COMPETITION NUMBER: 961
CLOSING DATE: November 19, 2024 11:59PM
PEOPLE & TALENT OPERATIONS
NorQuesters are difference makers and we’re searching for someone dedicated to making a difference to join our People & Talent Operations team as a Senior HR Business Partner (Sr. HRBP). Reporting to the Manager, People, the Sr. HRBP position is a senior HR generalist and a single point of business support for clients. While this role supports a dedicated client group, as an experienced team member within the department, they also offer expert guidance to leaders and other team members on the interpretation of policies, procedures, collective agreements and terms and conditions of employment. They also advise on relevant legislative considerations. The Sr. HRBP partners with leaders to support in decision-making that align with best and emerging practices while maintaining compliance with the colleges policies, procedures, and processes. Complex issues may also be escalated to the Sr. HRBP from HRBP’s to be managed as needed.
The Sr. HRBP also provides leadership, coaching, mentoring and support to a small team of HR Business partners. This includes the training and onboarding of new HRBP team members, supporting them in their learning and development plans, and providing feedback and managing performance as required.
The Sr. HRBP drives change and supports growth in the HR-related skills of managers by offering sound HR advice and collaborative support as a trusted advisor and partner to People Leaders. They offer coaching to employees on a variety of topics including workplace issues and advise on HR processes. They are responsible for supporting in the following HR disciplines: employee relations, labour relations, talent acquisition, performance management, workforce planning, classification and job evaluation and compensation.
HOW YOU WILL MAKE A DIFFERENCE:
Strategic Business Partner
- Strategic advisor on all things relating to people.
- Responsible for the effective delivery of strategic HR consultation and guidance in key areas including talent management, workforce and succession planning and non-union employee relations to assigned client groups.
- Provides advice and support to managers and employees in matters pertaining to human resources and the employee cycle.
- Provides guidance and support to managers in matters pertaining to organizational design and resource management to increase effectiveness and efficiency; ensuring accurate employee categories are utilized and monitored.
Team Leadership
- Provides leadership, guidance, mentoring and support to a small team of HR Business partners.
- Support learning and development plans.
- Performance management and providing feedback.
- Participates on union committees (e.g. EMAC or NCFA monthly meetings)
Human Resources Operations
- Actively leads HR process improvement initiatives, including implementation and monitoring results.
- Partner with Managers to understand the human resource needs of the organization and help drive organizational success.
- Provides expert direction, guidance, and assistance to people leaders and is accountable for employee life-cycle decisions – restructuring, development, progression, promotion, termination, etc.
- Understands the needs of our business, in order to support managers with effective strategies on organizational design.
- Transform business needs into workforce planning requirements.
Employee/Labour Relations
- Leads workplace investigations, grievance hearings, and provide recommendations on both formal and informal solutions.
- Advises on all human resource related issues including, but not limited to; interpreting HR Policies, Terms and Conditions and Collective Agreements to promote positive employee relations.
- Provides guidance, coaching and mentoring to HRBPs on ER related matters and ensures consistent advice is provided throughout the College.
- Assists in the developing, implementing and maintaining human resource practices, policies, and procedures.
Performance Management
- Ensures appropriate performance management tools are in place and provide guidance to Managers on their use.
- Supports performance/discipline related discussions with leaders and provide coaching in order to ensure process is followed and appropriate.
- Consults on and monitors the annual cycle of goal setting, development and mid/end of year evaluations ensuring completeness and quality of data.
Talent Acquisition
- Provides advice on recruitment and retention strategies, and advertising and marketing strategies to generate a strong candidate pool.
- Supports specialized recruitment initiatives and projects.
- Supports clients as an advisor and facilitator of recruitment processes, exemptions, and participating in interview panels for leadership roles.
Job Classification and Compensation
- Reviews the compensation strategy with leaders, and support budget requirements/limitations for positions.
- Applying the methodology, complete the initial classification of the position, present the recommendation at the internal Classification Committee, and once the classification is determined, communicate the decision.
- Provides education on classification/ compensation processes.
- Leads the process on classification appeals.
Metrics and Analytics
- Understands the priorities of the organization and translates those issues into process mapping and analytics projects that support the organizations objectives.
- Conducts research, analyze data and prepare reports/recommendations as needed.
- Contributes to the qualitative and quantitative analysis on workforce metrics and provide proactive consultation to leaders in order to mitigate further risk.
- Presents, explains and discusses results of analysis effectively to drive fact-based decision making at all levels within the organization, including Senior Management.
WHAT YOU BRING:
Undergraduate degree in a related field (human resources, management, business, commerce).- A minimum of seven (7) years’ experience as an HR generalist.
- At least two (2) years’ experience in leading a team.
- Strong generalist client service experience utilizing a business partner approach is required.
- Working towards or has obtained a Certified Human Resource Practitioner (CPHR) designation.
- Experience in a unionized environment.
- Experience working within Talent Acquisition Systems and Human Resources Information Systems (e.g. Success Factors, People Soft) is an asset.
WHAT MAKES YOU A DIFFERENCE MAKER?
As a difference maker you bring:
- Vast knowledge and successful experience consulting with, supporting and influencing senior and executive leadership
- Experience in full cycle recruitment, the development of creative recruitment strategies, and workforce planning.
- Dealing with complex employee and labor relations issues, including terminations, and performance management systems
- Experience leading investigations, writing investigation reports, and the development of practical and creative recommendations.
- Experience leading projects, from assessment to implementation.
- Expert in HR planning and an ability to proactively problem solving in innovative ways.
- Demonstrated ability to strategically manage conflicting priorities and points of view.
- Building and leading a team of HR professionals.
- Developing, coaching, and mentoring HR professionals, ensuring the development and enhancement of competencies.
- Developing clear objectives for a team and cultivating a culture of client service excellence.
- Performance management and providing feedback.
SALARY: $101,416 - $126,739 reflective upon what you bring AKA your education and experience. This is a full-time permanent position with immediate access to our great pension and benefit programs.
We offer flexible work options. We strive for balance between a flexible work environment, connectedness to the campus community, and ensuring NorQuesters are set up to succeed in their roles and responsibilities.
Additional Information: Pre-Employment Checks will be completed to assess the candidate’s suitability for a role. These checks may include (but are not limited to): references, criminal record check, academic verification, etc.
For applicants who have completed post-secondary studies from outside of Canada, it is recommended they obtain an assessment of their credentials from a recognized Canadian Credential Evaluator, such as:
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International Qualifications Assessment Service https://www.alberta.ca/international-qualifications-assessment
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World Education Services https://www.wes.org/ca/
We encourage applicants to include the assessment certificate as part of their application.
This competition may be used to fill future vacancies, across NorQuest College, at the same or lower classification level.
Our Commitment to Equity, Diversity, and Inclusion: We're on a journey to become an inclusive, anti-racist, and decolonized organization. NorQuesters are trailblazers – we are curious, creative, and innovative - our lived experiences are honoured, creating accessibility and a sense of belonging for everyone.
NorQuest 2030 We Are Who We Include shares our strength and difference comes from who is included, and along with our students we are learning and growing to listen deeply and say what we feel.
NorQuest College is committed to being an employer of choice for First Nations, Métis, and Inuit people by recognizing, respecting, and supporting Indigenous people's self-determination through the institution’s work in decolonization, reconciliation, and Indigenization.
Accessibility: At NorQuest, we are who we include. We strive to provide access and accommodation throughout the recruitment, application, and selection process. We want to create opportunities for you to confidently be your authentic self. If you would like an accommodation at any stage of the process, please reach out to [email protected].
Apply to Become a NorQuester: If this opportunity delights you and your expertise will shine in this role, we invite you to apply for this position online by uploading your resume and cover letter combined as one document.
PSST: Only candidates shortlisted for an interview will be contacted and we’ll make sure to do this within 28 days of the closing date.
