Key Responsibilities

• Strategic HR Advisory & Employee Relations Leadership
• Provide expert HR consultation and strategic advice to senior leaders on complex matters, including workforce management, performance, conduct, and employee relations.
• Interpret and apply employment legislation, collective agreements, and EIPS administrative procedures to guide compliant decision-making and mitigate organizational risk.
• Collaborate on workforce planning, staffing, and employee mobility while ensuring strict alignment with relevant regulations and collective agreements.
• Manage and resolve complex employee relations issues, workplace conflicts, and employee concerns efficiently.
• Coach and advise leadership on performance management practices, progressive discipline processes, and terminations.
• Conduct thorough workplace investigations, delivering evidence-based findings, analysis, and recommendations to senior HR leadership.
• Partner with the Health Recovery Advisor and supervisors to manage employee leaves, accommodations, worker compensation claims/investigations, and return-to-work plans.
• Serve as the liaison between supervisors and employees to facilitate successful return-to-work plans and necessary employee accommodations.
• Workforce Planning & Organizational Design
• Partner with leaders on workforce planning, staffing strategies, talent management, and organizational structure design—including developing and updating job descriptions.
• Lead compensation and classification initiatives, including job evaluations, position reviews, and the position appeal process.
• Leverage data and analytics in collaboration with the ERP Business Analyst to build reports that inform HR practices and align with strategic goals.
• Drive continuous improvement in key areas such as retention, employee engagement, supervisory capability, and HR processes.
• Forecast HR trends and best practices to proactively implement solutions that support divisional goals and strategic initiatives.
• HR Programs, Learning & Organizational Development
• Design and deliver targeted development programs, including new employee onboarding, employee certifications, and supervisory training to elevate leadership capability.
• Assess organizational learning needs and identify gaps in learning, training, and development in collaboration with department leadership.
• Support initiatives that strengthen organizational culture, talent management, and leadership capability.
• Research emerging HR trends and best practices, staying ahead of advancements in HRIS technology.
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