The target salary range is $66,831.48 to $83,539.35, with a maximum of $100,247.22, based on experience, skills, and market conditions.

The Salvation Army provides reasonable accommodations upon request. Contact [emailprotected] for assistance.

Seniority level: Entry level

Employment type: Full-time

Job function: Human Resources

Non-profit Organization Management

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