Human Resources Business Partner

About the job Human Resources Business Partner

We are seeking an experienced Human Resources Business Partner with a unique blend of expertise in the Metal and Engineering Industries Bargaining Council (MEIBC), the automotive manufacturing sector, and audit. The successful candidate will be a strategic partner in aligning HR strategies with business objectives, ensuring compliance, and contributing to a positive work environment.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Master's degree or HR certification is a plus.
• Minimum of 2 years of experience as an HRBP in the automotive manufacturing industry.
• Demonstrated expertise and experience working with the MEIBC and a deep understanding of relevant labor laws.
• Previous audit experience, with a focus on HR processes and compliance.
• Proven success in negotiating and managing positive relationships with employee representatives and unions.
• Strong knowledge of HR best practices, employment legislation, and industry trends.
• Excellent communication, interpersonal, and negotiation skills.

Key Responsibilities:

• MEIBC Expertise:
• Demonstrate in-depth knowledge and practical experience with MEIBC regulations, ensuring compliance with relevant labor laws.
• Lead negotiations and consultations with employee representatives and unions to foster positive labor relations.
• Automotive Manufacturing Industry Experience:
• Bring a solid understanding of the automotive manufacturing industry, its unique challenges, and best practices in HR.
• Implement HR strategies that address industry-specific issues, such as production cycles, workforce planning, and talent acquisition.
• Audit Experience:
• Utilize audit experience to ensure HR processes and practices comply with internal policies and external regulations.
• Conduct periodic HR audits to identify areas for improvement and implement corrective actions.
• Strategic HR Partnership:
• Collaborate with senior leadership to align HR initiatives with business objectives, contributing to the overall success of the organization.
• Provide strategic guidance on workforce planning, organizational design, and talent management.
• Employee Relations:
• Proactively manage employee relations issues, conducting investigations, and implementing solutions that promote a positive work environment.
• Advise and guide management on disciplinary matters, grievances, and performance management.
• Talent Acquisition and Development:
• Oversee the recruitment process, ensuring the acquisition of top talent to meet the organization's current and future needs.
• Implement effective training and development programs to enhance employee skills and capabilities.
• HR Metrics and Analytics:
• Utilize data-driven insights to assess HR performance, identify trends, and propose actionable recommendations for continuous improvement.