MCASPHALT | Human Resources Business Partner

McAsphalt Industries Limited; Edmonton; On-site; CAD 70,000 - 110,000; Full time

Job summary

An established industry player seeks a dynamic Human Resources Business Partner to provide comprehensive HR support across various business units. This role is pivotal in shaping talent management strategies, enhancing employee relations, and driving change initiatives. As a trusted advisor, you will collaborate with leaders to ensure optimal workforce planning and development, while also championing corporate governance and compliance. If you are passionate about fostering a positive work culture and have a strong HR background, this is an exciting opportunity to make a significant impact.

Qualifications

• 5+ years’ experience in an HR generalist capacity in a large organization.
• Post secondary degree and/or diploma in Human Resources or Business.

Responsibilities

• Partner with business leaders to develop people solutions aligned with corporate HR objectives.
• Act as a liaison between staff and management to foster a harmonious work environment.

Skills

Talent Management

Employee Relations

Change Management

Performance Management

Succession Planning

Education

Post secondary degree in Human Resources or Business

CHRP/CHRL designation

Tools

SAP Success Factors

Microsoft Office

JDE

Job description

Job Title: MCASPHALT | Human Resources Business Partner

Status: Full-time Position

Expected Start Date: As soon as possible

Location: Western Canada

Reporting to: Director, Human Resources

Role Purpose

The purpose of the HRBP role is to provide broad HR support to assigned business groups within McAsphalt Industries Ltd. Partnering with business leaders and managers, the HRBP will develop people solutions that help support the achievement of the business group strategy, while ensuring alignment to corporate HR objectives. The HRBP will work with employees and all levels of management within their assigned area to pro-actively facilitate appropriate outcomes to people related matters. To be effective in developing tailored solutions, they will be required to build trusting relationships with employees, managers and leaders of that business and work to understand their operational goals.

Expectations for the role include utilizing their expertise to shape advice for the business unit and its employees, contributing to operational discussions and decision-making, providing ideas and challenge (thought leadership) to management teams and acting as a catalyst for change. Being the expert, and leader on people initiatives; especially talent, performance and change management. The role also requires collaboration with all areas of HR to deliver seamless service and a consistent experience for all internal clients.

Key result areas/Outcomes of the Role - Talent Management (35%)

Ensure that the organization has the right talent on board at the right time, drive a positive candidate experience and an effective onboarding process. Facilitate development activities to allow employees to achieve their optimal development potential. Working with business leaders, develop a robust succession plan that addresses future talent needs and identifies high potential talent. Pro-actively drive the development of high potential talent.

• Workforce Planning – Partner with business unit leaders to identify and analyze workforce requirements in terms of the size, type, experience, knowledge, and skills in order to achieve business objectives.
• Talent attraction, recruitment and selection - Partner with hiring managers to build a pipeline of internal and external talent. Ensure open vacancies are filled in a timely manner with the right candidates by participating in the recruitment and selection process.
• Onboarding – In conjunction with operations and HSE, deliver an onboarding plan to engage new hires. Follow up to track and enhance new employee experience during 30-60-90 days and throughout the 1st year of employment.
• Employee development - Ensure McAsphalt and Colas policies and practices on performance management are adhered to. This includes
• Performance reviews and midyear check-ins and goal setting – Reviews are mandatory for salaried employees. HRBPs work with managers to ensure reviews are completed in a timely manner, performance feedback is ongoing.
• Performance improvement plans (PIP) - Work with managers to identify performance gaps and implement plans to address the gaps. Follow through to ensure employees placed on PIP receive adequate support to successfully meet acceptable performance standards within the set timeline.
• Succession planning – Through the 9 box exercise, map key roles within the business units responsible for, identify potential successors and assess their readiness to fill the key roles internally. Work with the Director of HR to roll up succession planning documents – 9-box by business line, highlighting succession gaps.
• Individual Development Plans (IDP) – Using the intel from the Succession Planning exercise work with business unit management and key talent to drive the IDP process. To ensure key employees are achieving their professional goals while ensuring business objectives are met.
  
  

Other key result areas/Outcomes of the Role

• Labour/Employee Relations (40%) – In consultation with the internal Labour Relations Specialist or operations team, act as a liaison between staff and management, bridging gaps through various forms of intervention, including problem-solving, mediation, training and coaching. Providing balanced advocacy to management and employees to protect their respective rights and facilitate a more harmonious work environment.
• Data and Systems Integrity (10%) – Ensure that all data entered into SAP Success Factors (employee system of record) is accurate and timely. Ensure clear understanding of how the systems and processes work within SAP, ADP, JDE, etc. Use the systems as they were designed to ensure efficiency and effectiveness.
• Change Management (10%) – Champion company change initiatives by supporting and increasing awareness of desired outcomes. Identify change leaders to assist in fostering positive corporate culture. Coach managers and employees to enable them to navigate through change.
• Corporate Governance (5%) – As the subject matter expert ensure consistent adherence to corporate and legislated policies by providing education and guidance to staff and management to mitigate risk to the organization.
  
  

Specific attributes required for successful performance of the role

• Post secondary degree and/or diploma in Human Resources or Business
• 5+ years’ experience in an HR generalist capacity in a large organization
• CHRP/CHRL designation required, or working towards this designation
• Computer proficiency – Microsoft Office (Word, Excel, powerPoint & Outlook), SAP Success Factors an asset, JDE experience an asset