The HR Business Partner at the Tsuut’ina Nation Human Resources Department will be responsible to provide the department focused HR generalist support to assigned areas.
The HR Business Partner is responsible for administering, interpreting and developing HR policies, procedures and programs while focusing on the talent management, organizational effectiveness and employee relations needs of their assigned departments.
The HR Business Partner must manage multiple tasks and demands while providing excellent service to employees and management.
The HR Business Partner is expected to establish and maintain collaborative working relationships with Executive Directors/Managers/Supervisors in their assigned areas and gain an understanding of the businesses, programs or services they are serving.
DUTIES AND RESPONSIBILITIES:
Talent Management (Recruitment, Retention and Workforce Planning)
- Create and maintain workforce plans by identifying current and future talent needs to support department and organizational goals and objectives.
- Execute workforce plans by assisting with sourcing, recruiting, selecting, onboarding and developing people to address competency needs. This includes working with Managers to:
- Identify current and future staffing needs
- Develop job descriptions and postings
- Work with Recruiter to create targeted recruitment plans to attract potential employees
- Establish appropriate interview panels, interview materials and oversee the interview process
- Execute offers of employment, coordinating onboarding process and required training or orientation process
- Increase the attractiveness of the Nation as an employer to potential employees by contributing to the development of the organization’s ‘brand’ and ‘value proposition’ (job fairs, advertisement, events).
- Provide analysis and recommendations related to employee turnover and develop initiatives to increase employee retention.
- Administer, interpret and develop policies, programs and programs to support talent management activities.
- Participate in development and administration of the organization’s classification, compensation and benefit programs.
Organizational Effectiveness (Employee Engagement, Managing Change, Learning and Development)
- Analyze, synthesize and understand department/organization challenges and provide timely and responsive recommendations to support the department and organizational people goals and objectives.
- Perform and/or support planning activities that impact or involve people while recognizing broader implications of issues and opportunities.
- Coach Managers and Supervisors in the all areas of human resource management.
- Maintain an informed and proactive approach in all matter pertaining to trends in HR policy and practice with ongoing monitoring of sector, legislative and regulatory environment and potential impacts to the Nation.
- Promote engagement, commitment and motivation of employees by developing and implementing innovative strategies to enhance productivity, morale, culture and communication.
- Provide information and guidance to Managers and staff in relation to Nation policies and procedures, employment standards and related legislation.
- Assist and advise on performance management and progressive discipline issues.
- Oversee termination process and coordinate required documentation and payments.
- Participate in the development and implementation of performance management systems.
- Act as a resource to managers in areas of disability management and support for employee wellness.
- Communicate or present relevant information to employees, Managers or Council as required.
- Review employee grievances and collaborate with Executive Directors to respond effectively to the issues or concerns.
- Investigate workplace incidents and make recommendations to resolve or reduce potential risks to employee safety and wellness.
Training and Development
- Identify organizational or departmental learning priorities and collaborate with stakeholders to deliver effective training or development opportunities.
- Develop opportunities for employees to learn and grow professionally and reach their full potential.
- Evaluate learning and development programs to ensure effective outcomes that support organizational goals.
- Create opportunities for leaders to learn mentoring and coaching skills to support employee growth and development.
- Maintain accurate records of training and certifications and ensure employee participation and completion.
- Support the development of effective onboarding and orientation programs.
- Process employee documentation requirements (new hires, transfers, terminations…)
- Compile and prepare information for HR reports, statistics or trends.
- Participate as a team member to support, develop and implement HR programs and initiatives.
- Oversee and manage special projects as assigned.
- Work closely with HR Assistant to ensure accurate processing of employee data and information.
- Post-secondary diploma or degree in Human Resources is strongly preferred.
- Three – Five years progressive HR experience is required.
- High School diploma is required
- CHRP designation is a definite asset.
- Previous experience working for a First Nation organization is strongly preferred.
- Excellent MS Office (Outlook, Word, Excel and PowerPoint) skills.
- Strong written and oral communication skills.
- Proven organizational and time management skills.
- Sound judgment, reliability and diplomacy are essential in this role.
- Strong employee relations skills.
- Outstanding interpersonal skills with the ability to interact with diverse individuals and groups while positively representing the HR department.
- The ability to respond to changing needs and priorities and work with minimal supervision.
- Demonstrated professionalism and ability to respect confidentiality at all times.
- Valid Alberta driver’s license and reliable transportation required as some travel may be required
- Must be prepared to provide a current CPIC.
- Must be prepared to abide by Tsuut’ina HR policy.
Please submit your resume and cover letter electronically and state the position title in the subject of your email.
Please note that this organization adheres to Sections 1 – 9 of the Aboriginal Employee Preference Policy for selection and displacement. Only those applicants selected for an interview will be contacted.