Human Resources Business Partner

Reporting to the Manager, Human Resources, the Human Resources Business Partner (HRBP) will provide day-to-day HR support to TransX leaders and employees, and work closely with the HR Manager to develop, implement, and deliver HR programs. This role will require hands-on involvement in all aspects of HR including recruitment, performance management, employee relations, compensation, and policy & procedure implementation.

Providing a high-quality and cost-effective service, keeping safety as a priority, while ensuring customer satisfaction will be the ultimate mission of this role.

Job Responsibilities:

Full Cycle Recruitment and Retention

• Lead recruitment initiatives by implementing effective recruiting and hiring practices to attract and retain top talent and meet resourcing needs.
• Establish and build trusting relationships with managers to proactively manage and advise throughout the full recruitment life cycle.
• Assist in prescreening and conducting cultural (final-round) interviews with internal and external applicants being considered for employment.
• Ensure appropriate assessments and background checks are conducted.
• Develop and keep an up-to-date library of job profiles, job descriptions, and organizational charts.
• Attend career fairs and identify/provide strategic business partnering opportunities.
• Oversee the employee experience and ensure all processes for employee onboarding and orientation are carried out according to policy.

Employee Relations

• Partner with leaders to advise and support on employee relation concerns, performance management, and help them implement best HR practices.
• Build and maintain positive working relationships with assigned business units to ensure HR services are properly executed.
• Handle employee relation issues and investigations, providing advice and coaching to leaders and/or employees regarding HR services and programs.
• Apply knowledge and experience in interpreting HR policies, procedures, benefits, and payroll and provide counsel on the application of policies in accordance with applicable legislation.
• Ensure the maintenance of a positive employee relations climate through the development of policies and programs to improve employee satisfaction.

Organizational Development

• Assess and identify trends and propose solutions that will assist the HR leadership team in designing improvement strategies.
• Analyze and make independent recommendations regarding solutions to problems with varying complexity in accordance with organization objectives and guidelines.
• Provide support with strategic HR initiatives, including research & recommendations, ownership & participation in the development, implementation, and maintenance of initiatives.
• Maintain compliance with all applicable employment law requirements, company policies, procedures, and standards.
• Plan and organize own work assignments, as well as carry out tasks as required by the HR leadership team.

Compensation

• Support the annual Compensation Program by educating managers and supporting employee communication.
• Provide advice on new hire and current-employee compensation, ensuring adherence to internal compensation program and Pay Equity Legislation.

Reporting

• Under the guidance of the Manager, HR, complete and submit the annual Employment Equity report, partnering with the HRIS Analyst for data gathering and analysis.
• Complete the EAHOR.

Qualifications and Experience:

• 5+ years of experience in progressive HR positions; previous experience working in a Federally-regulated business, with strong knowledge of the Canada Labour Code a strong asset.
• Completion of post-secondary studies in Human Resources.
• True HR Generalist with solid hands-on experience in various aspects of HR.
• Proven ability to build and document departmental processes, workflows and SLAs to increase operational efficiency and service delivery.
• Strong understanding of HRIS systems, preferably ADP.
• Demonstrated experience in full-cycle recruitment, including developing interview guides and policies and making compensation recommendations.
• Experience partnering in projects and change initiatives, with the ability to engage and influence stakeholders to build consensus.
• Experience conducting workplace investigations.
• Excellent leadership, interpersonal, and influencing skills.
• Excellent problem-solving skills.
• High tolerance for ambiguity; with the ability to reprioritize and manage a large volume of competing priorities.
• Demonstrated, strong written and verbal communication skills.
• A strong understanding of the many disciplines within HR, including employee relations, talent acquisition, diversity and inclusion, performance management, and compensation and benefits.
• Ability to maintain the highest levels of confidentiality.
• Strong organizational skills with the ability to proactively organize and manage a high volume of time-sensitive tasks and work.
• Excellent attention to detail. Proficient with MS Office suite, Word, Excel, PowerPoint, etc.