Human Resources Business Partner

Reports To: HR Manager

Location: Toronto

Scope of Position

The HR Business Partner (HRBP) position focuses on partnering with people leaders within their assigned business units to promote and execute HR best practices. The HRBP collaborates with people leaders on talent acquisition and talent management initiatives as well as the implementation of HR projects for their designated portfolio. The incumbent will align HR strategies, advise, and programs to support the organization and/or business units in the achievement of its goals. The incumbent deepens relationships with business units and acts as a center of influence to promote change without authority.

Major Responsibilities

Advising and Partnership

• Leads investigations, employee relations and performance management plans and acts as center of influence in these areas
• Partners with leaders providing coaching and consultation to equip managers with the proper tools, knowledge, and support to solve employment relations and performance management problems while mitigating risk
• Proactively identifies opportunities to correct business, engagement or risk related concerns prior to the situation becoming a problem
• Guides and coaches managers on their interactions with employees to promote Alterna values and competencies to further drive our culture
• Develops internal business knowledge and builds strong relationships in order to function as a credible, trusted advisor across all levels of the internal client base
• Partners with managers to develop succession plans, onboarding and career pathways to enhance employee retention
• Partners with HR subject matter experts to provide custom solutions to the business units on strategic and operational issues
• Prepares correspondence, including termination letters, reports, and presentations as required
• Maintains up to date knowledge of HR best practices, acting as subject matter expert with respect to provincial employment legislation, employee relations, recruitment and retention, performance management, employment development and workforce planning

Talent Acquisition

• Partners with stakeholders to identify and understand their recruiting needs; effectively communicates and executes HR best practices
• Contributes to the design and implement of various talent and retention strategies including job posting creation, analysis of market trends, media selection, review of potential candidates
• Leads various recruitment initiatives for designated business units, ensuring best practices and a positive client /candidate experience
• Advises managers during the recruitment process on HR best practices and creating/updating job descriptions and guiding the deep-dive interview processes
• Acts as a subject matter expert in the development of onboarding programs for newly hired employees and conduct new hire check-ins
• Maintains and updates employee records and databases, ensuring accuracy and confidentiality when onboarding new hires
• Maintains expert and up to date knowledge of recruitment best practices, governing legislation and partners with Managers to determine current and future staffing needs, while ensuring minimal staffing gaps

Projects

• Identifies needs and desired outcomes of project, builds work back schedules and consults with subject matter experts to ensure approach matches the organizations goals
• Identifies opportunities for workflow enhancements, upskilling or efficiencies and partners with departments and leaders to build frameworks, set expectations and execution of projects
• Work alongside HR leadership and Total Rewards teams to support the performance review process and to provide guidance to leaders on conducting meaningful performance or development conversations
• Performs quantitative and qualitative analysis on existing and proposed human resource programs, including analyzing trends, performance management and other key workforce drivers
• Assists in developing new policies or revising existing policies for the full range of human resources areas, in line with Alterna's priorities
• Manages monthly reporting to make recommendations for continuous improvement

Expectations / Outcomes

• Maintains a high quality reputation with internal business units through delivery of knowledgeable and timely service in all employee interactions
• Hold people leaders and employees accountable and compliant to HR policies and procedures
• Proactively manages Alterna's workforce planning including recruitment and succession, securing / retaining best fit candidates
• Builds and establishes strong relationships, trust, and credibility with management and employees
• Supports with the design and maintenance of HR policies and procedures using industry best practices
• Advocates for HR programs and best practices; effective delivery and implementing by employees
• Reduces Alterna's risk for wrongful dismissal and constructive dismissal cases
• Maintains a culture of risk management and control that aligns with Alterna's practices and risk appetite
• Builds business cases and makes recommendation on HR efficiencies

Qualifications

Education & Experience:

• Minimum of seven (7) years experience working in an HR Advisor position, at a higher level, including proven expertise in employee relations, talent management and HR partnership
• Post secondary education in an HR management (completion of relevant degree is preferred)
• Certified Human Resources Professionals (CHRP) designation

Knowledge & Skills

• In depth knowledge of HR management practices including Employment Standards Act, Human Rights Code, and employment law, etc.
• Significant experience in providing both strategic and operational HR advice, guidance, and services
• In depth knowledge of staffing and workforce planning principles and practices
• Strong business writing skills including policy, procedure, communications and report writing
• Computer literacy using a variety of word processing and spreadsheet software as well as HRIS applications
• Excellent knowledge and experience with employee relations and HR services principles

Competencies

• Ability to build strong business partnerships with all levels of management regarding a broad scope of HR related functions such as recruitment & selection, policies, performance management, compensation & total rewards
• Ability to understanding key business strategies and industry success drivers and ability to apply knowledge of the business to create win-win situations and outcomes
• Demonstrated confidence in making recommendations, consulting, negotiating and influencing leaders within the business environment
• Ability to support initiatives and strategies, and communicate effectively and appropriately to key stakeholders
• Superior interpersonal and influential skills
• Superior written and verbal communication skills
• Ability to handle sensitive and highly confidential matters with discretion, maturity and emotional intelligence
• Demonstrated experience in coaching and advising peers

Scope of Position

The HR Business Partner (HRBP) position focuses on partnering with people leaders within their assigned business units to promote and execute HR best practices. The HRBP collaborates with people leaders on talent acquisition and talent management initiatives as well as the implementation of HR projects for their designated portfolio. The incumbent will align HR strategies, advise, and programs to support the organization and/or business units in the achievement of its goals. The incumbent deepens relationships with business units and acts as a center of influence to promote change without authority.

Major Responsibilities

Advising and Partnership

• Leads investigations, employee relations and performance management plans and acts as center of influence in these areas
• Partners with leaders providing coaching and consultation to equip managers with the proper tools, knowledge, and support to solve employment relations and performance management problems while mitigating risk
• Proactively identifies opportunities to correct business, engagement or risk related concerns prior to the situation becoming a problem
• Guides and coaches managers on their interactions with employees to promote Alterna values and competencies to further drive our culture
• Develops internal business knowledge and builds strong relationships in order to function as a credible, trusted advisor across all levels of the internal client base
• Partners with managers to develop succession plans, onboarding and career pathways to enhance employee retention
• Partners with HR subject matter experts to provide custom solutions to the business units on strategic and operational issues
• Prepares correspondence, including termination letters, reports, and presentations as required
• Maintains up to date knowledge of HR best practices, acting as subject matter expert with respect to provincial employment legislation, employee relations, recruitment and retention, performance management, employment development and workforce planning

Talent Acquisition

• Partners with stakeholders to identify and understand their recruiting needs; effectively communicates and executes HR best practices
• Contributes to the design and implement of various talent and retention strategies including job posting creation, analysis of market trends, media selection, review of potential candidates
• Leads various recruitment initiatives for designated business units, ensuring best practices and a positive client /candidate experience
• Advises managers during the recruitment process on HR best practices and creating/updating job descriptions and guiding the deep-dive interview processes
• Acts as a subject matter expert in the development of onboarding programs for newly hired employees and conduct new hire check-ins
• Maintains and updates employee records and databases, ensuring accuracy and confidentiality when onboarding new hires
• Maintains expert and up to date knowledge of recruitment best practices, governing legislation and partners with Managers to determine current and future staffing needs, while ensuring minimal staffing gaps

Projects

• Identifies needs and desired outcomes of project, builds workback schedules and consults with subject matter experts to ensure approach matches the organizations goals
• Identifies opportunities for workflow enhancements, upskilling or efficiencies and partners with departments and leaders to build frameworks, set expectations and execution of projects
• Work alongside HR leadership and Total Rewards teams to support the performance review process and to provide guidance to leaders on conducting meaningful performance or development conversations
• Performs quantitative and qualitative analysis on existing and proposed human resource programs, including analyzing trends, performance management and other key workforce drivers
• Assists in developing new policies or revising existing policies for the full range of human resources areas, in line with Alterna's priorities
• Manages monthly reporting to make recommendations for continuous improvement

Expectations / Outcomes

• Maintains a high quality reputation with internal business units through delivery of knowledgeable and timely service in all employee interactions
• Hold people leaders and employees accountable and compliant to HR policies and procedures
• Proactively manages Alterna's workforce planning including recruitment and succession, securing / retaining best fit candidates
• Builds and establishes strong relationships, trust, and credibility with management and employees
• Supports with the design and maintenance of HR policies and procedures using industry best practices
• Advocates for HR programs and best practices; effective delivery and implementing by employees
• Reduces Alterna's risk for wrongful dismissal and constructive dismissal cases
• Maintains a culture of risk management and control that aligns with Alterna's practices and risk appetite
• Builds business cases and makes recommendation on HR efficiencies

Qualifications

Education & Experience:

• Minimum of seven (7) years experience working in an HR Advisor position, at a higher level, including proven expertise in employee relations, talent management and HR partnership
• Post secondary education in an HR management (completion of relevant degree is preferred)
• Certified Human Resources Professionals (CHRP) designation

Knowledge & Skills

• In depth knowledge of HR management practices including Employment Standards Act, Human Rights Code, and employment law, etc.
• Significant experience in providing both strategic and operational HR advice, guidance, and services
• In depth knowledge of staffing and workforce planning principles and practices
• Strong business writing skills including policy, procedure, communications and report writing
• Computer literacy using a variety of word processing and spreadsheet software as well as HRIS applications
• Excellent knowledge and experience with employee relations and HR services principles

Competencies

• Ability to build strong business partnerships with all levels of management regarding a broad scope of HR related functions such as recruitment & selection, policies, performance management, compensation & total rewards
• Ability to understanding key business strategies and industry success drivers and ability to apply knowledge of the business to create win-win situations and outcomes
• Demonstrated confidence in making recommendations, consulting, negotiating and influencing leaders within the business environment
• Ability to support initiatives and strategies, and communicate effectively and appropriately to key stakeholders
• Superior interpersonal and influential skills
• Superior written and verbal communication skills
• Ability to handle sensitive and highly confidential matters with discretion, maturity and emotional intelligence
• Demonstrated experience in coaching and advising peers

About Alterna Savings

Alterna Savings and Credit Union Limited (Alterna) has been the Good in Banking™ for over 115 years creating financial services that transform lives for the better, all while giving back to our community. Alterna is made up of Alterna Savings and Credit Union Limited and its wholly owned subsidiary, Alterna Bank.

As the first full-service, member-owned cooperative financial institution outside Quebec, Alterna Savings shares its expertise with over 210,000 members through a network of over 40 branches across Ontario, as well as call centre and digital channels. Members and customers also benefit from an industry-leading online brokerage and investment management services.

Working at Alterna

We are incredibly proud of our corporate culture of Integrity, Respect and Collaboration, where everyone works together towards a common goal; the financial wellbeing of our employees, members and customers. This commitment has earned us several prestigious employer awards, including the National Capital Region's Top Employers award for eight years running.

* We appreciate all applicants, preference will be given to candidates who most closely meet the qualifications, key skills, and competencies outlined above.

* Alterna is compliant with the Ontarians with Disabilities Act. If you have a disability, please contact our Recruitment Team and let us know how we can accommodate you.