HR Business Partner

The Job Resource Centre; Canmore; On-site; CAD 90,000 - 120,000; Full time

Job summary

Town of Canmore is seeking a Human Resources Business Partner (HRBP) to provide practical HR support to assigned client groups. You will collaborate with leaders and employees on day-to-day employee and labour relations matters, attendance and disability management, performance, and policy interpretation.

The role works with the Manager of People & Culture and the broader HR team to ensure fair application of agreements and employment laws while promoting a respectful, inclusive, healthy, and

Responsibilities

• Provide day-to-day advice and coaching to leaders and employees on employee relations, attendance, performance, and the application of HR policies and procedures.
• Interpret and support the consistent application of collective agreements, policies, employment legislation, and HR practices.
• Support grievance administration by gathering information, preparing documentation, attending meetings, tracking timelines, and assisting with responses and resolution options.
• Build constructive working relationships with union representatives and support labour-management discussions, grievance meetings, and other labour relations activities.
• Conduct or support fair, timely, and objective workplace reviews and investigations involving respectful workplace concerns, harassment, misconduct, conflict, or policy violations.
• Prepare investigation plans, interview notes, findings, recommendations, and related correspondence, applying procedural fairness and the balance of probabilities.

Job description

Why work for the Town of Canmore For starters, you can take great pride in our collaborative organization, its positive work culture and our amazing group of talented people who genuinely care about our community and accomplish outstanding work each and every day for its citizens. As a municipal government organization, the Town of Canmore exists to serve the community and visitors to Canmore. The organization is committed to supporting a triple bottom line sustainable future for all by promoting wellness and active living, being leaders in environmental stewardship, and ensuring the effective and efficient use of taxpayer dollars.

Position Overview:

The Human Resources Business Partner (HRBP) provides responsive, practical, and consistent human resources support to assigned client groups. The role partners with leaders and employees on day-to-day employee and labour relations matters, attendance and disability management, performance management, workplace investigations, conflict resolution, policy interpretation, and legislative compliance. Working under the guidance of the Manager of People & Culture and in collaboration with the Human Resources Business Partners and the broader Human Resources team, the HRBP supports the fair and consistent application of collective agreements, Town policies, employment legislation, and people practices. The HRBP builds trusted relationships, supports timely issue resolution, and contributes to a respectful, inclusive, healthy, and productive workplace.

Core Accountabilities:

Employee and Labour Relations

• Provide day-to-day advice and coaching to leaders and employees on employee relations, workplace conduct, conflict, attendance, performance, and the application of Human Resources policies and procedures.
• Interpret and support the consistent application of collective agreements, policies, procedures, employment legislation, and established Human Resources practices.
• Support grievance administration by gathering information, preparing documentation, attending meetings, tracking timelines, and assisting with responses and resolution options.
• Build constructive working relationships with union representatives and support labour-management discussions, grievance meetings, and other labour relations activities.
• Conduct or support fair, timely, and objective workplace reviews and investigations involving respectful workplace concerns, harassment, misconduct, conflict, or policy violations.
• Prepare clear investigation plans, interview notes, findings, recommendations, and related correspondence, applying procedural fairness and the balance of probabilities.
• Support leaders with performance management, probation reviews, coaching, performance improvement plans, progressive discipline, and termination processes.
• Maintain complete, accurate, and confidential employee and labour relations records and case files.

Disability, Accommodation and Attendance Management

• Coordinate occupational and non-occupational disability cases, including medical leaves, workplace accommodations, modified work, and return-to-work planning.
• Engage with employees, leaders, medical professionals, benefit providers, Workers Compensation Board representatives, and other partners to support safe and sustainable return-to-work outcomes.
• Review functional abilities and workplace restrictions, identify reasonable accommodation options, and document accommodation and return-to-work plans in accordance with applicable legislation and Town practices.
• Monitor case progress, required documentation, follow-up dates, and changes to restrictions while protecting medical confidentiality.
• Provide guidance to leaders on attendance management and support a fair, consistent, and non-disciplinary approach to disability-related absences.
• Identify attendance and disability trends and recommend practical preventative or early-intervention actions.

Human Resources Advisory and Case Management

• Manage an assigned portfolio of Human Resources matters, assess risk and urgency, and elevate complex or high-risk issues to the Manager of People & Culture or a Senior HRBP.
• Provide employees and leaders with timely, respectful, and solution-focused Human Resources service.
• Prepare correspondence, briefing notes, case summaries, reports, and recommendations that are accurate, objective, and appropriate for the audience.
• Collaborate with Human Resources colleagues on recruitment, onboarding, organizational changes, policy implementation, employee engagement, and other operational priorities as required.
• Use Human Resources systems and workforce information to track cases, identify trends, and support continuous improvement.
• Contribute to the development and review of Human Resources procedures, templates, tools, and educational resources.

Respectful Workplace, Wellness and Inclusion

• Promote respectful workplace practices, psychological health and safety, employee wellbeing, inclusion, and the Town of Canmore values.
• Support early and informal resolution of workplace concerns through coaching, facilitated conversations, mediation, or other appropriate approaches.
• Apply Human Rights and duty-to-accommodate principles in Human Resources advice and case management.
• Demonstrate cultural awareness and contribute to Human Resources practices that support reconciliation, equity, diversity, and inclusion.

Health and Safety

• Understand and carry out responsibilities for supervisors and workers as outlined in the Town of Canmore Health and Safety Directive.
• Demonstrate commitment to a safe and healthy environment for employees, visitors, workers, and interest holders.
• Participate in incident reviews, investigations, inspections, audits, or corrective action planning when Human Resources support is required.
• Participate in inspections, audits, and incident reviews

Key Competencies

• Client Service: Delivers timely, practical, respectful, and appropriate Human Resources support. Clarifies needs, communicates expectations, and follows through on commitments.
• Judgment and Problem Solving: Gathers relevant information, considers policy, legislation, risk, fairness, and precedent, and recommends reasonable options. Recognizes when a matter requires escalation.
• Relationship Building: Develops trusted working relationships with employees, leaders, union representatives, and colleagues while maintaining neutrality and professional boundaries.
• Communication: Communicates sensitive or complex information clearly and respectfully. Produces accurate, objective, and well-organized documentation.
• Conflict Resolution: Supports constructive conversations, listens to differing perspectives, and uses appropriate informal or formal approaches to resolve workplace concerns.
• Confidentiality and Integrity: Handles personal, medical, labour relations, and organizational information with discretion and in accordance with privacy requirements.
• Organization and Accountability: Prioritizes competing cases, tracks commitments and deadlines, maintains reliable records, and takes ownership of assigned work.
• Learning and Adaptability: Seeks guidance and feedback, builds technical knowledge, and adapts to changing legislation, collective agreements, operational needs, and Human Resources practices.