Human Resource Business Partner

at  Wirelessdna

QUALIFICATIONS:

• Undergraduate degree in HR or a related field with 7-8 years of HR experience.
• Minimum 3 years of progressive Generalist/HR Business Partner experience.
• Knowledge and experience working across all Canadian provinces.
• Hands-on experience with HRIS systems, specifically Dayforce.
• Excellent interpersonal and communication skills to effectively influence and build strong relationships with multiple stakeholders while handling confidential/sensitive information.
• Demonstrated ability to work in a dynamic, fast-paced, and rapidly changing matrix environment, driving alignment and results with/without direct authority.
• Capability and willingness to operate on both macro and micro issues.
• Sound analytical, problem-solving, and negotiation skills with an ability to understand broad complex business issues.
• CHRP/CHRL designation would be an asset.
  WDNA is an equal opportunity employer. We are committed to recruiting, hiring, training, and promoting qualified people of all backgrounds, regardless of sex, race, colour, creed, national origin, religion, age, marital status, sexual orientation, or gender identity. For persons with disabilities who are applicants for employment: if you need assistance or accommodations to interview because of a disability, please inform the Recruiter (Human Resources) in advance. Employment opportunities will never be denied to anyone because of the need for an accommodation

IN THIS ROLE YOU WILL BE:

Reporting to Director - HR. HRBP is responsible for providing a strategic business partnership to the Wireless DNA business, supporting the day-to-day operations of all the retail locations. HRBP will play a key role in driving forward the HR strategies, talent management, and projects across the international business.

RESPONSIBILITIES:

• Engage actively with the Retail leadership Team, as the primary HR Business Partner and contribute to business decisions that will drive excellent results.
• Develop an awareness of the business challenges and objectives for the business in order to drive a proactive approach to Human Resources.
• Partner with hiring managers to establish talent acquisition and retention strategies. Proactively identify gaps, propose solutions, and implement changes with a focus on recruitment, retention, and employee development.
• Develop strategies to source and secure key talent to fill open positions; work with the hiring managers to develop specific criteria for each search ensuring timely action, cost effective strategies, and a professional and positive experience for all candidates.
• Help establish and maintain learning & development programs including onboarding, training, mentoring, and coaching.
• Administer Performance Management process that drives high performance including objective setting, mid-year and year-end review. Establish a culture of continuous feedback.
• Engage in employee development strategy and programs/training to help develop sales reps into assistant managers or store managers. Responsible for succession planning and predict the future business needs to devise career paths for employees.
• Understand the pulse of the team at all levels and act as a conduit back into the HR team and to senior business leaders.
• Provide consultation and coaching on issues related to legal and procedural compliance, employee relations, workforce planning, talent and performance management, recruitment & selection, compensation, and organizational development.
• Nurture a positive working environment.
• Recommend process improvements and ensure cost efficiency and competitiveness in the industry.