Job Specifications
Our client in manufacturing is looking for a Human Resources Business Partner who will report directly to the VP, Human Resources. A strategic business partner and internal advisor who drives initiatives that impact employee engagement, organizational effectiveness, organizational change, talent management, talent acquisition, performance, operational efficiency, and culture. As a trusted advisor, the HRBP provides coaching and guidance to supervisors and managers on human resources solutions that contribute to the goals of the business and supports a high performing and engaged working environment.
DUTIES AND RESPONSIBILITIES
The duties and responsibilities of the HR Business Partner are detailed below, but not limited to the following:
Proactively partners with leaders to identify and understand the strategic people issues specific to the business unit and provides advice and expertise, through new and innovative HR ideas, to develop short-term and long-term business strategies, solutions and action plans that support the achievement of current and changing needs and objectives of the business and organization.
Strategically partners with the VP or HR to support the ever-changing business while developing best practices to support business success.
Guide and support HR professionals in all areas of HR, including the employee full cycle, training, people issues, processes, documentation, systems and payroll. Provide advice and expertise to offer solutions that support the departmental and business goals.
Maintains an awareness of emerging trends and best practices in HR and liaisons with HR peers to ensure policies and procedures stay current and market competitive.
Acts as an advisor by providing guidance and/or coaching on sensitive confidential and complex HR issues, ensuring compliance with the company's policies, Employment Standards and other regulatory employment and human rights requirements.
Initiates activities to maintain company's compliance with Employment Standards, US Labor board, and other regulatory employment and human rights requirements.
Oversees benefit programs, non-occupational leaves, WSIB, WC, and advises the HR Generalists and managers on reasonable accommodation.
Provide solutions to emerging trends, and in conjunction with the VP, develops and implements best practices to secure market competitiveness.
Oversees HR programs: Talent Acquisition, Uniform, Social Committee, Talent Development Performance Review Process, Performance Management, Employee Engagement, Compensation, Rewards and Recognition, Organization Effectiveness and Design, etc.
Develops and facilitates a variety of HR-related training.
Provides guidance and support for new employee onboarding, performance management, progressive discipline, AODA, Workplace Harassment, etc.
Promotes employee engagement efforts and enabling employee feedback through various sources, including employee surveys, focus groups, and employee meetings.
Advice and guide the HR team, supervisors, and managers with investigations and resolves sensitive employee issues and complaints.
Effectively manage employee relations practices to facilitate communication between managers and employees through standardized performance management and effective coaching.
Manage and drive a variety of key projects relevant to business goals and objectives.
Prepare, distribute, input, edit and proofread correspondence, memos, invoices, presentations, publications, reports, and related material as needed.
Develop and update SOPs and RACIs to ensure internal alignment.
Actively involved in the development of HR Programs, as well as, HR relevant communications.
Oversee and support the complete cycles of orientation, new hire, termination, WSIB packages, disability management, probations etc.
Update KPIs and analyze data to foster continuous improvements.
Responsible for overseeing HR compliance within the team, and payroll backup activities: timesheet validation, payroll benefit adjustments, and deductions and complete payroll cycle run for branches in Canada and US.
Other miscellaneous duties and projects as assigned by the VP of HR.
Continuous Improvement is everyone's responsibility in the company's high-performance culture. We not only value your input, we look to you to actively work to improve the processes you do, by eliminating waste (non-value add) and variation that results in customer dissatisfaction.
MINIMUM QUALIFICATIONS
Education/Experience
University Degree /College diploma in Human Resources Management specializing in Human Resources Management, Business Administration or related discipline preferred.
Minimum 8 years of experience in a HR Generalist role in an industrial/manufacturing environment.
Minimum 5 years of guiding, coaching, and mentoring.
Proven experience and knowledge of all HR disciplines, including recruitment, performance management, employee engagement, learning and development, talent management, compensation, and disabil