Human Resources Business Partner in Calgary, Alberta

General Summary

The People Operations Partner serves as a strategic partner and advisor to operational leadership teams. This position provides strategic guidance and advice in areas of workplace investigations, payroll queries, employee relations, policy interpretation and employment law. The People Operations Partner uses system data and partners with internal teams to gather information to support the operations teams in making informed decision that ideally will have little to no impact on people.

Primary Responsibilities

• Provides consulting to management on HR Policies and procedures.

• Provides guidance to employees and managers for improved business performance and engagement.

• Partner with HR Associates and employees to solve employee relations issues and concerns.

• Investigates internal and external complaints, and employee relations issues up to management level

• Conducts exist interviews and provides trends and analysis reports to management.

• Develop action plans to comply with local laws and create applicable reports.

• Help facilitate and follow up in the performance review process including:

• Coaching towards the right approach for Goal Deployment – Objective Setting – Self-Evaluation – Manager Evaluations

• Driving the Performance Development process, including succession analysis, development planning, and replacement planning, as well as taking a leading role in talent acquisition for key roles.

• Ensures compensation and benefit programs are administered in accordance with company policies and procedures. Understand compensation needs and challengesand partner with Functional Leaders and corporate resources to develop sound pay practices.

• Assist in the coordination of merit increase process, promotions, market adjustments and other salary related needs with the senior leaders based on processes, tools and timing provided.

• Drive strategic staffing needs/support within business.

• Engage with HR Associates and Hiring Managers to solve for difficult / unique recruitment challenges.

• Actively identifies gaps, proposes and implement changes necessary to cover risks.

• Provide support on organizational initiatives and build on current best practice within the regions in order to drive HR integration synergies.