Officer, Human Resources Business Partner (Field)

Canada Post; Calgary; On-site; CAD 65,000 - 85,000; Full time

Job summary

A leading postal service provider in Calgary, Alberta, is looking for an Officer, Human Resources Business Partner. This role involves providing comprehensive HR services, engaging clients on HR matters, and collaborating with management to deliver effective HR solutions. Ideal candidates will have relevant HR experience, strong communication skills, and a background in labor relations. The position is full-time and permanent, focusing on employee engagement and organizational culture.

Qualifications

• 2 to 4 years of relevant human resources experience as a generalist.
• Experience working in a unionized environment is an asset.
• Solid understanding of employment legislation and HR trends.

Responsibilities

• Provide frontline HR services to managers and teams.
• Support performance management and talent management.
• Coach and educate clients on HR matters.

Skills

Proficient computer skills

Strong oral and written communication skills

Interpersonal skills

Organizational skills

Problem-solving skills

Education

Post-secondary education in Human Resources Management or related field

Chartered Human Resources Professional designation

Tools

Microsoft Office Programs

Job description

Overview

Officer, Human Resources Business Partner (Field)

Location: Calgary, AB, CA

Job Requisition Id: 193777

Primary City: Calgary • Other Location(s): Alberta • Employment Type: Full-Time • Employment Status: Permanent • Language Requirement: English Essential • Employee Class and Level: CPMGA01 • Number of Vacancies: 1 • Job Closing Date (YYYY-MM-DD): 2025/11/12

Job Description

The Officer, Human Resources Business Partner (HRBP) acts as the primary point of contact in providing frontline end-to-end HR services to a broad range of clients (primarily managers and their teams). Engages, coaches and educates clients on HR matters. Provides strategic consultation, coaching and support for HR programs such as workforce management and attrition risk and analysis, talent and succession planning, performance management, culture activation, employee engagement and experience, conflict management, ED&I (equity, diversity & inclusion), and frontline employee/labor relations.

With collaboration and direction from the HRBP Manager, the HRBP Officer leverages a broad understanding of the business and partners with HR subject matter experts (SMEs) and regional management teams to develop and deliver effective, integrated HR solutions and programs aligned with the business strategies and priorities. Acts as a company culture and employee experience champion. As a trusted partner of the business management team, provides consistent focus on building talent and leadership capabilities to realize the short-term and long-term people strategy and to support the growth of organizational capabilities.

Job Responsibilities

Below are the main job requirements and responsibilities for the Officer, HRBP.

• Embodies and promotes the Corporate Leadership Behaviours and Values to support the company’s mission and vision when dealing with all stakeholders, both internal and external.
• Acts as partner, people champion and change agent, while aligning business strategy with HR services and solutions. Works closely with the HRBP Manager, the local management team and HR SMEs (as required) to ensure the right people with the right skills and the right behaviours are in place to successfully meet business objectives and to align with business strategies.
• Facilitates the deployment and execution of cyclical HR program activities with the client (performance management, talent management & succession planning). Coaches and supports Operations Managers (and Team Leaders as required) in the Performance Management process, including calibrations, performance management plans, performance improvement plans and probationary reports. Provides advice on development plans to foster performance improvement.
• Promotes awareness, provides guidance, and identifies opportunities to improve compliance with Legislated Programs, policies, and processes, such as Human Rights, Conflict of Interest, Labour Relations and Grievances up to the 1st level et al. Works with HRBP Manager, HR SMEs, and business leaders & managers to identify risks and opportunities, and develop effective solutions and action plans.
• Supports the client management team in building and maintaining a strong organizational culture, as well as continuously supporting the improvement of the employee experience and employee engagement. This includes activities such as providing advice and suggestions for culture-related initiatives, supporting the employee engagement survey and related action plans in partnership with the clients and the HRBP Manager.
• Assists the client to prevent and resolve HR related issues at the earliest possible point by coaching on conflict management techniques such as early resolution. Brokers the assistance of the HRBP Manager, HR SMEs, colleagues and/or functional process and policy owner(s) when needed, while adhering to policies and processes (e.g., Workplace Violence & Harassment).
• In partnership with the HRBP Manager, identifies change management issues and works with the business managers and HR SMEs to develop and execute change management strategies and solutions on behalf of the business leader.
• Assists the client group in understanding relevant HR metrics (e.g., attendance, employee relations, recruitment, workplace conflict, grievances, attrition analysis, etc.) to assist in identifying causal relationships and to develop local strategies to drive improvement.
• Works closely with team leaders, local unions and labour relations SMEs to identify early resolution opportunities to improve union relations and reduce overall grievances. Promotes the day-to-day application of Collective Agreements, National policies, and directives in a manner consistent with regional activities and corporate objectives.
• Participates in local union/management consultations, as required, on matters relating to employees (e.g., working conditions, progressive disciplinary issues, conflict resolution etc.) and advises the Operations Managers of issues and potential solutions in these areas.
• Maintains a network of internal and external contacts to regularly benchmark and remain current on future trends and developments related to government standards, industry practices, legislations, guidelines, and programs related to HR. Participates in HR Associations and events, to remain current and promote the CPC brand.

Qualifications

Education

• Completed post-secondary education, preferably in a related field such as Human Resources Management, organizational studies, labor relations and/or business management/administration OR a combination of equivalent professional experience and training
• Chartered Human Resources Professional designation and/or Human Resources Management Certificate are considered strong assets for this role

Experience

• 2 to 4 years of relevant functional experience in human resources as a generalist
• 1 or more years experience working in a unionized environment is an asset

Other Candidate Requirements

• Proficient computer skills and strong competence with all Microsoft Office Programs
• Strong business acumen and influencing skills
• Sound organizational, analytical, judgement and decision-making skills with proven abilities in problem solving
• Strong interpersonal skills with an ability to build and maintain relationships
• Strong oral and written communication skills
• Solid understanding and knowledge of employment legislation, HR trends, issues, and best practices
• Experience using data and analytics to provide recommendations to clients
• Bilingualism required for the following areas: Province of Quebec, Ottawa (ON), and Province of New Brunswick

Other Information

Candidates must be available for 3 shifts at the plant throughout the week.

Canada Post’s values and behaviours

Our Values - Trust, Respect and Deliver represent our fundamental promise to ourselves, our expectations of one and another and our shared duty to our country.

Our behaviours – Make the call, Know the destination, Deliver for others, Ignite our pride; embody our values, bringing them to life and guiding our actions.

We’re committed to living these values and practicing these behaviours every day. Learn more about the values and behaviours by visiting the Canada Post website.

All qualified candidates will be considered however preference will be given to Indigenous People (First Nations, Metis or Inuit) or Persons with disabilities. This is a special measure employment equity initiative and candidates from this group who wish to qualify for preferential consideration must self-identify.

Accessibility

Canada Post is committed to fostering an equitable, respectful, and caring workplace where everyone is welcome and has equal opportunity, where diversity is valued and celebrated and where we work together to remove barriers and promote accessibility. If you are contacted regarding a job opportunity, please advise if you require an accommodation. All information received in relation to accommodation will be kept confidential.

Employment Equity

Canada Post is committed to creating a safe workplace that embraces and celebrates everyone. We are committed to employment equity and encourage applications from Indigenous Peoples, Persons with disabilities, Members of visible minorities, and Women.

Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.

Information on our Equity, diversity & inclusion national strategy and our Indigenous reconciliation strategy can be found at the following links. A conflict of interest is when an employee’s interests (personal, financial or business) or relationships (family or close personal relationships) interfere, or appear to interfere, with the interests of Canada Post. To know if a conflict exists, please refer to the Canada Post's code of conduct.

Job Segment: Employee Relations, Labor Relations, HR, Performance Management, Equity, Human Resources, Finance