Human Resources Business Partner (HRBP)

at  Mosaic Primary Care Network

HUMAN RESOURCES BUSINESS PARTNER (HRBP)

Status: Regular Full-Time (1.0 FTE)
Reporting To: Manager, HR and Labour Relations
Date Available: Negotiable
Hours of Work: 7.75 hours per day, 38.75 hours per week
Exempt/Non-Exempt: Exempt
Program: Human Resources
Salary Range: $74,000 - $96,000
Closing Date: Open Until Filled

ABOUT US

Mosaic Primary Care Network (PCN) provides a wide range of primary health care services in the northeast and southeast Calgary communities in partnership with a group of family doctors. Our talented interdisciplinary health care teams work together to provide services that best support patient needs.
We want YOU to bring your expertise to our growing team as we continue to develop solutions to meet the needs of our local community. If you have initiative, are resourceful, engage easily in teamwork, and most importantly, want to make a difference in healthcare, we want to hear from you!

POSITION SUMMARY

Reporting to the Manager, Human Resources and Labour Relations, the Human Resources Business Partner (HRBP), serves as a strategic partner to Mosaic PCN leadership providing coaching, advice, guidance and strategic insight to develop and maintain high-performing teams that positively impact the organization’s short and long-term goals and strategies.
The HRBP plays a pivotal role in the development and end-to-end delivery of HR strategies, programs, policies, plans, and initiatives. They provide credible and expert advice and coaching on a wide variety of complex and routine matters. The HRBP provides practical solutions which are legislatively compliant, while creating and maintaining an effective, safe, and respectful working environment. A key contributor in navigating organizational change, the HRBP supports leaders in a dynamic unionized working environment. A key contributor in navigating organizational change, the HRBP supports leaders in a dynamic unionized working environment. The HRBP also acts as a mentor supporting other members of the HR team.
This position requires an experienced, proactive results-oriented professional who has broad-based expertise in all facets of HR including: Talent Management, Employee and Labour Relations, Classification and Compensation, Performance Management, Progressive Discipline, Ability Management and Workplace Accommodations. The HRBP must be an effective communicator, who can build strong effective trust-based working relationships at all levels. They must balance competing interests focusing on organizational excellence while maintaining effective resolution focused relationships with union representatives. Strong analytical and interpretive skills, the ability to exercise sound judgement and decision-making skills in a wide variety of situations are also key.

QUALIFICATIONS & REQUIREMENTS

Education & Licenses

• A University degree or college diploma specializing in Human Resources, or a related specialization is required.
• A Chartered Professional in Human Resources (CPHR) designation is an asset.
• Equivalent combinations of education and related experience may be considered.

Experience

• Minimum five (5) years of progressive experience in a moderately complex human resources generalist capacity.
• Labour and employee relations experience in a unionized work environment.
• Able to create clear, concise letters and documentation covering a variety of labour and employee relations scenarios.
• Proven ability to work closely with leaders and union representatives supporting the resolution of employment related issues in a fast-paced changing working environment. Experience applying arbitration decisions and labour relations principles to recommendations and solutions.
• Previous experience facilitating meetings and effectively bringing multiple view points to the table.
• Previous experience developing tools and templates and classifying jobs using whole job methodology in a unionized working environment.

Knowledge, Skills & Abilities

• Demonstrates Mosaic Values to create a strong unified culture - Embraces Diversity, Builds Community, Leads with Compassion, and Drives Innovation.
• Ability to build and maintain relationships demonstrating sensitively and tact in all interactions.
• Adaptable and able to work independently as well as in a team environment with interruptions and changing priorities.
• Effective at handling multiple simultaneous incoming requests, prioritizing work assignments and deliverables to meet deadlines.
• Strong knowledge and ability to apply the principles of progressive discipline in a unionized work environment.
• Ability to make administrative and procedural recommendations, decisions, and judgments on sensitive and confidential issues.
• Ability to communicate effectively both in writing and verbally.
• Knowledge of relevant employment legislations such as the Alberta Labour Code, Employment Standards Act, Alberta Human Rights.
• Ability to interpret and apply collective bargaining article and clause in a clear and concise manner.
• Strong organizational skills including ability to handle multiple tasks, meet deadlines, maintain files (paper and electronic) and produce accurate communications.
• Strong and effective active listening, negotiation and presentation skills.
• Ability to work as a team player and work independently with minimal supervision.
• Action-oriented with critical through process to problem solving; ability to extrapolate past experiences to develop solutions for new situations or improvements to existing processes.
• Proven conflict resolution skills with the ability to maintain composure while dealing with challenging people to effectively address workplace issues.
• A high-level of competency with MS Office programs.
• Commitment to continuous learning and professional development.

Compensation & Classification

• Provides subject matter expertise related to classification and compensation.
• Conducts job analysis and assists with job description development for both unionized and exempt roles.
• Ensures updated job descriptions are created and maintained for all unionized and exempt roles.
• Documents classification decisions and communicates with internal and external stakeholders as required.
• Conducts comparative research, market analysis, salary surveys and provides recommendations on unionized wage grids as required.
• Supports compensations and/or total rewards projects as required

Employee and Labour Relations

• Provides guidance and consultation regarding collective agreement interpretation, problem-solving, dispute resolution, and regulatory compliance. Strives to resolve internal conflict informally through appropriate conflict management techniques as appropriate, escalating where necessary.
• Provides advice, guidance and coaching support on people management processes including workplace investigations, performance management, the application of progressive discipline, grievances, workplace accommodations and conflict resolution.
• Investigates and undertakes fact finding inquiries related to performance concerns, complaints, harassment allegations, or other employee concerns.
• Monitors ongoing labour relations issues, identifies trends or bargaining unit concerns, proactively brings these to the surface and mitigates risks.
• Escalates matters as necessary to the Manager, HR and Labour Relations.

HR Programs, Policies, Procedures and Guidelines

• Contributes to the continuous improvement of HR policies, programs, initiatives and guidelines complying with legislation and incorporating or adapting industry best practices as appropriate.
• Reviews, recommends, and implements changes to HR processes.
• Maintains accurate record keeping and documentation to ensure business continuity.
• Prepares internal training presentations, creating tools and templates and proactively educating leaders.

Compensation & Classification

• Provides subject matter expertise related to classification and compensation.
• Conducts job analysis and assists with job description development for both unionized and exempt roles.
• Ensures updated job descriptions are created and maintained for all unionized and exempt roles.
• Documents classification decisions and communicates with internal and external stakeholders as required.
• Conducts comparative research, market analysis, salary surveys and provides recommendations on unionized wage grids as required.
• Supports compensations and/or total rewards projects as required.

Talent Management

• Identifies and addresses trends that affect morale, effectiveness, turnover, absenteeism, productivity and staff satisfaction.
• Establish best practices to support a recruitment strategy, focused on sourcing strategies, social media, processes, tools, templates, technology, interview and assessment techniques, selection criteria, etc.
• Supports the HR team with the effective execution of talent acquisition strategies.
• Consults with management on recruitment processes, ensuring adherence and alignment.
• Supports performance management, talent development, and succession planning initiatives.

Compliance and Risk Management

• Conducts research and analyzes HR issues and initiatives, leading or supporting projects as assigned.
• Remains current on all relevant legislation and ensure organizational compliance with regulatory and legal requirements.
• Stays up-to-date on existing and upcoming legislation to determine the HR impact on the organization.

Performs other related responsibilities as required.