HR Business Partner I (1 Year Term)

Dufry Careers•Richmond, BC

1d•Onsite

About The Position

The HR Business Partner I (HRBP I) manages the execution of HR policies, procedures, and strategies as directed by the People and Culture Director. This role develops and administers local policies and programs unique to their assigned location(s). This role collaborates with the Operations leaders and all levels of management on HR matters by providing both strategic and technical expertise and advice, guaranteeing that the company’s business objectives are met.

Requirements

The combination of educational and professional experience must exceed 5 years:
In a leadership role: Requires 2-4 years of experience leading a team of professionals, executing Human Resources strategy, and maintaining team member relationships.
In a technical role: Requires 5-7 years of Human Resources experience
A bachelor’s degree in a program related to the functional area can count for three of the five-year requirement
An MBA or a master’s level degree in a program related to the functional area can count for an additional two years of the five-year requirement
In the industry: 3-5 years of Hospitality, Food, Beverage experience in a unionized environment preferred
SHRM-SCP or HRCI-SPHR certification preferred
Advanced knowledge of various areas of Human Resources, including recruiting, employee relations, labour relations, training and development, benefits, and compensation
Training that leads to an in-depth understanding of HR policies and practices
Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes
Excellent customer service, communication, interpersonal skills
Ability to exercise a high level of professionalism, confidentiality, and discretion
Can ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand
Ability to build collaborative partnerships and work cross-functionally
Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations
Proficiency with HRIS and business software/systems; has the ability quickly learn new systems
Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes
Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals
Business acumen and mindset required to understand the long-term implications of People and Culture decisions and to advance organizational goals

Responsibilities

Directs the HR activities of an airport/or cluster of locations with less than 600 team members and low to medium sales volume that are collectively managed by location Operations leaders of Food & Beverage
Manages the full team member life cycle including attraction, selection, onboarding, engagement, development, retention, and offboarding; plans and optimizes each stage of a team member’s tenure
Develops and maintains a position as a trusted advisor to the Operations leader(s) and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
Establishes and nurtures a visible and positive presence and among team members at all levels; provides HR policy guidance and interpretation
Works closely with the Regional People and Culture Director to communicate trends and utilize strategic planning tools/processes to analyze the business; recommends and implements strategies and tactical solutions to continuously improve the business
Ensures that team member relations issues are proactively addressed before escalating; advises management on how to reduce risk and maintain compliance
Conducts confidential and thorough employee investigations; prepares detailed documentation that is communicated effectively
Establishes and maintains positive labour relations; acts as a resource to Operations managers to guarantee they understand the CBA and Team Member Handbook as applicable
Actively participates in arbitrations, grievances, and contract negotiations as applicable
Leads change initiatives that embrace forward-thinking values and drive continuous improvement; promote a culture of continuous engagement, learning, and development
Ensures HR practices comply with company policy and legal requirements; partners with corporate People & Culture and Legal to resolve matters as necessary
Maintains knowledge of current trends, technical, regulatory, and statutory related to the HR function as well as F&B and Retail operations to ensure delivery of appropriate advice and counsel