Calgary Drop-in & Rehab Centre Society Looking for HR Business Partner (HRBP) at Calgary, AB Full Time

About Us

The Calgary Drop-In and Rehab Centre (“the DI”) is a low-barrier, housing-focused shelter that serves some of the city’s most vulnerable people. At the DI, we focus on providing a person’s basic needs, while doing everything possible to find them a permanent, safe home that meets their individual needs. There is no greater contribution you can make to another person’s path of recovery and wellness than an ongoing, consistent, positive relationship of respect and kindness. The DI works within the core values of housing first, trauma-informed care, and harm reduction to support staff and guests.

Position Summary

The HR Business Partner (HRBP) will be responsible for developing employee engagement strategies, process improvements, managing employee investigations, employee relations issues, policies development and implementation. In this role, the HRBP will act as a strategic advisor to people leaders, providing coaching and counsel to functional stakeholders on HR solutions and programs. This position will be responsible for implementing people and leadership best practices and fostering a high-performance culture. The HRBP will develop an overall change management strategy for HR processes, by collaborating with other departments and agency leaders to support staffing and organizational design needs.

The ideal candidate will aim to understand the Agency’s operations, drive initiatives that impact employee engagement and retention, employee relations, organizational effectiveness, talent management, performance, and operational efficiency, as well as providing exceptional service to employees.

Time Commitment

This is a full-time position comprised of normal business weekday hours, however there will be requirements to be available and flexible from time to time outside normal business hours as the need arises. Schedule may be altered at the discretion of management.

Job Duties and Responsibilities

• Provide guidance to managers on employee issues such as progressive discipline, accommodation, employee relations, conflict resolution, and ensure compliance with applicable legislation.
• Develop and deliver end to end programs that align with the HR strategy and that drive engagement.
• Focus on process improvement ensuring employees and people leaders are at the forefront of our systems and processes.
• Lead investigations, provide insights and recommendations from investigations, and partner with people leaders to implement the outcomes.
• Identify common investigation themes and work with senior manager, HR to develop mitigation plans; track the progress of investigations and ensure all recommendations have been implemented.
• Work with people leaders on employee performance issues, providing support on performance development plans, and monitoring progress of plan with people leaders.
• Design and develop process documents for all HR processes, lead ongoing process improvements and reviews, with focus on policies understanding across the agency.
• Actively measure exit processes to appropriately tackle turnover and provide meaningful retention strategies and analysis of recruitment practices.
• Administer annual and bi-annual performance review process, supporting people leaders to meet review cycle deadlines
• Conduct compensation analysis based on internal & external factors, make recommendations, obtain alignment with leadership and budgetary guidelines, and execute accordingly
• Facilitate employee lunch and learns on HR policies and processes to aid understanding and increase awareness of DI policies and HR processes.
• Develop and maintain effective HR metrics to measure and support the HR service delivery model
• Provide coaching, development, support, and direction to the HR Advisors
• Collaborate with people leaders using compensation strategies that are focused on attracting and retaining talents for the Agency.
• Partner with Senior Manager, HR to lead change management initiatives, assess the scope and impact of change to the Agency, engage and influence stakeholders to achieve desired outcomes.
• Design and implement employee engagement strategies and programs that would enhance culture, engagement levels and increase retention.
• Support leaders in identifying opportunities to enhance employee engagement, onboarding and retention; designing HR programs to meet the specific needs.
• Partner with the Agency leaders to identify talent gaps and propose and implement changes necessary to address risks.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Build trusting relationships, ability to manage difficult conversations and influence outcomes with leaders through deep knowledge and understanding of the Agency needs.

Required Competencies and Qualifications

Education and Experience:

• Bachelor’s degree in human resources, labour, or industrial relations or related field of expertise
• Chartered Professional in Human Resources (CPHR) designation is required.
• Minimum of seven (7) years of experience in Human Resources, with at least five plus (5+) years of experience in progressive HR business partnership experience, and in managing investigations and employee relations issues.
• Comprehensive knowledge of all aspects of Human Resources, including employee relations, compensation, talent acquisition, policy & program development and implementation, diversity & inclusion, and employee engagement programs.
• Familiarity and understanding of employment laws, provincial employment standards and compliance issues.
• Proven experience in leading organizational change management using methodologies and techniques.
• Experience coaching people leaders, employees on HR related issues

Skills and Abilities:

• Well-developed communications skills with the ability to relate effectively with a wide range of people, positively influencing outcomes and obtaining cooperation
• Well organized with the ability to plan work, cope with conflicting work pressures, establish appropriate priorities, and meet deadlines
• Ability to self-direct and work with minimal supervision, manage time and multiple tasks to accomplish a variety of assignments with conflicting priorities with competing demands
• Experience working in a 24/7 operation would be an asset.
• Ability to use metrics and data to inform leaders about human capital trends and areas of opportunity
• Ability to exercise effective judgment and sensitivity to changing needs and business situations.
• Must be able to objectively assess a multitude of situations, work with the business to influence leaders/decision makers to yield positive impact to the business
• Resilience, stress tolerance, and ability to remain composed when dealing with emotionally charged or stressful situations.
• Ability to make sound decisions based on information provided and employ critical thinking where information may not be clear.
• High moral, ethical, and integrity standards, must be self-directed, demonstrate initiative, and work autonomously.
• Strong time management and organizational skills, with the ability to manage multiple priorities simultaneously.
• Excellent strategic analytical and problem-solving skills.
• Exceptional interpersonal, conflict resolution, and negotiation skills.
• Resourceful and knowledgeable about community resources and social support systems.
• Dayforce experience will be considered as an asset
• Willingness to learn new systems and adopt best practices.
• Acceptable of industry risks, including contact with bodily fluids

Working Conditions

While your position does not comprise While your position does not normally consist of front-line work, it is important for us to tell you that front-line staff are exposed to emotionally disturbing events, such as: medical distress, threatened and/or actual serious injury, violence, abuse, and death; where clients may be experiencing fear, terror, hopelessness, rage, self-harm and conflict.

Why the DI?

The DI aims to be an “Employer of Choice” and affords each employee an opportunity to help make a real difference in our community, and more importantly in the lives of those who rely on our services. We take great care in hiring the right people who fit, and who share our outlook on the value of people. We believe in living our values in every word we speak and, in every action, we take, and we want people who share this commitment.

Our Culture

Our values form the cornerstone of our culture:

RESPECT: Our actions honour the rights, differences, and dignity of others

COMMUNITY: Through collaborative partnerships, we work together as a team, building inclusive communities

KINDNESS: We accept each person’s uniqueness with compassion and empathy

WELLNESS: We promote, provide and support holistic wellbeing

ACCOUNTABILITY: We operate with transparency and integrity in both our relationships and our commitments.

What we Offer

Staff at the DI enjoy competitive compensation packages, including employer-paid benefits depending on role and employment type.

Some of the employer-paid group benefits include:

• Vacation days
• Sick days
• Wellness days
• Extended Health & Dental coverage
• Employer Matching RRSP Program
• Homewood EFAP
• Life Insurance and Accidental Death & Dismemberment (AD&D)

Employees will be enrolled in Long-Term Disability and Critical Illness insurance, paid for by the employee. This is mandatory and may not be opted out of.

Benefits are based on employment type and usually available the 1st of the month following your start date. If you are successful in obtaining employment with the DI, Human Resources will discuss your eligibility for benefits with you.

Alberta Living Wage Employer

The DI is an Alberta Living Wage Employer. This means we are committed to paying our employees a living wage that allows them to meet their basic needs and participate in their communities. A living wage is different from minimum wage in that minimum wage is mandatory and the same throughout the province while a living wage reflects what people need to cover the actual costs of living in their communities. Payment of a living wage is a voluntary commitment from employers to go beyond the minimum. Visit https://livingwagealberta.ca/living-wage/ to learn more about the living wage.

The DI is an equal employment opportunity employer. We are committed to and support equal employment opportunity for all individuals without regard to race, religion, color, national or ethnic origin, gender, age, sexual orientation, gender identity, disability, or veteran status.

If you are an applicant in need of accommodations or special assistance throughout the interview process, please submit a request by email to [email protected]

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