Human Resources Business Partner
LafargeHolcim
Vancouver, BC, CA
1d ago

Why work for Lafarge?

Lafargein Canada is proud to provide construction solutions in the buildings, infrastructure and industrial segments. These solutions are built with high performance products from our cement, aggregates, ready-mix concrete, asphalt and road construction, and concrete products divisions.

From the use of alternative materials and recycling to renewable energy, Lafarge's focus is to develop innovative products that can contribute toward sustainablyconstructed building solutions.

Lafarge takes personal growth and developmentto heart, and provides resources for our employees to take control of their own careers.

Through our commitment to communities, to the health and safety of our employees and their families, or through the many volunteer hours of our employees, Lafarge demonstrates our care for people.

If you want to work in an environment that values hard work, entrepreneurship, and collaborative teamwork, Lafarge is for you.

Building Better Citiesis what we do. Come Build a Better Careerwith us! More information can be found at .

Overview

Reporting to the BC Region Human Resources Manager, the Human Resources Business Partner (HRBP) will provide support for a full range of Human Resources services to all levels of the business within the BC Region to support the achievement of business objectives and goals.

The HRBP plays an essential role in areas of performance management, employee relations, training and development, labour relations, recruitment and selection and business partnering with the operations.

This dynamic role is focused on providing consultation to the business on strategic planning and employment related issues, while developing and managing human resources programs and procedures for departmental development.

Responsibilities

Recruitment & Selection :

  • Working with the HR Manager and the business, the HRBP will assist in defining new role requirements, advise clients on existing role requirements, develop role profiles as required, and conduct job analysis
  • Provide headcount projection and strategic workforce planning support, when applicable
  • Work with Talent Management to plan and prepare interviews for selected salary bands with the hiring managers.
  • Facilitate movement of people talent within the organization based on operational changes and needs
  • Review compensation with Talent Management and hiring manager to determine offer details
  • Compensation & Benefits :

  • Complete compensation analysis for workforce transitions and present recommendations to the business leaders (ex. new hires, promotions, transfers) and review with HR Manager for due diligence prior to submitting to compensation for approvals and benchmarking.
  • Participate in year-end compensation review exercise for applicable client groups, including bonus and annual merit administration, and distribution of employee letters
  • Work with business leadership team in constructing business cases when submitting special cases for salary increase as applicable and consult with BC Region HR Manager.
  • Support compensation survey participation for the line of business (i.e. summarizing data, reviewing submissions for relevance, etc.)
  • Disability Management :

  • Management of disability claims from initial start of employee’s leave to his / her return
  • Liaison with the Sun Life (SL) case managers to ensure timely response and updates on employees claim status and potential return to work
  • Work with WCTL to schedule the return to work assessments and discuss restrictions and limitations with Operational leaders to ensure that accommodation is possible for safety sensitive roles
  • Educate the employee on the process, benefit entitlements and maintain regular communication
  • Educate the business leaders on the disability program and policies
  • Update the business leaders on open cases and provide recommendations on potential next steps
  • Coordinate the employee’s return to work plan, including any accommodations that must be met
  • Employee Relations :

  • Effective situation / conflict management, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
  • Proactive outreach on HR communications (ex. supporting town halls, leadership / operational team meetings, etc.) to improve the employer-employee relationship
  • In consultation with the BC Region HR Manager, conduct investigations and make recommendations for next steps (disciplinary action)
  • When required, assist operations with the grievance process at step 1 and step 2. When at step 2, consult with the BC Region HR Manager on recommendations for grievance responses.
  • At step 3, escalate to BC Region HR Manager and Employee and Labour Relations Manager.

  • Provide advice, council, support and coach managers and employees as required
  • Coach managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
  • PIP support and preparation, applying progressive discipline principles as appropriate
  • Provide guidance, direction and advice to the Management team and employees regarding employment related issues including, but not limited to, the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration
  • Work closely with applicable client groups to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner.
  • Ensuring balance between organizational and employee needs

  • In consultation with the BC Region HR Manager, conduct layoffs / terminations as required and work with terminated employees during negotiations if applicable
  • Talent Management :

  • Support managers and employees with performance management and objective setting throughout the year
  • Provide advice, council and feedback on performance management strategy, ensuring business needs and individual objectives are linked
  • Facilitate training or in-house learning sessions for managers and employees as required
  • Partnering with the BC Region HR Manager, facilitate Talent Reviews (9-box) / Capability Reviews and ensure appropriate follow up on actions
  • Ensure training needs for the business are evaluated and appropriate training selected & rolled out
  • Support succession management initiatives
  • Corporate Programs :

  • Support the roll-out of various corporate initiatives as required
  • Take part in new / developing HR initiatives as required
  • Oversee Employee Recognition programs service awards, Dispatch stories
  • HR Team Management :

  • Actively engage in communications with other HR team members around best process, practices, and systems use to ensure simplicity and consistency where possible
  • Work with HR Coordinator and MyLife to ensure they can address employee inquiries regarding company benefit programs and services, payroll inquiries, etc.
  • Coach and advise regional Payroll Administrator on payroll, benefits, and pension related issues for the hourly employee population
  • HR Metrics & System Utilization :

  • Oversee audits to ensure the accuracy of employment information submitted to payroll and processed in the system
  • Navigate through Workday effectively to provide timely support to managers / employees
  • Complete ad hoc reports as requested
  • Train others / aid others as required on how to navigate through systems (ex. Workday, Fiori, etc.)
  • Relationships with Other Jobs :

  • This role will have a high level of interaction with front line managers, as well as the regional HR team and HR COEs.
  • The incumbent must have ability to build relationships and get up to speed quickly on needs of the operations and offer solutions
  • Education :

  • Post-secondary education in Human Resources Management or Business Administration
  • Working towards the CPHR designation, completion of CPHR designation is an asset
  • A minimum of 5 years of experience in a progressive Human Resources role
  • Experience and Skill Set :

  • Excellent computer skills including proficiency in MS Office (Outlook, Excel, Word, PowerPoint, etc.)
  • Previous HRIS experience, in particular working experience with Workday considered an asset
  • Ability to handle confidential information with integrity and professionalism
  • Ability to solve problems moderately complex in nature and make routine recommendations;
  • Ability to work proactively and positively as part of a team acting with a sense of urgency;
  • Great customer service focus;
  • Solid working knowledge of the major elements of Human Resources and its systems and processes;
  • Ability to liaise and form positive relationships with all levels of employees and management
  • Key Competencies :

  • Decision-making
  • Ability to influence
  • Client focused
  • Critical thinking
  • Relationship management
  • Coaching
  • Written communication exert level of confidentiality with sensitive matters
  • Project management
  • Ability to maintain confidentiality
  • Presentation skills
  • Sizing up of people and talent management
  • Situational awareness
  • Dealing with ambiguity
  • Business acumen
  • Problem solving
  • Time management
  • Pre-employment medical including drug & alcohol testing and a criminal record check may be required.

    LafargeHolcim

    Through LafargeHolcim’s 2030 Plan, Lafarge is committed to providing solutions using sustainable manufacturing practices and improving the environment in and around its operations.

    The company has a sixty year history in Canada and works continually to reduce carbon dioxide emissions, restore wetlands for native plants and animals, and identify waste materials that can be recycled and used in our operations.

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