HR Business Partner

at  Maple Lodge Farms Ltd

Interested in joining Canada’s largest poultry processor? At Maple Lodge Farms, we’re not only passionate about our chickens, but our people, too. We operate to the latest in technological, health and safety, and quality standards. With rapid expansion over the years, and continued innovation and investment in growth, we’re looking for committed, team players to join the Maple Lodge family. As a proudly family-owned Canadian company, we’re passionate about what we do. If you’re a committed team player, we would love to have you as part of our team.
Reporting to the Director, Employee Relations & Policy, the HR Business Partner will be responsible for contributing to company performance by providing strategic consulting on people and organization development strategies in support of the business objectives. Performs HR duties while supporting more than one functional group and acts as the key point of contact from HR with his/her assigned internal client groups and is the internal subject matter expert on employee and labour relations. Acts as a member of the HR leadership team to assist in developing and maintaining the HR Roadmap and set priorities and goals for the HR department.

WHAT YOU WILL BE DOING:

• Responsible for building trusted relationships with the leaders and employees of his/her client groups in the business. Builds strong, positive business relationships with all levels of leadership and establishes credibility with employees. Provides excellent customer service while developing and maintaining cooperative and positive working relationships with all key stakeholders, providing the highest possible service to employees.
• Provides day-to-day coaching/consultation to all levels of leadership on a variety of actions to include employee relations issues, labour relations, Collective Agreement and policy interpretation and application, talent management and development, and organizational design.
• With support from external counsel is responsible for effective collective bargaining for the business units he/she supports.
• The first point of contact, connecting clients with the right resources internally, and also providing input to the COEs on behalf of the business. Liaison between his/her client groups and internal HR functional groups (to be known as Centre of Excellence): HR Operations, Compensation & Benefits, Disability management & RTW, Recruiting, Talent & Performance, Learning & Development.
• Responsible to works with his/her clients to develop People Plans and then provides regular leadership to drive delivery of those plans.
• Supports all levels of management in his/her client groups on organizational structure and design decisions, ensuring any and all changes are properly communicated, documented, and updated in the system via letters and stat forms.
• Attends client team meetings and activities to deeply understand the client’s business, build relationships, and proactively provide HR support.
• With the assistance of the Performance Culture Team, supports all levels of leadership in his/her client groups as they roll out performance management, talent and coaching programs. Coaches all levels of leadership in giving feedback and (when necessary) counseling and disciplining employees.
• Assists all levels of leadership in his/her client groups with employee terminations and related documentation, and conducts exit interviews to determine reasons behind voluntary turnover.
• Acts in the capacity of an independent, impartial, confidential resource for staff and managers on Employee & Labour Relations issues in support of an effective, positive work environment. Participates in dispute mediation and collaborates with all levels of management on determining appropriate actions. Provides guidance on issues, which may include conflict resolution, roles and relationships, performance and training.
• Responsible for the processing and effective administration of all grievance and other union-related processes, including collective agreement negotiations and collective agreement administration. Also responsible for the effective handling and administrative of any other employment related claims raised through outer (non-union) processes (ex. Human Rights complaints, ESA violations or complaints, etc).
• Provides all levels of management advice and assistance with respect to HR policies, the Collective Agreement and legislation, ensuring that they are accurately interpreted.
• Conducts employee workplace investigations, interviewing employees, developing reports and providing recommendations regarding action/corrective action where and as appropriate.
• Acts as the in-house subject matter expert in Labour Relations. Provides coaching, training and support to Operations, Managers, Supervisors and Leaders in the interpretation and application of the Collective Agreement, as well as best practices in managing a unionized environment.
• Liaises with all employees, departments, and the union. Liaises with the Labour Lawyer with respect to terminations, employee changes, etc.
• Policies, Processes & Procedures: adhere/comply with company policies and procedures; recommend, develop and implement enhancements and improvements to departmental policies and procedures; and ensure that all employees under position leadership, follow all relevant departmental policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner.