HR Business Partner I

Dufry Careers; Calgary; On-site; CAD 119,000 - 153,000; Full time

Benefits offered by this job

Health, dental and vision insurance

Generous paid time off

Holiday pay

Meal and Transportation Benefits

RRSP retirement plan with company m​at

Employee assistance program

Training and exciting career growth op

Referral program

Job summary

HMSHost at Calgary Airport is seeking an HR Business Partner I to manage HR policies and programs across locations with <600 team members and moderate sales. You will collaborate with Operations leaders to align people strategies with business goals.

Responsibilities include directing HR activities, managing full life cycle of team members, advising on policies, and maintaining labor relations while ensuring compliance and continuous improvement in People & Culture.

Qualifications

• Bachelor’s degree in a field related to HR or equivalent
• MBA or master’s degree in a related field preferred
• 5+ years of HR experience in hospitality, F&B, or retail preferred
• SHRM-SCP or HRCI-SPHR certification preferred

Responsibilities

• Directs HR activities of an airport/cluster with <600 team members
• Manages full life cycle of team members: attraction, onboarding, development, retention, offboarding
• Advises Operations leadership on policies, engagement, retention, training, and performance issues
• Establishes a positive HR presence and provides policy guidance
• Collaborates with Regional People and Culture Director on trends and planning
• Maintains positive labor relations and supports arbitration/grievance processes
• Ensures HR practices comply with policy and legal requirements

Skills

HR leadership

Employee relations

Policy advising

Microsoft Office

HRIS

Cross-functional partnership

Education

Bachelor’s degree in HR or related field

MBA or master’s degree in related field

Tools

HRIS

Job description

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With a career at HMSHost, you really benefit! We Offer

• Health, dental and vision insurance
• Generous paid time off (vacation, flex or sick)
• Holiday pay
• Meal and Transportation Benefits
• RRSP retirement plan with company match
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Airport Location:Calgary Airport
Advertised Compensation: $85,900 to $110,922

Purpose:

The HR Business Partner I (HRBP I) manages the execution of HR policies, procedures, and strategies as directed by the People and Culture Director; this role develops and administers local policies and programs unique to their assigned location(s). This role collaborates with the Operations leaders and all levels of management on HR matters by providing both strategic and technical expertise and advice, guaranteeing that the company’s business objectives are met.

Essential Functions:

• Directs the HR activities of an airport/or cluster of locations with less than 600 team members and low to medium sales volume that are collectively managed by location Operations leaders of Food & Beverage and Retail
• Manages the full team member life cycle including attraction, selection, onboarding, engagement, development, retention, and offboarding; plans and optimizes each stage of a team member’s tenure
• Develops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
• Establishes and nurtures a visible and positive presence and among team members at all levels; provides HR policy guidance and interpretation
• Works closely with the Regional People and Culture Director to communicate trends and utilize strategic planning tools/processes to analyze the business; recommends and implements strategies and tactical solutions to continuously improve the business
• Ensures that team member relations issues are proactively addressed before escalating; advises management on how to reduce risk and maintain compliance
• Conducts confidential and thorough employee investigations; prepares detailed documentation that is communicated effectively
• Establishes and maintains positive labor relations; acts as a resource to Operations managers to guarantee they understand the CBA
• Actively participates in arbitrations, grievances, and contract negotiations
• Leads change initiatives that embrace forward-thinking values and drive continuous improvement; promote a culture of continuous engagement, learning, and development
• Ensures HR practices comply with company policy and legal requirements; partners with corporate People & Culture and Legal to resolve matters as necessary
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the HR function as well as F&B and Retail operations to ensure delivery of appropriate advice and counsel

Reporting Relationship:

The HR Business Partner I reports to the Regional Director of People & Culture Operations

Minimum Qualifications, Knowledge, Skills, and Work Environment:

• The combination of educational and professional experience must exceed 5 years:
  • In a leadership role: Requires 2-4 years of experience leading a team of professionals, executing Human Resources strategy, and maintaining team member relationships.
  • In a technical role: Requires 5-7 years of Human Resources experience
    • A bachelor’s degree in a program related to the functional area can count for three of the five-year requirement
    • An MBA or a master’s level degree in a program related to the functional area can count for an additional two years of the five-year requirement
  • In the industry: 3-5 years of Hospitality, Food, Beverage, and/or Retail experience preferred
• Specialized Training:
  • SHRM-SCP or HRCI-SPHR certification preferred
  • Advanced knowledge of various areas of Human Resources, including recruiting, employee relations, labor relations, training and development, benefits, and compensation
• Training that leads to an in-depth understanding of HR policies and practices
• Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes
• Ability to exercise a high level of professionalism, confidentiality, and discretion
• Can ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand
• Ability to build collaborative partnerships and work cross-functionally
• Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations
• Proficiency with HRIS and business software/systems; has the ability quickly learn new systems
• Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes
• Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals
• Business acumen and mindset required to understand the long-term implications of People and Culture decisions and to advance organizational goals

Location/Travel:

Requires on-site attendance to assigned location(s) five days per week. M ay require up to 50% travel

All job requirements are subject to change to reflect the evolving position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and Provincial Laws).

Dufry, Hudson and HMSHost are equal opportunity employers and do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, other non-merit factors or any other prohibited grounds of discrimination found in provincial human rights statutes.