Human Resources Business Partner

at  Northwestern Polytechnic

TRUE NORTH

Northwestern Polytechnic is on a new path to prosperity. With a powerful designation and clear polytechnic mandate, we are focused on the distinctive opportunities at hand and further afield. We are recruiting individuals who spark creativity, drive innovation, are highly engaged and are eager to embrace;
Our VISION: To transform post-secondary education in Northern Alberta through polytechnic education, research, and partnerships
Our MISSION: To spark and empower success.
Our VALUES: Connected, Innovative, Responsive
If you have an entrepreneurial spirit, one who is willing to turn risk into opportunity, Northwestern Polytechnic is your employer of choice.

THE ROLE

The HR Business Partner functions collaboratively as a member of the Human Resources team to provide leadership and consultative services to ensure progressive people practices and sustainable workforce capability as part of the polytechnic strategic direction. The HR Business Partner will be integral in working with Unions/Associations to champion and implement changes across the institution. Areas of responsibility include:

• Provides interpretation, technical expertise and consultative services to leaders, staff and faculty regarding human resources requirements, Policies and Procedures, Terms and Conditions of Employment, Collective Agreements, and applicable legislation.
• Liaises with Unions and the Association and responds to issues/concerns on behalf of Management. Works collaboratively with all parties to proactively improve working relationships and conditions and retrospectively achieve resolution.
• Assists with preparation/research for collective bargaining and supports the Polytechnic’s bargaining team.
• Counsel/advise managers to ensure documentation exists to deal with issues/concerns effectively.
• Investigate and respond to concerns/issues before they become formalized grievances/complaints.
• Attend/perform/facilitate investigations on sensitive issues such as harassment complaints or staff disputes.
• Provide HR expertise in developing appropriate action plans to correct performance or behaviour.
• Advises leaders on the progressive discipline process, including assessing whether discipline is appropriate, identifying and advising of potential risks, preparing relevant documentation for discipline or termination, attending meetings with employees, and ensuring the union/association is informed.
• In partnership with leadership and the HR team, the HR team uses the full range of HR functional expertise and knowledge to identify opportunities and challenges in developing strategies related to process improvement, succession planning, restructuring, downsizing, budget changes, workforce planning, etc.
• Conducts research, surveys other organizations/institutions, and presents recommendations based on this information to Management.
• Carries out People & Culture department research (i.e., Benchmarking, Salary Surveys, Client Surveys, etc.) to support Collective Bargaining and to facilitate planning.
• With the HR team, develop and oversee the implementation of an institution wide recruitment strategy.
• Strategize with the hiring leaders to determine hiring needs, characteristics of most suitable candidate, appropriate selection and interview process, applicable interview members, and competition timelines.
• Create job postings and determine most effective job boards to advertise, while strategically identifying appropriate steps and dates to ensure successful hiring timelines.
• Regretting unsuccessful applicants, providing interview feedback, maintaining eligibility lists, and preparing offer letter requests.
• Monitoring the collection and storage of relevant competition records for providing recruitment statistics such as: numbers and types of positions, temporary versus permanent roles, internal versus external, advertising cost, number of applicants by competition, and timelines in fulfilling positions. This accurate data is essential in ensuring the integrity of the recruitment process and ensuring all relevant documentation is maintained and available for review, if challenged.

The successful candidate must have a minimum of a Bachelor’s Degree in Business, Commerce or Human Resources. An equivalent combination of education and experience will be considered. The necessary skills and attributes to be successful in this role include:

• 5 years in an HR Generalist, Advisor, or Labour Relations Specialist role is required.
• Chartered Professional in Human Resources (CPHR) – Preferred
• Canadian Compensation Professional (CCP) – Considered an asset
• Registered Professional Recruiter Designation (RPR) – Considered an asset
• Public sector experience is preferred.
• Proficiency in Microsoft Office applications and HRIS software (Unit4,Workday)
• Ability to build strong relationships across the organization.
• A high level of integrity, confidentiality, professionalism, and accountability