Human Resources Business Partner

at  WSP

THE OPPORTUNITY:

As a Human Resource Partner, you will provide guidance to leaders on solutions and strategies to resolve issues on a variety of People and Culture process-related topics. You will partner with international Human Resources stakeholders and the operational leaders with the objective of creating a consistent employee experience approach while maintaining alignment of each region throughout the entire employee life cycle.
You will demonstrate an in-depth understanding of WSP’s People & Culture strategy, with a focus on integrating the talent strategy to drive a high-performance and thriving diverse culture. By effectively engaging in employee relations matters, you’ll be ensuring WSP remains an attractive employer, and maintaining strong engagement levels with staff.
As the first point of contact for employees and managers, you will be the first ambassador and voice driving employee experience. As the primary interface for employees and managers you will be responsible for providing guidance and support, identifying the urgency in which the matter requires resolution, while also working to provide them with the appropriate solution.
You will create strong and effective partnerships with worldwide Human Resource functions, such as Centers of Excellence to provide best in class service to our internal clients. You will also build relationships with the broader Human Resources teams within WSP to continue to develop and foster collaboration. You will continuously seek to develop and implement process improvements which foster sound employee relations and engagement.
As an agent of change, you will contribute to optimizing the employee experience in a context where you will take advantage of the wide latitude to build a stimulating work environment, exert a real influence while quickly generating positive impacts and work with local and global teams.
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• Talent Development & Management : Oversee the annual Performance and Development cycle process and coordinates with the regions to implement the Global Performance Development process by reinforcing the importance of objectives setting and regular feedback reviews. Identify recruitment needs and work in collaboration with the international talent attraction teams to identify job classification. Coach and support leaders on new hires and/or changes as a result of the new job architecture.
• Performance Management: Provide advice and counsel on performance management issues. Partner with leaders to address performance gaps and facilitate discussions to assess appropriate action. Provides coaching to managers on all aspects of performance including delivering effective feedback and improving performance.
• Total Compensation : Coordinate the annual compensation program. Prepare comparative analysis and formulate salary recommendations, based on the regional guidelines and structure. Collaborate in the development of documentation and implementation of compensation processes and practices.
• Succession Planning : Participate in the succession planning process by facilitating the discussion surrounding the identification of emerging diverse talent. In addition to this, you will ensure that our top talent have the appropriate development plans to thrive and grow within our organization.
• Offboarding : Partner with operational leaders to coach and prepare them for involuntary offboarding discussions with employees, and participate in the meeting with those leaders, keeping the safety and wellbeing of our employees at the forefront. Coordinate with the regions the administrative offboarding activities.
• Policy/Procedure/Employment Practices : Ensure the efficient delivery and coordination of HR processes and practices, including with international stakeholders. Participate effectively in resolving employee relations issues. Work with worldwide Human Resource expertise centers to ensure the alignment of certain processes.
• Engagement : Work closely with our Director Global Talent Development on engagement survey. You will analyze data in order to provide sound advice to leaders on key actions required to increase engagement. Work with leaders to develop engagement actions plans and encourage participation in engagement survey.
• Additional tasks : Define and lead enhancement initiatives related to retention, performance and talent management and compensation. Maintain various Excel Spreadsheets, including and not limited to headcount, bonus, merit increase, etc. Other Work on other tasks assigned/required in a stimulating, innovative and entrepreneurial environment. Responsible for employee data integrity.