Business Partner - People, Culture and Performance

Canadian Blood Services•Ottawa, ON

4d•Hybrid

About The Position

Canadian Blood Services is looking for a Regular full-time Business Partner – People, Culture and Performance to join our dynamic Employee Relations team in our People, Culture and Performance (PCP) division. The Employee Relations team is responsible for supporting Canadian Blood Services by partnering with and supporting leaders to achieve their business objectives in a highly regulated, complex, and challenging environment. The successful applicant will develop and maintain collaborative partnerships with various stakeholders including leaders, employees and unions in service of the organization. In this role, you will provide strategic input to operational issues and will be accountable for the regional delivery of business partner services that support the achievement of business objectives. You will develop and maintain partnerships with assigned divisions and departments, understanding their business needs and requirements, assisting in determining their talent needs and requirements, providing coaching on effective people management, and providing expertise and advice on People, Culture and Performance programs, policies and services. As a member of the People, Culture and Performance team, you will ensure that the work performed aligns with the overall strategic direction of both the team and the organization, accomplished through collaboration with other members of the People, Culture and Performance team.

Requirements

Completion of a university degree in Human Resources, Labour Relations, Business Administration, or related field.
5 to 7 years of related experience in an operational and strategic Business Partner role within a unionized environment.
A thorough understanding of HR best practices, trends, developments, and strategic programs, as well as related employment, labour relations and human rights legislation.
Effective verbal and written communication skills in English are essential.
An equivalent combination of education, training and experience may be considered.

Nice To Haves

Certified Human Resources Professional (CHRP) designation is preferred.

Responsibilities

Partner with Business Leaders to identify, recommend, and implement business focused solutions to operational people management issues, including identifying the skills and capabilities required to meet longer term strategic goals.
Partner with Employee Relations, and Business Leaders to assist with program development, delivery and to implement People, Culture and Performance strategies, services, and programs, including communicating new or changed programs and delivering training as required, to facilitate the integration of people strategies and issues into business plans, enhance the clients’ understanding and promote effective employee relations.
Support and facilitate Business Leaders’ efforts during the design of organizational structure changes that support business objectives and provide input on people management issues and People, Culture and Performance best practices to operational business cases/plans and other change management initiatives.
Develop, promote, and facilitate effective business relations with Union Representatives through open dialogue and proactive problem-solving techniques, including but not limited to participation in regular Labour Management Committee meetings, problem solving and/or grievance meetings to ensure issues are identified and addressed and resolved in a proactive manner.
Participate in collective agreement/contract negotiations either by providing input related to operational issues or local market trends and or as part of the employer bargaining team.
Recommend, participate, and carry out investigations on workplace harassment and problem resolution as well as other employee relation issues.
Represent People, Culture and Performance and local business units at arbitration and third-party hearings.
Provide advice, consultation and recommendations on displacement and termination issues, including attending meetings with employees as required.
Encourage, support, and endorse and may participate in regular Labour Management Committee Meetings and problem-resolution grievance meetings to ensure issues are identified, addressed, and resolved in a pro-active manner.
Proactively partner with the Business Leaders to identify opportunities for enhancements that will assist them to achieve their objectives (i.e., technological, process and program improvements).