People and Culture – Business Partner

People and Culture – Business Partner

Requirements

• Bachelor’s degree in human resources, business, or a related discipline, CHRP or CHRL
• 7 to 10 years of previous experience in human resources, people development, executive coaching, training, etc.
• Current, in-depth knowledge of legal requirements related to human resources and ESA, employee management, including workers’ compensation, and provincial and federal laws
• Experience with HRIS, strong preference for Workday
• Demonstrates a strong knowledge of organizational change, culture transformation and change management.

Responsibilities

• Provide day-to-day performance management guidance to the management team members (e.g., coaching, counselling, career development, disciplinary actions)
• Participate in, develop, and execute the People and Culture strategy, goals, objectives, and projects in support of SOTI growth, people development, and increased engagement and retention.
• Manage and resolve complex employee relations issues, maintain appropriate records of investigations, and advise stakeholders in the progression of such cases. Conduct effective, thorough, and objective investigations.
• Ensure a best-in-class People and Culture onboarding experience for all new employees to ensure they are engaged and set up for success from day one.
• Provide guidance, coaching, and direction to People and Culture Coordinators.
• Analyze results from exit interviews, stay interviews and manager interviews to identify trends or areas of concern.
• People and Culture ambassador promoting SOTI Engagement Survey and all action planning initiatives.
• Maintains in-depth knowledge of legal requirements (Provincial and Federal) related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Assist with introducing new or revised policies and process changes, including delivery of workshops, to ensure that managers are appropriately equipped and continuously supported in introducing and managing such changes.
• Analyze trends and metrics in partnership with the Sr. HR Manager to develop solutions, programs, and policies, such as increasing engagement scores, decreasing attrition, establishing a leadership scorecard, and implementing innovative process improvements.
• Collaborate with the legal team on the development of contracts, policies, and all employment law matters.
• Assist in developing, implementing, and administering employee compensation programs, including short-term and long-term incentive programs and improved employee benefits, employee value proposition, and branding both internally and externally.
• Develop consistent HR metrics through consistent and effective tracking of key statistics, including headcount, turnover (voluntary and involuntary), high-potential development programs, talent review, etc.
• Manage exit and restructuring processes, including terminations, exit interviews and leadership coaching.
• Develop, implement, and administer new People and Culture programs.
• Work with leadership on process improvements, programs, and policies, as well as facilitating changes.

Preferred Qualifications

No preferred qualifications provided.