HR Business Partner

7-Eleven•Remote MB, SK

13d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) works closely with business leaders across the assigned market to provide strategic and operational HR guidance that supports business objectives. The role serves as a trusted advisor to leaders and acts as a liaison between the business, HR Centers of Excellence (COEs), and Employee Services to ensure the effective delivery of integrated people's solutions. As a member of the Canada HR Team, the HRBP contributes to national HR initiatives while supporting daily field operations. The role influences business strategy by helping leaders identify, prioritize, and build organizational capabilities, leadership behaviors, and structures that drive performance, engagement, and long-term growth.

Requirements

Bachelor's 4-year degree (CPHR is an asset)
3-5 years in one or more functional areas of Human Resources (Generalist preferred)
Expert knowledge of Microsoft Office systems (Excel, Power Point, Word, MS Teams), and Workday HRIS.
Strong facilitation skills, project management skills, and negotiation skills.
Easily adapts to changing business landscapes, and can work effectively in a virtual, remote, and hybrid environment.
Strong communication, project management, conflict resolution, coaching, and consultative skills.
Must display a high level of Emotional Intelligence and strict confidentiality at all times.
Ability to influence others, think strategically, and initiate improvements.
Thorough understanding of HR policies, practices and procedures, as well as the legal framework of provinces to be covered including all provincial and federal laws as applicable.
Willing to travel across geographic areas of responsibility, as well as possible travel to the area store support center when and if required and as approved.

Nice To Haves

CPHR is an asset

Responsibilities

Partner with business leaders across multiple functions to support workforce planning, organizational design, talent assessment, succession planning, and capability building.
Act as a thought partner on topics including organization design, workforce planning, role clarity, HR policies and team structure.
Identify and share people-related business insights and trends with leadership to support informed decision-making and mitigate risk, including and not limited to legal and financial risks.
Contribute to national HR projects and cross-functional initiatives as part of the Canada HR Team.
Support company culture initiatives and organizational changes.
Support leaders in the resolution of complex, sensitive and high-risk employee relations matters, through investigations, and facilitate resolutions quickly, thoughtfully and decisively.
Mitigate legal and employee risk through proactive coaching, documentation, and early intervention.
Review, investigate, and document internal complaints; prepare written findings and communicate outcomes in accordance with legislation and company policy.
Act as an HR liaison for internal and external legal matters by partnering closely with legal counsel and regulatory bodies to ensure fair, compliant, and consistent outcomes.
Maintain strong knowledge of provincial and federal employment legislation to reduce legal risk and ensure compliance.
Support on all Immigration related matters such as work authorization, LMIA, RCIP programs to retain high potential team members.
Partner with Compensation and Benefit COEs to provide guidance and serve as the first point of contact for employee inquiries.
Review promotion, demotion, and salary change requests; ensure alignment with guidelines and secure approvals for exceptions.
Ensuring full adherence to statutory requirements (federal and local) with respect to all matters related to compensation and benefits.
Analyze and classify all positions to determine appropriate pay scales to achieve market competitiveness and internal equity.
Coordinate HR administrative activities as required.
Support succession planning, talent reviews, identifying readiness, gaps, and development actions including goals, mid and yearly reviews.
Partner with leaders on performance management, accountability, ensuring strong linkage between strategy, execution, and outcomes.
Coach and develop Leadership team members to strengthen their talent management skills, capability and accountability.
Collaborate with HR COEs to support the development, optimization, and delivery of various HR programs.
Support implementation of corporate and market-specific HR programs and change initiatives.
Identify opportunities for continuous improvement in HR services, processes, and tools.
Champion programs that drive leadership development and change initiatives programs to strengthen organizational capability.
Guiding employees through organization transitions such as lay-offs, mergers, new tech adoption, by managing change resistance, communicating the why and providing required information, aid and training.
Partner with Leadership to ensure onboarding and separation documentation is accurate, complete, and compliant with policy and labor laws.
Support employee transition planning, transfers, promotions, demotions, and terminations.
Streamline and improve onboarding process on a continuing basis.
Provide advice on involuntary terminations to mitigate legal risks.