People & Culture-Human Resources Partner

Responsibilities & Scope of Work

Outlines the expected responsibilities, accountabilities, and autonomy within the role.

P&C Area of Expertise

Function

Services

Center of Expertise

Organizational Development

• Drive and support change management
• Organizational design and structure

Center of Expertise

Legislation/Compliancy

• Ensure employer's legal obligations in practice
• Participate in session regarding legislation reform
• Assesses the impact of changes to law on organizational P&C functions
• Prepare and implement changes to employment legislation
• Complete government compliancy audits

Center of Expertise

Global Best Practices

· Implement best practices into areas of expertise

· Share and implement these frameworks

Center of Expertise

Policy & Process Development

• New P&C policy development
• Annual review of P&C policies
• Legislative changes update and/or company precedence

· Develop policy frameworks

Business Partner

Labour Relations

• Manage relationship with Utilities Association
• Collective agreement changes and interpretations
• Grievances

Business Partner

Diversity, Equity & Inclusion

· Diversity & Inclusion Committee support

· Employment equity metrics

· Annual regulatory reporting for LEEP program

Business Partner

Accommodation

• Develop plan in conjunction with leaders
• Support managers implementing an accommodation plan

· Ensure proper documentation is received and store

Business Partner

Terminations

• Review of documentation
• Preparation of paperwork
• Organizational approvals
• Termination meeting
• Initiate organizational off-boarding process

Third Party Support

Complaint-Dispute Resolution; Investigations

• Source and support third party investigation process

Center of Expertise

Curation of Organizational Learning Content

• Identify gaps in knowledge and needs analysis

• Curriculum development

• Sourcing and evaluation of content

Third Party Support

Compliancy Training

• Program communication/rollout

Configuration of courses, users, access, reports with LMS

Third Party Support

Organizational Best Practices Training

• Third party facilitator support

Center of Expertise

Compensation Management

• Market analysis
• Job evaluation and compensation recommendations
• Compensation structure (base, variable pay etc.)
• Update compensation grades and ranges
• Communication regarding total compensation
• Annual performance increase process

Third Party Support

Pay Equity

• Partner with consultant and implementation of recommendations

Third Party Provider

H&S Policies and Programs

• Review and align with P&C policy format

• • Annual review of H&S policies

Third Party Provider

Ergonomics Assessments

• Source and support third party process

• Implement recommendations are required with management

Knowledge, Skills & Minimum Qualifications

The specific knowledge and skills, and abilities required to perform the essential responsibilities of the role.

Knowledge

• Expert knowledge of principles, practices and functions of effective human resource management related to their responsibilities and scope of work
• Understand and apply information to contribute to the organization’s strategic plan
• Understands the industry and business/competitive environment within which the organization operates
• Understands and utilizes core business and HR-specific technologies to solve business challenges

Skills

• Communication: The ability to effectively exchange information with stakeholders
• Relationship Management: The ability to manage interactions to provide business partnership and operational support to the organization
• Global & Cultural Effectiveness: The ability to value and consider the perspectives and backgrounds of all parties
• Business Operations & Logistics: Demonstrates a capacity for understanding the business operations and functions within the organization
• Critical Evaluation: The ability to interpret information to make business decisions and recommendations.
• Consultation: The ability to provide guidance to organizational stakeholders

Job Qualifications

• Bachelor's degree in HR Management or a Bachelor’s degree in any discipline plus a post-graduate certificate/diploma in HR Management
• Certified Human Resources Professional (CHRP) designation or higher
• Equivalent to a minimum of 6 years of progressive experience in HR

Decision Making/Complexity

• Work is diverse and ambiguous in nature
• Sets general objectives, determines priorities, seeks approval as needed
• Solutions are often unique and require research
• Interpretation of procedures and legal precedents

Supervision of Others

• Support in operational responsibilities such as scheduling and assigning work, training staff, providing direction, checking work in progress and upon completion.

Effort/Working Conditions

• Ability to sit for long periods of time
• Ability to focus for long periods of high level visual concentration
• Frequent distractions and changes in priorities
• Pressure from managing and meeting deadlines of multiple projects
• Exposure to difficult situations concerning employee relations issues
• Working extended hours