Manager, Human Resources Business Partner - Field

Job Description

The Human Resources Business Partner Manager (HRBP) leads a team of HRBPs who act as the primary point of contact in providing front line end-to end HR services to a broad range of clients. 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 front-line employee/labor relations. Leveraging a broad understanding of the business, partners with HR subject matter experts (SMEs) and regional leadership 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 leadership team, provides consistent focus on building talent and leadership capabilities to realize the long-term people strategy and to support the growth of organizational capabilities.  

Job Responsibilities

Below are the main job requirements and responsibilities for the Manager, HR Business Partner (Field). 

•    Leads, manages, and develops a team of HRBP Officers who act as primary points of contact for the implementation of various HR programs and initiatives to the clients. Conducts ongoing performance coaching to identify needs for skills development and development plans. Acts as an HRBP to senior management client groups.

•    Fosters a collaborative work environment, where team members are engaged, motivated, and committed to their objectives. Supports development opportunities for team members and ensures solid and effective understanding and alignment of individual and team goals, along with regional/national business and HR priorities.

•    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 clients to provide the HR/people perspective to business changes; evaluates and contributes the “people perspective” to business cases, ensuring impacts are addressed and resolved to ensure successful implementation. In partnership with clients, works on setting priorities, driving values and delivering business results.

•    Facilitates the deployment and execution of cyclical HR program activities with the client (i.e., performance management, talent management & succession planning). Facilitates the identification of candidates for succession planning. In partnership with client management, oversees the development and monitors implementation of employee action plans.

Job Responsibilities (continued)

•    Manages transformation and change, ensuring the capacity for change. Identifies change management issues and works with the business leaders and HR centres of expertise to develop and execute change management strategies and solutions on behalf of the business leader.

•    Leverages identified client trends and metrics related to the local performance of people and related metrics, while working with HR SMEs to influence, develop or enhance company-wide and/or customized solutions, programs, practices, and policies where required.

•    Promotes awareness, provides guidance, and identifies opportunities to improve compliance with Legislated Programs, policies, and processes, such as Human Rights, Conflict of Interest, et al. Works with HR centres of expertise and business leaders to identify risks and opportunities, and develop effective solutions and action plans.

•    Drives HR processes in the region for employee performance improvements, attrition risk & analysis, talent retention, workforce management and talent & succession planning to align business priorities with people needs. Supports the organization to be future-ready and mitigate risk by focusing on the existing workforce in the organization and prepare them for the future. Areas may include the following: attrition risk/retention plans, reskilling and upskilling, including identifying training needs and engaging the National L&D function in aligning programs with business objectives; strategic workforce planning for the future and succession planning, including supporting the development of key talent to fill critical roles.

•    Supports the client leadership 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 implementing HR actions focused on employee wellness, equity, diversity and inclusion, talent management, etc., as required.

•    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 HR SMEs, colleagues and/or functional process and policy owner(s) when needed, while adhering to the current policies and processes (e.g., Workplace Violence & Harassment). 

Qualifications

Education

•    Completed post-secondary, 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

•    3 to 5 years of relevant functional experience 

•    2 or more years’ experience managing people 

•    2 or more years’experience in a unionized environment an asset 

Other Candidate Requirements

•    Proficient computer skills and strong competence with all Microsoft Office Programs 

•    Strong business acumen and influencing skills

•    Excellent team building, coaching and leadership skills and experience 

•    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 

Other Information