HR Business Partner, Liquor Retail

at  SNDL

JOB OVERVIEW

Reporting into the Senior HR Business Partner, we are looking for an HR Business Partner to provide support to our liquor stores. In this role, you will work both from the Edmonton SNDL office and in-store (75%/25% split), where you’ll guide business leaders and employees through employee relations matters, investigations, leadership and employee development, and change management to name a few. While building important relationships with the Operations team, you’ll coach, advise, and mentor business leaders on human resources best practices by bringing proactive, compliant, and innovative solutions forward in order to achieve business objectives. You will also work with the HR team, corporate, and retail leaders, to help move HR initiatives forward.
In this role, you must be confident in your HR abilities, comfortable liaising and building positive relationships with a variety of stakeholders, including C-suite, to understand business needs and outcomes as it relates to HR. An ownership mentality and proactive approach is a must! In this role, no task is too small or too big, the successful candidate must be willing and able to support with everything from administrative tasks to taking a lead on unfamiliar or complex initiatives.
If the prospect of becoming an integral part of our HR team interests you, the HR Business Partner role is an excellent opportunity! Critical skills for this position include strong professional discretion and ability to maintain confidentiality, high quality of work, strong problem-resolution skills, excellent organization and time management, and ability to work efficiently with minimal review. Our company is no stranger to change so it is essential the candidate is adaptable and has a positive go-getter attitude to match our fast-paced environment and evolving business needs.

KNOWLEDGE AND EXPERIENCE

• 3-5+ years in a Human Resources Generalist, Advisor or Business Partner role.
• Familiarity in the retail sector is an asset.
• Thorough understanding of how to interpret and apply the Employment Standards and Human Rights legislation for multiple provinces, in the context of workplace matters.
• Investigation training and presentation/facilitation training is an asset.
• Strong computer skills and proficiency with various HR databases and the full Microsoft Office suite of products (specifically Outlook, Word, Excel, PowerPoint, Visio).
• Must pass a basic security clearance.
• Travel to stores will be required; reliable transportation and a valid driver’s license is necessary.

EDUCATION

• Post-secondary education (diploma/degree) in Human Resources is required.
• CPHR designation or working towards considered an asset.

As a valued member of the SNDL team, you will enjoy:

• Competitive total compensation and incentives
• A top-notch extended benefits package including medical, vision and dental
• An entrepreneurial and innovative environment that fosters growth and continuous learning

• Act as the primary HR contact for a sector of the business, supporting business stakeholders, including C-suite leaders, Operations Managers, Retail Managers, and employees at store level.
• Provide advice, guidance, and investigative support by conducting effective, thorough and objective investigations related to complex claims and complaints; assist store management teams with conflict management, dispute resolution or other employee relations matters.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees in the applicable provinces, reducing legal risks, and ensuring regulatory compliance, while providing advice on relevant legislation including the Employment Standards and Human Rights.
• Help develop and support the implementation and training of new or amended HR policies, processes, SOPs, tools and programs in collaboration with other departments as required, including educating and coaching managers on the proper application with examples and demonstrations suitable to our workplace.
• Building and editing HR training resources and facilitation of training to improve overall efficiency, effectiveness, and user experience.
• Research and design HR related projects or programs from start to finish, including project management of all associated tasks (with a project team as needed) and implementation to the business. Following up to understand measures of success and feedback.
• Provide day-to-day performance management guidance to the Retail Managers (e.g., coaching, career development, succession planning, disciplinary actions, and terminations).
• Work closely with management and employees to improve employee engagement, build morale and culture, while increasing productivity and retention.
• Complete and coordinate the administration, tracking, and auditing of documentation and information involved in the full employee life cycle: onboarding, performance check-ins, corrective action plans, terminations, and other employee data as needed (e.g. work permits, leaves of absence, etc.).
• Develop and provide inferences from statistics and reporting pertaining to HR related metrics, including trend analysis, feasibility reviews, problem/resolution identification, and measurement of success for HR initiatives.
• Work with the Occupational Health and Safety (OH&S) team to provide support on the implementation of OH&S policies and programs, while also providing support on issues related to disability management, leaves management, and working with business leaders to facilitate return to work protocol and workplace accommodation as required.
• Supporting the business and HR leaders by conducting needs analysis, research, and interpreting those insights into possible strategies or action items to help create project plans and implementation strategies.
• Participating in peer review for HR team members as requested, to confirm accuracy, reduce risk, and broaden perspective.
• Participate in the monthly rotation for management of the general HR phone line and general HR inbox.
• Understanding of total rewards programs and strategies (base pay, benefits, etc.).
• Keeping up to date with current HR trends, best practice, proposed bills, and legislation changes in the provinces we operate in.
• Participating and advocating best practices for our diversity and inclusion strategy.
• Perform other duties as assigned to support the HR team.