HR Business Partner

Job title: HR Business Partner

Job description: Req ID:129883

We create smart innovations to meet the mobility challenges of today and tomorrow. We design and manufacture a complete range of transportation systems, from high-speed trains to electric buses and driverless trains, as well as infrastructure, signalling and digital mobility solutions. Joining us means joining a truly global community of more than 75 000 people dedicated to solving real-world mobility challenges and achieving international projects with sustainable local impact.

Join us as an HR Business Partner, and you’ll be looking at a career-defining role based in Toronto, Ontario.

Reporting to the Senior HR Manager, the HR Business Partner (HRBP) provides a wide range of experienced level and independent advice to people leaders regarding the interpretation and application of Collective Agreement(s), labour laws (OHSA, ESA, WSIB, etc.) and related Human Resources (HR) policies, programs and processes. Topics include recruitment, reward and recognition, talent management, change management, absence management, organization design and employee engagement. As the first point of contact for front line management inquiries, ranging in complexity and high volume, the HRBP takes a proactive consultative approach, leveraging every opportunity to create value.

Your responsibilities will include:

Labour / Employee Relations / Recruitment

• Conducts both straightforward and complex workplace investigations with respect to such issues as harassment, human rights code violations and employment complaints and recommend options for resolving issues.
• Coach and advise all levels of management on the interpretation of relevant policies, collective agreements, legislation (e.g. Human Rights Code, Employment Standards Act, Labour Relations Act, OHSA, etc.) and other terms and conditions of employment (discipline/terminations), ensuring that all relevant legislated, collective agreement and policy driven obligations are met.
• Prepare for, and assist with, the union negotiations and grievance process up to and including arbitration, in partnership with the Labour Relations Manager.
• Assist in the full cycle recruitment process by reviewing hiring manager’s request to recruit and hire, create and post job postings, pre-screen candidates, assist with interviews on an as-needed basis, initiate pre-employment and testing requirements within the parameters of Collective Agreement and company guidelines.
• Oversee the full employee life cycle, from on-boarding to exit, to ensure a positive employee experience.
• Pro-actively manage disability cases, working with benefit providers to coordinate leaves and safe return to work plans when appropriate.
• Participate and support Health and Safety programs including WSIB claims management, and the offering of modified duties as needed, supporting employees in the return to work process.
• In partnership with management and HR colleagues, provide guidance on workplace issues and conflicts, including human rights and harassment claims, performance management, absenteeism & accommodations, grievance and arbitration process, reorganizations, discipline or dismissals, and workplace investigations.
• Ensure compliance with employment standards legislation and company policies to minimize risk/exposure to the organization.
• In partnership with Labour Relations Lead, prepare, design and deliver labour relations communications, consistent labour relations practices and training.
• Support collective bargaining by conducting research and analysis on labour relations trends, investigation, data and best practices.
• Build effective relationships with union leaders

HR Consulting

• Understand and prioritize business needs, and translate them into HR actions.
• Partner with business leaders in planning, development and enablement of a high performance team, key retention strategies and employee engagement.
• Monitor trends/issues within the business environment to proactively identify, analyze and develop options/solutions for Labour and Employee Relations matters including, performance and attendance issues, manager capabilities, and management training.
• Provide consultation to the business to make informed decisions that align with the organization’s financial values, strategic imperatives and purpose, while adhering to HR policies and legislatives requirements.
• Collaborate with the Centre of Expertise within HR and other business partners on the development and execution of HR programs such as Talent Management, Performance Management, Management Development, etc.
• Create and interpret metrics to support business objectives and identify trends
• Contribute to the delivery of several HR initiatives and projects, both locally and globally, as required

Talent Management & Organizational Capability

• Build managers’ ownership of people management, including coaching.
• Implement the Alstom performance management system;
• Prepare & manage the annual People Review, including development plans and ensure feedback to individuals;
• In partnership with people leaders, ensure employee development needs are identified and acted upon through developmental assignments or appropriate learning intervention.
• Define and implement training programs, and measure their efficiency;
• Ensure retention strategies are identified for high performers and key/critical positions
• Provide coaching and guidance to people managers to implement strategies to build capability and maximize employee performance.
• Partner with HR peers across Canada to ensure cohesive, consistent and seamless HR service delivery, bringing all our best practices to create a positive employee experience.

General Duties as Assigned

• Conduct exit interviews and use results to identify preventative actions
• Assure implementation of annual salary review and STI/bonus payments on time;
• Assure job grading is maintained up-to-date, and develop at the appropriate time for new countries, supported by C&B;
• Highlight any C&B issues to HRD and Management.
• Provide reports on a regular basis and ad-hoc on various topics to various leaders such as headcount, recruitment, union related, audit, turnover, etc.
• Process leave requests such as maternity/parental leave, medical leaves, leave of absence etc.Participate in return to work accommodation meetings, as required
• Create communication to employees, in conjunction with payroll, as required
• Post updates to the posting boards
• Ensure electronic employee files are up to date

Key requirements:

• Post-secondary education in a related field (industrial relations, Human Resources, business management, law) and/or equivalent in HR experience. HR Designation is an asset;
• Previous experience in a related industry/environment would be an asset;
• Minimum five (5) years of progressive HRBP experience(including experience working with business leaders in a consultative capacity);
• Minimum four (4) years of progressive HR experience thriving in a fast-paced and high volume unionized environment, in applying HR policies related to key human resources disciplines including, grievances and arbitration, employee relations, collective agreement consultation and employment law;
• Requires an in depth knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures;
• Proven ability to handle high volume of complex activities, supporting multiple leaders across various locations and functions, while meeting deliverables in a timely manner;
• Demonstrated capability to effectively manage mediations, complaints, Human Rights, etc;
• Ability to exercise sound judgement in dealing with complex and challenging situations;
• Influence and resilience within a matrix organization structure;
• Solid knowledge of evolving best practices in the field of HR;
• Keeps up-to-date and proficient on a wide variety of employment laws and regulations at both the provincial and federal levels;
• Ideal candidates will either have prior experience of leveraging shared service / CoE models, or be highly engaged in making this model deliver maximum impact;
• Work in high-growth, lean organization and manufacturing environment experience is desirable;

We thank all applicants for their interest; however, only those under consideration will be contacted.

An agile, inclusive and responsible culture is the foundation of our company where diverse people are offered excellent opportunities to grow, learn and advance in their careers. We are committed to encouraging our employees to reach their full potential, while valuing and respecting them as individuals.

Alstom is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, age, disability status, veteran status, or any other characteristic protected by Federal, National, or Local Laws.

Effective 29 January 2021, Alstom completed the acquisition of Bombardier Transportation. This is a Bombardier Transportation Legal Entity Position – positions at Bombardier Transportation companies are all members of the Alstom Group.

Company: Alstom

Expected salary:

Location: Toronto, ON

Job date: Sat, 29 May 2021 05:24:05 GMT