Human Resources Business Partner

Reporting to the Manager HR, the HR Business Partner is accountable for independently leading or performing HR processes under general supervision. Partners with the HR Manager, peers, and leadership to fully resolve conflicts between existing HR processes and business demands. Progression to this level is dependent upon the needs of the business.

Essential Job Duties/Responsibilities: 

• Reliably performs independent Human Resources studies, analyses, and interpretations to draw sound conclusions and recommendations supporting HR and business efforts.
• Carries out the Company’s policies and procedures, understands and follows state and federal laws pertaining to Human Resources and creates all needed reports, spreadsheets and letters
• Designs and develops new and improved Human Resources methods and procedures through partnership with the business, HR Operations, and Centers of Excellence (COE).
• Provides support of employee and labor relations issues under close guidance of more experienced staff (I.e. bargaining, grievance administration and Union Committee action items)
• Conducts through investigations of employment matters including recommended follow up under guidance of more experienced HR staff.
• Maintains, administers and coordinates HR programs and is recognized by peers and managers as having an advanced knowledge and ability.
• Coaches and mentors managers on the proper ways to navigate employment issues.
• Credibly and constructively challenges and lead the business and internal HR processes
• Will be responsible for administrating and coordinating HR policies and procedures as needed by the business.
• Increased accountability for the delivery of base Human Resources services and supports the execution of the HR agenda at leadership team table.
• Looks for continuous improvement opportunities within HR base business and brings forward recommendations to senior levels of HR.
• Assists with the recruiting process such as initial screening, interview, offer letters (i.e. backup for Recruiter, handling background checks, etc.)
• Coordinates and handles on-boarding
• Special assignments or tasks assigned to the employee by their supervisor, as determined from time to time in their sole and complete discretion

Required Experience: 

• 4-7 years of previous related work experience combined with demonstrated capabilities required

Required Education: 

• A Bachelor’s Degree in Human Resources Management, Business Administration or related field is required

Required Skills:

• Deals constructively with problems that do not have defined solutions
• Maintains a calm and productive influence in times of uncertainty
• Acts with a clear sense of ownership
• Follows through on commitments and makes sure others do the same
• Builds strong formal and informal relationships within HFC
• Leverages relationships to develop solutions within HR and the business
• Admits mistakes, gains insights from experiences and reflects on how their personal style impacts others
• Follows through on commitments
• Builds trust through a direct and truthful approach
• Advanced knowledge of general Human Resources principles and ability to apply this knowledge as it pertains to the company
• Advanced skill level in Excel, Word, Outlook, and HRIS applications (SAP experience/exposure an asset)
• Ability to handle confidential information including
• Ability to read and appropriately interpret information from multiple sources
• Full knowledge of applicable legislation and employment standards
• Demonstrates a solid understanding of human resource program breadth including compensation, recruitment, labour relations, staff development
• Completes objectives and delivers results that have direct longer term impact within the department
• Impact continues to be tactical in nature

Work Conditions: 

• Office based with occasional business travel as required
• Work may involve extended periods of time at a computer as well as reviewing and preparing hardcopy data.
• Involves back and forth travel from the Lakeshore office to the Plant. Long and irregular hours may be required due to an emergency “on-call” obligation or the cyclical nature of the workload