HR Business Partner

at  Ag Growth International Inc

THE OPPORTUNITY

We are currently seeking an HR Business Partner to add to our Nobleford facility. The HR Business Partner is a key partner to local leadership, providing critical support in creating a productive and positive culture. The HRBP oversees all people related matters and collaborates with Corporate Subject Matter Experts on recruitment, learning and development, application of company policies and practices, and supports administration of payroll and benefit programs. The HRBP serves as an employee advocate, while balancing compliance with AGI Policies and Procedures and looks for opportunities to educate and improve overall employee and business performance. The HRBP will also participate in various HR initiatives as required.

QUALIFICATIONS

• Bachelor’s Degree in HR Management, Safety, Training, Business Administration, or related field. A certification in HR such as CPHR will be an asset.
• 3+ years of HR generalist experience with similar workforce.
• Excellent interpersonal, counseling, and negotiation skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Strong collaborator, able to navigate all levels of the organization with confidence and empathy.
• Strong analytical and critical thinking skills.
• Mentor mindset, with interest in building teams and relationships across the organization.
• Understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.
• Familiar with the design and implementation of full-cycle performance management programs.
• Valid driver’s license required
• Proficient with Microsoft Office Suite or related software.
• Experience working with an ATS and HRIS and payroll systems. UKG preferred.
  AGI is an equal opportunity employer and values diversity. All employment is decided on the basis of qualifications, merit and business need.
  Accommodations are available upon request for candidates with a disability taking part in the recruitment process and once hired.

• Partner with the local leadership team and AGI Corporate HR and regional teams to understand and execute AGI’s human resource strategy and support with a wide variety of activities.
• Provide support and guidance to management, and other staff when complex, specialized, and sensitive matters arise navigating with confidence, clarity, and a human focused approach.
• In collaboration with the North American Talent Acquisition team, supports location recruiting activities by supporting the interview process inclusive of interview assessments performing reference and background checks, facilitating onboarding, and working with management on their staffing needs, questions, and issues.
• Prepare HR and management documents and maintain accurate employee files, electronic records, and documentation.
• Partners with location leadership team on workforce planning requirements including talent acquisition, employee development, performance management and succession planning.
• Administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, terminations, and unemployment claims.
• Prepare employee separation notices and related documentation and conduct exit interviews to determine reasons behind separations.
• Review and prepare government required reporting documents.
• Support as required in the implementation and adoption of the organization wide HRIS.
• Align with Learning and Development team to support employee development and progression.
• Oversee employee disciplinary meetings, terminations, and investigations in a non-unionized manufacturing environment.
• Maintain compliance with federal, provincial, and local employment laws and regulations, with continuous review and recommendation of changes and recommended best practices; review policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Lead employee engagement activities such as BBQs, family day, all employee meetings, holiday parties, fundraising activities and events, and team building events.