HR Business Partner - Joe Fresh

Loblaw Companies Limited•Toronto, ON

About The Position

The HR Business Partner for Joe Fresh collaborates with leaders and their teams to define and implement people strategies that are aligned with business plans. This role maintains and enhances the organizations human resources by providing generalist expertise across the functional areas of HR (colleague engagement, staffing, talent management, compliance, employee/labour relations, total rewards, leadership development, etc) to enable business results.

Requirements

5 to 7 years of dynamic HR experience or equivalent combination of education and human resources experience with proven knowledge in the area of client relation management
Must be strategic, have a good professional presence, and possess strong planning and organizational skills and experience leading projects.
Strong analytic skills and superior ability to problem-solve

Nice To Haves

LR experience an asset
CHRP designation or post graduate degree preferred
Experience in a retail environment is an asset

Responsibilities

Support the delivery and deployment of HR programs and processes and participate in coaching and guiding in functional and cross-functional initiatives (Performance Management, Compensation, Leadership Planning, Engagement Survey and the Performance Review Cycle)
Provide mentorship, direction and advice to the client regarding employment related issues including but not limited to the interpretation of company policies & procedures, recruitment & selection strategy, performance management, terminations, strategic planning, training & development and benefits administration
Provide mentorship & support management on leadership development, talent and performance management, change and people management issues & communication
Partner with the recruitment team and the business to develop proactive strategies to address the staffing needs of the client and to ensure the client group is fully staffed with a diverse workforce
Partner with the business and Specialist groups on finding alternative ways to incent colleagues to drive performance - input into long term rewards and retention strategy (i.e. Pay for performance)
Recognize barriers to success and facilitate proactive dispute resolution that supports a performance driven culture. Uses judgment supported by human resource competence and practical experience to raise matters as required.
Contribute to continuous improvement & standard methodologies to influence human resources strategies.
Ensure that the interests of colleagues and company are considered in accordance with HR policies and applicable government laws and regulations – i.e. ESA, Human Rights Code, Labour Code
Building and leading diverse teams that foster a workplace of inclusiveness and belonging