Human Resources Business Partner

GFL Environmental•Grand Rapids, MI

21d•Hybrid

About The Position

We are looking for a Human Resources Business Partner to act as a key front-line resource, bridging the gap between our HR protocols and operational success. In this role, you will be a critical partner to management, navigating unionized environments, leading change initiatives, and driving data-backed people strategies.

Requirements

3+ years of progressive HR experience, with a proven track record in large, complex, and unionized environments.
Post-secondary education in Human Resources + CPHR/SHRM designation (or equivalent).
Proficiency with Google/Microsoft Office suites and experience with HRIS systems (Workday is highly preferred).
Exceptional ability to write professional documentation, including policies, labor briefings, business cases, and corporate communications.
Ability to travel to various sites as required (approximately 30% of the time).
Valid work authorization in the country where the job is located is required.
Successful candidates will be required to provide valid documentation confirming their eligibility to work in the country where the job is located prior to their start date.

Nice To Haves

Workday is highly preferred.

Responsibilities

Design and lead regional/organizational change and project management initiatives.
Partner with HR shared services to analyze data on staffing, turnover, absenteeism, and productivity to provide actionable fiscal insights.
Actively collaborate with relevant teams throughout all stages of M&A activities.
Take the lead on national-scope HR projects and own the operationalization of initiatives.
Serve as a critical voice in grievance meetings and arbitrations.
Actively participate in collective agreement negotiations and support the development of union proposals.
Conduct thorough, objective investigations to resolve complex employee and labor relations issues.
Provide expert counsel to operational leaders on policy interpretation, performance management, and coaching.
Facilitate programs that foster open communication and problem-solving to improve employee relations.
Build strong partnerships with functional leaders to ensure HR initiatives align with organizational goals.