Human Resources Business Partner

• Maintain a pulse on workforce concerns or developments and provide pragmatic and timely solutions to address issues that impact the attainment of business objectives.
• Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers).
• Participate in year-end compensation review exercise for applicable client groups, including base pay review and incentive plan administration, and distribution of employee letters.
• Provide incentive plan level change recommendations to management team where applicable.
• Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.).
• Educate the employee on the process, accommodations, benefit entitlements and maintain regular communication.
• Educate the business leaders on the disability program and policies.
• Working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business.
• Proactive outreach on HR communications (ex. supporting town halls, leadership/operational team meetings, etc.) to improve the employer-employee relationship.
• Conduct investigations and deal with grievances when appropriate.
• 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).
• Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner. Ensuring balance between organizational and employee needs.
• Conduct layoffs/terminations as required, work with terminated employees during negotiations if applicable.
• Support managers and employees with performance management and objective setting throughout the year.
• Facilitate Talent Reviews (9-box) / Capability Reviews and ensure appropriate follow up on actions.
• Ensure training needs for the business are evaluated and appropriate training selected & rolled out.
• Support succession management initiatives.
• Support the roll-out of various corporate initiatives as required.
• Take part in new/developing HR initiatives as required (ex. Performance Management Team).
• Support and oversee the daily direction of the HR Administrator (play key mentorship role to less experienced team members).
• Work with administrators to ensure they can address employee inquiries regarding company benefit programs and services, payroll inquiries, etc.
• Oversee audits to ensure the accuracy of employment information submitted to payroll and processed in the system.
• Complete ad hoc reports as requested.

• A minimum of 5 years of experience in a progressive Human Resources role.
• Post-secondary school education in Human Resources Management or Business Administration.
• Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.).
• Ability to handle confidential information with integrity and professionalism.
• Ability to solve problems moderately complex in nature and make routine recommendations.
• Ability to work proactively and positively as part of a team acting with a sense of urgency.
• Ability to liaise and form positive relationships with all levels of employees and management.
• Be a champion of inclusion and diversity

AECON