HR Business Partner (15 - 18 Months Contract)

S&C Electric Company•Toronto, ON

4h•CA$87,978 - CA$116,565•Hybrid

About The Position

The Human Resources Business Partner (HRBP) helps to align S&C’s people strategy with its business strategy. This individual will coach and partner with leaders to identify and understand people issues relevant to the business. They will provide advice and expertise through new and innovative HR ideas that support the business’s current and changing needs and objectives. Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results to meet our KPIs in Engagement, Safety, Quality, Delivery, and Cost (SQDC).

Requirements

A Bachelor’s degree in business, commerce, human resources, psychology, or related diploma or certificate in human resource management.
3+ years of progressive HR generalist experience, preferably in a lean manufacturing environment.
Experienced in several HR operational areas, including talent acquisition, employee relations, talent management, reward, recognition, etc.
Well-developed analytical, quantitative, problems solving, influence, and consultation skills are required in addition to a demonstrated ability to form excellent working relationships with team members, leaders, and within HR.
Ability to triage issues, consult and seek to understand, generate solutions, make decisions, resolve conflict, and apply sound judgment
Demonstrated communication ability with a diverse population (verbal and written).
Proficiency in Microsoft Office software (Excel, Word, PowerPoint, Teams, SharePoint) and HRIS (Oracle’s HCM).

Nice To Haves

Knowledge of payroll is an asset.
Fluency in an additional language, as reflected in our team member population, is an asset.
Ability to travel internationally for business purposes.
Certified Human Resources Professional is an asset.

Responsibilities

Act as a business partner to align HR focus with business strategy and priorities.
Participate in workforce planning to ensure S&C’s workforce has the right size, shape, cost, and skills for the future.
Participate in succession planning to ensure key talent is selected and developed to fill critical roles.
Guide and advise the business on implementing HR policies, practices, and processes.
Provide coaching and training to empower leaders to handle team member matters.
Participate in the development, communication, and ongoing management of various HR programs in talent management, employee engagement, talent & leadership development, and employee relations.
Be a change agent by identifying gaps in individual, team, and leadership performance, as well as organizational structure, and act as a performance improvement driver in the promotion and implementation of change management initiatives.
Work with leaders and team members to resolve conflicts, facilitate positive team member relations, maintain a good working environment, build morale, and decrease unwanted turnover.
Maintain positive team member relations by providing guidance and coaching on HR issues, ensuring compliance with S&C’s policies, Employment Standards, and other regulatory employment and Human Rights requirements.
Conduct investigations and recommend solutions to team member complaints or claims of unfair treatment, harassment, and/or discrimination.
Recommend and lead interventions to address engagement, well-being, and productivity issues. Where necessary, leading investigations to resolve team member issues and complaints.
Conduct day-to-day performance management guidance for leaders (mentoring, career planning, coaching).
Champion team members ensuring their voices and concerns are heard; advocate on their behalf and serve as their representative in leadership meetings.
Collaborate with other HR Team members on implementing innovative and inclusive talent acquisition strategies.
Analyze performance metrics like statistics on team member retention and experience to develop ideas for improvements and enhancements.
Implement reward and recognition interventions to increase bottom-line results and engagement.
Represent S&C both internally and externally at various events.
Monitor the competitive environment to identify and recommend changes, interventions, or actions to ensure competitiveness.
Partner with the global HR team and business units on organizational development and Team Member related projects that support the vision, strategic plan, and S&C’s operations.