Duties / Accountabilities
Collaborates with the HR team to build and implement best practices relating to attraction, retention and development of employees based on understanding of operational requirements, research and technical expertise.
Provides coaching and guidance to business leaders on their interpretation and execution of HR policies and programs, including performance management, compensation, change management, organization and job design.
Drives workforce forecasting and planning at the business unit level to meet evolving business objectives and supports managers with the development hiring plans.
Partners with business leaders and HR team members to identify opportunities for continuous improvement.
Coaches managers and supervisors on best practices for performance and conflict management.
Responsible for case management of sensitive and complex issues involving respect in the workplace, harassment and disciplinary investigations and employee terminations
Partners with the Employee Relations (ER) Team to ensure legal and regulatory compliance and providing the necessary documentation and reports to transfer cases to the ER team for determination.
Proactively collects requirements and identifies issues for the business unit and develops strategies with internal stakeholders soliciting support and information from HR team members to get resolutions which meets the objectives and goals of the business and Human Resources.
Interprets and develops reports for a variety of regulatory reporting requirements such as Employment Equity or Federal Contractors Program.
Implements initiatives to improve the Company’s diversity and representation of designated group members.
Acts as a role model, guides and advises the HR Coordinators and HR Business Partners.
Other related duties as assigned.
Education and Experience
A degree in Human Resources, Business Administration or equivalent, Masters preferred.
A minimum of 8 years work experience in a progressively responsible role as HR Business Partner, Senior Advisor, Consultant or Senior Generalist role in a complex unionized environment.
CHRP Designation or acquiring is considered an asset.
Skills, Knowledge and Required Competencies
Knowledge of HR best practices in recruitment, compensation, performance management, succession planning, orientation and workforce planning.
Customer service orientation and a results focused, can-do attitude.
Strong critical thinking, problem solving, and conflict resolution skills.
Ability to understand and balance Human Resources, business unit, Seaspan and employee needs and interests.
Excellent interpersonal and communication skills to effectively deal with multiple stakeholders and confidential / sensitive information.
Initiative, creativity and integrity.
Strategic outlook to support the objectives and goals for both the HR Department and the Business.
Ability to work collaboratively and independently, as required.
Excellent knowledge of federal and provincial legislation including the Canadian Human Rights Act, Employment Equity Act, Canada Labour Code, Employment Standards etc.