HR Business Partner

Dufry Careers•Dorval, QC

35d•CA$105,000 - CA$115,000•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 Operations leaders and all levels of management on HR matters by providing both strategic and technical expertise and advice, ensuring that the business objectives of the company are met. The Field HR Business Partner B (HRBP) is the senior-most HR position responsible for a branch or multiple branches with substantially high sales volume within a Region that is collectively managed by a Senior Director of Operations B or C (Sr.DO). The HRBP collaborates with the Sr. DO on HR matters by providing both strategic and technical expertise and advice. Along with managing the overall branch/cluster HR function, the HRBP works closely with the Regional HR Director (HRD) to communicate trends, strengths, weaknesses, opportunities and threats. The HRBP is a visible and engaged partner with Operations and has regular and direct contact, both personally and through their assigned HR staff, with operations management and staff. The HRBP is accountable for executing policies, procedures, and strategies as directed by the HRD, and to develop and administer local HR policies and programs unique to the location. This is an exempt position and reports to Regional HR Director with a dotted line to the Senior Director of Operations.

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 HR strategy, and maintaining team member relations.
In a Technical Role: Requires 5-7 years of experience in Human Resources
A Bachelor’s degree in a functional area-related program may count towards three of the five years required
An MBA or Master’s degree in a functional area-related program may count towards an additional two years of the five years required
In Industry: 3-5 years of experience in Hospitality, Food, Beverage, and/or Retail preferred
Specialized Training:
SHRM-SCP or HRCI-SPHR certification preferred
Thorough knowledge of various HR fields including recruiting, employee relations, labor relations, training and development, benefits, and compensation
Training leading to a thorough understanding of HR policies and practices
Training leading to a thorough knowledge of employment regulations and laws applicable at the provincial and federal level
Specialized Skills / Competencies / Traits:
Excellent customer service, communication, and interpersonal skills
Ability to demonstrate a high level of professionalism, confidentiality, and discretion
Ability to read and understand correspondence, policies, and legal documents and translate them concisely so team members can easily understand
Ability to build collaborative partnerships and work cross-functionally
Proficiency in Microsoft Office; possesses expertise in preparing documents, spreadsheets, and presentations
Proficiency in HRIS and business systems/software; ability to learn new systems quickly
Requires flexibility and adaptability to manage multiple projects and oversee 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 directing 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
Requires a Bachelor’s degree or demonstrated equivalent
Requires the ability to analyze information to recommend resolutions to complex problems and strategic challenges
Requires the technical HR knowledge associated with obtaining and maintaining a certification from HRPA or equivalent.
Requires 7-10 years of experience in HR with 3-5 years of HR management experience, (including the supervision of other HR staff)
Requires demonstrated competency in the development of HR strategies and associate engagement
Requires the ability to speak, read and comprehend instructions, correspondence and policy documents, as well as converse comfortably with associates; excellent problem-solving and writing skills
Requires ability to build collaborative partnerships and experience working with other departments
Requires strong working knowledge of employment-related local/state/federal regulations
Requires proficiency with HRIS and business software/systems and have expertise in preparing documents, spreadsheets and presentations
Requires flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical HR processes
Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion

Nice To Haves

3-5 years of experience in Hospitality, Food, Beverage, and/or Retail preferred

Responsibilities

Directs the HR activities of an airport or group of sites with less than 600 team members and low to medium sales volume, which are collectively managed by the Restaurant and Retail Site Operations Managers
Manages the entire team member lifecycle, including recruitment, selection, onboarding, engagement, development, retention, and departure; plans and optimizes each step of a team member’s tenure
Develops and maintains a position of trusted advisor to the Operations Director and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
Establishes and maintains a visible and positive presence among team members at all levels; provides guidance and interpretation on HR policies
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 tactical strategies and solutions to continuously improve the business
Ensures team member relations issues are addressed proactively before they escalate; 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 working relationships; acts as a resource for Operations Managers to ensure they understand the collective bargaining agreement
Participates actively in arbitrations, grievances, and contract negotiations
Leads change initiatives that embrace forward-thinking values and foster continuous improvement; promote a culture of engagement, continuous learning, and development
Ensures HR practices are in compliance with company policy and legal requirements; collaborates with company HR and Legal leadership to resolve issues as needed
Maintains knowledge of current trends, technical, regulatory, and statutory aspects related to the HR function as well as Restaurant and Retail operations to ensure appropriate advice and counsel is provided
Develops and maintains a position of trusted advisor to the Sr.DO.
Advises the Sr.DO and operations managers on engagement, retention, training and discipline issues as they arise, and identifies trends and opportunities for improvement.
Establishes and nurtures a visible and positive HR presence within the branches and among associates at all levels.
Directs the activities of assigned HR staff to ensure Associate Relations issues and problems are addressed before their magnitude necessitates escalation.
Establishes and maintains positive Labor relations. Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA.
Partners with Loss Prevention, Accounting, Supply Chain, and other departments to support operations’ objectives.
Directs the recruiting function life cycle at the location(s).
Directs the delivery of on-boarding, orientation, and training.
Regularly communicates with peers to collaborate on common challenges and opportunities.
Regularly communicates with Regional HRD about the state of HR within assigned location(s).
Maintains knowledge of current trends, technical, regulatory, and statutory related to the Human Resources function to ensure delivery of appropriate advice and counsel.
Conducts confidential HR investigations.
Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-policies are proactively managed.
Administers individually or through the supervision of others all company and local HR policies.
Acts as a supervisor, mentor and primary resource to other HR professionals on site