Human Resources Business Partner

• Provides interpretation, technical expertise and consultative services to leaders, staff and faculty regarding human resources requirements, Policies and Procedures, Terms and Conditions of Employment, Collective Agreements, and applicable legislation.
• Liaises with Unions and the Association and responds to issues/concerns on behalf of Management. Works collaboratively with all parties to proactively improve working relationships and conditions and retrospectively achieve resolution.
• Assists with preparation/research for collective bargaining and supports the College's bargaining team.
• Counsel/advise managers to ensure documentation exists to effectively deal with issues/concerns.
• Investigate and respond to concerns/issues before they become formalized grievances/complaints.
• Attend/perform/facilitate investigations on sensitive issues such as harassment complaints or staff disputes.
• Provide HR expertise in the development of appropriate action plans in order to correct performance or behavior.
• Advises leaders on the progressive discipline process, including assessing whether discipline is appropriate, identifies and advises of any potential risks, assists in the preparation of relevant documentation for discipline or termination, attends meetings with employees, and ensures the union/association is informed.
• In partnership with Leadership and the HR team, uses the full range of HR functional expertise and knowledge to identify opportunities and challenges, in the development of strategies related to process improvement, succession planning, restructuring, downsizing, budget changes, workforce planning, etc.
• Conducts research and surveys other organizations/institutions, and presents recommendations based on this information to Management.
• Carries out People & Culture department research (i.e., Benchmarking, Salary Surveys, Client Surveys, etc.) to support Collective Bargaining and to facilitate planning.
• With the HR team, develop and oversee the implementation of an institution wide recruitment strategy.
• Strategize with the hiring leaders to determine hiring needs, characteristics of most suitable candidate, appropriate selection and interview process, applicable interview members, and competition timelines.
• Create job postings and determine most effective job boards to advertise, while strategically identifying appropriate steps and dates to ensure successful hiring timelines.
• Regretting unsuccessful applicants, providing interview feedback, maintaining eligibility lists, and preparing offer letter requests.
• Monitoring the collection and storage of relevant competition records for providing recruitment statistics such as: numbers and types of positions, temporary versus permanent roles, internal versus external, advertising cost, number of applicants by competition, and timelines in fulfilling positions. This accurate data is essential in ensuring the integrity of the recruitment process and ensuring all relevant documentation is maintained and available for review, if challenged.

• 5 years in an HR Generalist, Advisor, or Labour Relations Specialist role is required.
• Chartered Professional in Human Resources (CPHR) - Preferred
• Canadian Compensation Professional (CCP) - Considered an asset
• Registered Professional Recruiter Designation (RPR) - Considered an asset
• Public sector experience is preferred.
• Proficiency in Microsoft Office applications such as Word, Excel, PowerPoint and Outlook; demonstrated ability with other HRIS software is preferred.
• Ability to build strong relationships across the organization.
• A high level of integrity, confidentiality, professionalism, and accountability.

Northwestern Polytechnic