Can you see yourself assisting in developing and implementing human resources policies and programs by providing support and guidance to managers and employees in the areas of labour relations, employee relations, performance management, recruitment, training, compensation, benefits and total rewards? Does the idea of providing support to the Human Resources Business Partner in their guidance, advice, service and support to line managers and employees and the administration of the human resources policies, procedures and programs sound good to you? Are you looking for a role that will challenge you? If you answered yes, then this may be the job for you!

What we are looking for: (To be taken from the Education, Experience, abilities & skills, qualification sections of the JD)

• Education
• Post-secondary education with a major in Human Resources or a related field.
• Certified Human Resources Professional (CHRP) Designation would be an asset.
• Experience
• 5-7 years of progressive experience within Human Resources, ideally in a highly regulated environment.
• Familiarity with highly unionized environments and ability to read and interpret collective agreements.
• Experience with Human Resources Information Systems, Oracle and Taleo is considered an asset.
• Knowledge, Skills & Abilities
• Strong customer service skills with the proven ability to develop and maintain effective relationships with team members and internal and external stakeholders.
• Exceptional organization, attention to detail, and emerging project management skills, with the ability to manage multiple clients and deliverables.
• Ability to develop a working-level knowledge of CNL’s Human Resources policies and procedures, collective agreements and legislation (i.e. Employee Equity, Pay Equity, Official Languages, etc.).
• Demonstrated ability using MS Office applications (Outlook, Word, Excel) with a strong ability using PowerPoint.
• Organized, Attention to Detail, Process-Driven, Priority-Setting, Customer-Focused, Systems-Savvy, Agility/Tech-Savvy, Approachable, Problem-Solving, Organizational Agility, and known as the tactical go-to resource.
• Advanced knowledge of relevant employment and workplace legislation (Canada Labour Code).
• Advanced knowledge and understanding of job evaluation systems.
• Security Clearance Eligibility Required
• Reliability Status with Site Access Security Clearance (SASC), which has a minimum requirement of 3-5 years of verifiable history in Canada, Australia, New Zealand, the United States and/or the United Kingdom. CNL implements security screening in accordance with the Treasury Board of Canada Secretariat’s “Standard on Security Screening” and the “Policy on Government Security.

• HR Management Support
• Providing support to Management in HR-related programs and processes.
• Providing administration and coordinating support on day-to-day tasks, programs and initiatives within the mission or department that is being supported.
• Acting as the first point of contact for People Leaders and Supervisors.
• Employee Relations
• Providing consultation, coaching, advice and supporting the business in all areas of Human Resources.
• Responding to and resolving employee questions or escalating them to a human resources business partner.
• Providing human resources policy information and interpretations to collective agreements and/or legislation to internal customers on human resources matters, including but not limited to relocation, compensation, recruitment and terms and conditions of employment
• Providing advice and assist managers and employees in the interpretation and implementation of Company policies, procedures and collective agreements
• Answering employee and manager inquiries on HR related programs and processes such as pension and benefits, leave programs, salary cycle, transfer process, etc.
• Labour Relations
• Advising management to ensure Collective Agreements are administered and interpreted fairly and consistently, promoting a positive culture for union/management relations
• Ensuring labour relations matters are managed fairly, consistently and pragmatically
• Resolving grievances as they arise and participating in the grievance process as needed while being responsible for Step 1 grievance response.
• Conducting and supporting investigations as needed
• Ensuring compliance with the Canada Labour Code
• Reporting and Data Management
• Analyzing and reviewing all Human Resources Business Partners dashboards.
• Preparing routine or ad hoc HR reports for circulation and review.
• Assisting the HR Analyst with auditing, data integrity, reliability and consistency, and facilitating routine audit processes, both internal and external, as directed.
• Assisting HRBP’s or managers in completing and reviewing the Action Form for employee changes.
• Updating and submitting the necessary paperwork to ServiceCNL for employee movement and life cycle transactions such as terminations and employee status changes.
• Reviewing and following up on employee letters, documents and paperwork outstanding to complete transactions.
• Assisting in creating or revising templates with the HR Service delivery team as required.
• Researching and providing background history for HRBPs and managers on such things as transfers, terminations, promotions, change in job classifications, merit increase dates, vacation, sick, and personal time.
• Performance Management
• Providing advice and service to management on employee relations, performance management and disability management issues
• Total Rewards
• Supporting the annual performance and increase cycle
• Investigating and coordinating information with the Pension and Benefits team
• HR Team
• Liaising with external vendors and internal stakeholders, such as HR Subject Matter Experts, to promote, educate, or enhance related HR practices, projects, programs, or initiatives.
• Resourcing
• Assisting management in developing solutions to human capital-related issues from a talent acquisition/organizational design/performance management perspective.
• Tracking and record workforce planning needs
• Recruitment & Selection
• Participating as needed in the intake meetings for the Request to Hire with the hiring manager
• Participating as needed in interviews
• Talent Management
• Preparing and tracking data for the talent cycle
• Participating as needed in the talent review cycle meetings with managers and HRBP
• Training & Development
• Understanding the needs of individual employees and the needs of the business and working with the employee and training to educate or enroll in specific programs
• Advising on any CNL programs or training
• Other duties as assigned by your manager.

What we are looking for: (To be taken from the Education, Experience, abilities & skills, qualification sections of the JD)

• Education
• Post-secondary education with a major in Human Resources or a related field.
• Certified Human Resources Professional (CHRP) Designation would be an asset.
• Experience
• 5-7 years of progressive experience within Human Resources, ideally in a highly regulated environment.
• Familiarity with highly unionized environments and ability to read and interpret collective agreements.
• Experience with Human Resources Information Systems, Oracle and Taleo is considered an asset.
• Knowledge, Skills & Abilities
• Strong customer service skills with the proven ability to develop and maintain effective relationships with team members and internal and external stakeholders.
• Exceptional organization, attention to detail, and emerging project management skills, with the ability to manage multiple clients and deliverables.
• Ability to develop a working-level knowledge of CNL’s Human Resources policies and procedures, collective agreements and legislation (i.e. Employee Equity, Pay Equity, Official Languages, etc.).
• Demonstrated ability using MS Office applications (Outlook, Word, Excel) with a strong ability using PowerPoint.
• Organized, Attention to Detail, Process-Driven, Priority-Setting, Customer-Focused, Systems-Savvy, Agility/Tech-Savvy, Approachable, Problem-Solving, Organizational Agility, and known as the tactical go-to resource.
• Advanced knowledge of relevant employment and workplace legislation (Canada Labour Code).
• Advanced knowledge and understanding of job evaluation systems.
• Security Clearance Eligibility Required
• Reliability Status with Site Access Security Clearance (SASC), which has a minimum requirement of 3-5 years of verifiable history in Canada, Australia, New Zealand, the United States and/or the United Kingdom. CNL implements security screening in accordance with the Treasury Board of Canada Secretariat’s “Standard on Security Screening” and the “Policy on Government Security.”