Canadian Nuclear Laboratories Looking for Human Resource Business Partner at Remote Full Time

INTRO
The Human Resources (HR) Business Partner is a strategic partner that demonstrates business acumen, innovation, leadership and possess exceptional advisory skills that are ideally suited to Canadian Nuclear Laboratories’ (CNLs) large, complex and matrixed environment.

In addition to providing first-level consultative services and support to the various business units of the organization, the HR Business Partner will be responsible for the implementation and execution of HR programs including, employee/labour relations, talent management, performance management, succession planning and organizational change. The HR Business Partner will anticipate key business issues and will act as the change agent, enabling the success of our business units.

DUTIES

• HR Management Support:
• Coach, support and challenge the norm alongside the business leaders
• Understand the business and the mission’s strategy and bring HR expertise to support those goals
• Adapt and execute best practices in all HR functions to enable a high-performing workforce that contributes to the organization’s strategic growth
• Understand, communicate and following up on employee engagement and enablement plans, providing consultative expertise and proactive advice to management on organizational and HR matters relating to employee/labour relations, performance management, organizational development and succession planning
• HR Team Management:
• Support and oversee the daily direction of the HR Generalist and Coordinator(s) where applicable (play key mentorship role to less experienced team members)
• Work with HR Integrated Services to ensure they can address employee inquiries regarding company programs, benefits and services, payroll inquiries, etc.
• Support the development, tracking and dashboard for HR Metrics
• Oversee audits to ensure the accuracy of employment information submitted to payroll and processed in the system
• Navigate through HRIS (Oracle) effectively to provide timely support to managers/employees
• Complete ad hoc reports as requested
• Train others / aid others as required on how to navigate through systems (ex. Oracle, ATOM, MyCNL, ServiceCNL etc.)
• Recruitment & Selection:
• Work with business and Talent team to define (new) role requirements, advise clients on existing role requirements, approve role profiles as required, and conduct job analysis
• Assist the Talent team to create the recruitment & selection strategy
• Provide strategic workforce planning support, when applicable
• Interview alongside hiring managers, as required.
• Facilitate movement of people talent within the organization based on operational changes and needs
• Talent Management:
• Participate in organizational development plans and ensuring corporate consistency
• Support managers and employees with performance management and objective setting throughout the year
• Provide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linked
• Facilitate training or in-house learning sessions for managers and employees as required
• Facilitate Talent Reviews (9-box) and ensure appropriate follow up on actions
• Support the careers of key/high potential individuals ensuring their engagement and retention
• Lead and partner with management for effective succession planning.
• Ensure training needs for the business are evaluated and appropriate training selected & rolled out
• Support succession management initiatives
• Support the roll-out of various CNL talent initiatives as required
• Take part in new/developing HR initiatives as required
• Oversee Employee Recognition programs – Service Awards, etc.
• Employee Relations:
• Provide human resources policy information and interpretations to collective agreements and/or legislation and company policies & procedures, to internal customers on human resources matters including but not limited to relocation, compensation, terms and conditions of employment, terminations, and strategy planning
• Work closely with applicable business lines to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needs
• Effective situation/conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
• Subject matter expert on HR policies and processes in order to facilitate compliance and application in a fair and consistent manner across all.
• Be the advisor or coach in difficult situations to guide the managers on how to solve the situation.
• Conduct investigations, produce final report drafts for approval by Director, and deal with grievances as required
• Lead the first steps in the grievance process
• Conduct layoffs/terminations as required, work with terminated employees during negotiations if applicable
• Proactive outreach on HR communications (ex. supporting All Staff Meetings, leadership/mission meetings, etc.) to improve the employer-employee relationship
• Provide advice, council, support and coach managers and employees as required
• Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
• Performance Improvement Plan (PIP) support and preparation, applying progressive discipline principles as appropriate
• Training & Development:
• Collect feedback on training needs and provide feedback to the training & development team for coordination
• Promote the various internal training resources available to managers and employees

QUALIFICATIONS
Education

• Degree or diploma from a college or university program in the field of Human Resources or Business Administration or a related field. An HR certification is an asset
• CHRP or CHRL Designation would be an asset

Experience

• 7-10 years of related Human Resources work experience or the equivalent in education and experience.
• Experienced level knowledge across human resources management disciplines including but not limited to employee relations, talent management, performance management, organizational development, succession planning, total rewards, HR systems and recruitment.
• Experience in a fast pace changing environment managing conflicting priorities
• Experience working in a unionized environment.

Abilities & Skills

• Demonstrated team leadership skills where success was achieved through use of influence techniques.
• Advanced relationship management abilities with ability to develop and maintain relationships with individuals at all position levels.
• Demonstrated ability to recognize “silo” behaviours and effectively coach functions to reduce/eliminate such behaviours.
• Ability to work under pressure and meet strict deadlines.
• Outstanding organizational skills and oral and written communication capabilities.
• Strong computer skills. Intermediate level capability in MS Office Suite (Word, Excel, PowerPoint) and working knowledge of HCMS.
• Highly self-motivated and team player. Comfortable performing duties based on broad general direction and minimal oversight and willing to work cooperatively with others.
• Advanced facilitation skills
• Demonstrated reliability and commitment necessary to meet strict deadlines.
• Strong organizational and advisory skills. Ability to establish priorities, defines action plans, and monitor performance.
• Ability to define and manage improvement projects and special initiatives with limited guidance.
• Capability to ‘influence without authority’, working with client groups as a business partner
• Strong business acumen, understand the business and able to articulate the business vision
• Ability to mediate and resolve conflicts and provide rational and objective resolutions
• Forward thinker with the ability to anticipate and provide proactive insights and solutions

Job/Industry Specific Knowledge

• Strong working knowledge of the Canada Labour Code and other regulatory legislation
• Familiarity with highly unionized environments and ability to read and interpret collective agreements
• Strong working knowledge of full cycle recruitment
• Strong Knowledge of HRMS transactions and administration and how they impact Payroll
• Ability to develop a working level knowledge of CNL’s Human Resources policies and procedures, collective agreements and legislation (i.e. Employee Equity, Pay Equity, Official Languages, etc.)
• Ability to consult, support and liaise effectively with a variety of internal and external stakeholders

**HYBRID OPPORTUNITY**

VAC#21980

Job Types: Full-time, Permanent

Benefits:

• Company pension
• Dental care
• Disability insurance
• Extended health care
• Life insurance
• Paid time off
• Relocation assistance
• Vision care
• Work from home

Schedule:

• Monday to Friday