HR Business Partner

at  Loblaw Companies Limited

Referred applicants should not apply directly to this role.
All referred applicants must first be submitted through Workday by a current Loblaw Colleague.
Come make your difference in communities across Canada, where authenticity, trust and making connections is valued – as we shape the future of Canadian retail, together. Our unique position as one of the country’s largest employers, coupled with our commitment to positively impact the lives of all Canadians, provides our colleagues a range of opportunities and experiences to help Canadians Live Life Well®.
At Loblaw Companies Limited, we succeed through collaboration and commitment and set a high bar for ourselves and those around us. Whether you are just starting your career, re-entering the workforce, or looking for a new job, this is where you belong.
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The HR Business Partner for Real Atlantic Superstore in New Brunswick will provide strategic guidance to store operators on all aspects of the employee lifecycle at the store level. Working closely with the District Manager, the HR Business Partner will work directly with store leaders and their teams to define and implement people strategies aligned with business priorities, company culture, and values. This role enhances the organization’s human resources through its comprehensive expertise across various HR functions. These include colleague engagement, talent and performance management, compliance, employee relations, total rewards, leadership development, culture and DEI. This role operates synergistically with labour relations to facilitate the execution of business strategies and the achievement of results.

Role Responsibilities:

• Support the delivery and deployment of HR programs and processes and participate in coaching and guiding in functional and cross-functional initiatives (Performance Management, Compensation, Succession Planning, Engagement Survey, Culture and DEI, Retention Excellence, Leadership development, and the Performance Review Cycle) for union and nonunion colleagues.
• Provide coaching, guidance and advice to the client (District Manager, Store Management) regarding union and non-union employment-related issues, including, but not limited to, the interpretation of company policies and procedures, recruitment and selection strategy, performance management, non-union terminations, training and development, and benefits administration.
• The HRBP collaborates closely and forms a strong partnership with the Labor Relations (LR) team, ensuring a seamless integration between HR and LR functions.
• Collaborates with HR Centers of Excellence (COEs) Talent, Total rewards, Medical Services, H&S, Leadership and Training, Culture and DEI, as required to design and execute HR strategies and initiatives.
• Participates in developing and supporting the implementation of leadership development and management training to ensure colleagues have the skills and training to be successful in their roles.
• Collaborates with store leaders to create personalized development plans that align with company requirements and individual goals.
• Partners with store management on all non-violence and harassment discrimination cases.
• Plays an active role in driving continuous improvement and best practices in HR, fostering a culture of engagement and commitment to ongoing progress.
• Partner with the recruitment team and the business to develop proactive strategies to address the store’s needs. Ensure stores are fully staffed with a diverse workforce, fostering an inclusive and progressive company culture and reflecting the communities in which we operate
• HR Business Partners play a crucial role in ensuring that the interests of colleagues and the company are considered, following HR policies and applicable government laws and regulations, such as the ESA and Human Rights Code, to ensure a secure and protected work environment for all.
• Support conversions and new store openings as required.

ROLE REQUIREMENTS:

• Equivalent combination of education and human resources experience; achievement of CHRP designation or post-graduate degree preferred
• A strong foundation in human resources principles, practices, and laws is essential. This includes understanding areas such as talent acquisition, performance management, colleague relations, compensation and benefits, training and development, and employment law.
• Active listening, critical thinking, problem-solving, and the ability to analyze complex HR issues and develop practical recommendations.
• Excellent verbal and written communication skills. This includes presenting information clearly, facilitating discussions, and building rapport.
• Building solid relationships with clients and stakeholders is essential. This involves being approachable, trustworthy, and able to influence. It also includes the ability to collaborate and work effectively with diverse teams.
• It is essential to analyze data, identify trends, and draw meaningful insights. This includes using data to inform decision-making, evaluate the effectiveness of HR programs, and provide data-driven recommendations.
• Having a solid understanding of change management principles and the ability to guide clients through change initiatives.
• Understanding the business context, business strategy, industry trends, and the competitive landscape.
• Commitment to ongoing learning and professional development is essential. This includes staying updated on HR trends and seeking opportunities to expand knowledge and skills.
• Strong integrity in maintaining confidentiality and managing susceptible information.
• Weekend and evening work as required including travel
• Travel Required - Company car provided if eligible under the Loblaw fleet policy
  Our commitment to Sustainability and Social Impact is an essential part of the way we do business, and we focus our attention on areas where we can have the greatest impact. Our approach to sustainability and social impact is based on three pillars – Environment, Sourcing and Community – and we are constantly looking for ways to demonstrate leadership in these important areas. Our CORE Values – Care, Ownership, Respect and Excellence – guide all our decision-making and come to life through our Blue Culture. We offer our colleagues progressive careers, comprehensive training, flexibility, and other competitive benefits – these are some of the many reasons why we are one of Canada’s Top Employers, Canada’s Best Diversity Employers, Canada’s Greenest Employers & Canada’s Top Employers for Young People.
  If you are unsure whether your experience matches every requirement above, we encourage you to apply anyway. We are looking for varied perspectives which include diverse experiences that we can add to our team.
  We have a long-standing focus on diversity, equity and inclusion because we know it will make our company a better place to work and shop. We are committed to creating accessible environments for our colleagues, candidates and customers. Requests for accommodation due to a disability (which may be visible or invisible, temporary or permanent) can be made at any stage of application and employment. We encourage candidates to make their accommodation needs known so that we can provide equitable opportunities.

Role Responsibilities:

• Support the delivery and deployment of HR programs and processes and participate in coaching and guiding in functional and cross-functional initiatives (Performance Management, Compensation, Succession Planning, Engagement Survey, Culture and DEI, Retention Excellence, Leadership development, and the Performance Review Cycle) for union and nonunion colleagues.
• Provide coaching, guidance and advice to the client (District Manager, Store Management) regarding union and non-union employment-related issues, including, but not limited to, the interpretation of company policies and procedures, recruitment and selection strategy, performance management, non-union terminations, training and development, and benefits administration.
• The HRBP collaborates closely and forms a strong partnership with the Labor Relations (LR) team, ensuring a seamless integration between HR and LR functions.
• Collaborates with HR Centers of Excellence (COEs) Talent, Total rewards, Medical Services, H&S, Leadership and Training, Culture and DEI, as required to design and execute HR strategies and initiatives.
• Participates in developing and supporting the implementation of leadership development and management training to ensure colleagues have the skills and training to be successful in their roles.
• Collaborates with store leaders to create personalized development plans that align with company requirements and individual goals.
• Partners with store management on all non-violence and harassment discrimination cases.
• Plays an active role in driving continuous improvement and best practices in HR, fostering a culture of engagement and commitment to ongoing progress.
• Partner with the recruitment team and the business to develop proactive strategies to address the store’s needs. Ensure stores are fully staffed with a diverse workforce, fostering an inclusive and progressive company culture and reflecting the communities in which we operate
• HR Business Partners play a crucial role in ensuring that the interests of colleagues and the company are considered, following HR policies and applicable government laws and regulations, such as the ESA and Human Rights Code, to ensure a secure and protected work environment for all.
• Support conversions and new store openings as required