Manager, People & Culture

Bird Construction•Vancouver, BC

1d•Onsite

About The Position

The Manager, People & Culture, develops and implements people strategies aligned with business plans to support the needs of the commercial construction group. The successful incumbent acts as a strategic partner to assigned business leaders by anticipating workforce needs, providing data-driven insights, influencing decisions, and developing people solutions that strengthen organizational capability, employee experience, and business performance. This position will provide People and Culture support to the British Columbia district and is based in the Richmond, BC office.

Requirements

Undergraduate degree in Business Administration or related degree.
10+ years working in a business partner capacity
Experience dealing with sensitive, complex, and highly confidential employee situations (e.g., harassment, performance management, salary review and recommendations, etc.)
Fluent knowledge of Federal and Provincial laws and legislation as it applies to employee related situations
Ability to travel sites as needed (10% of the time)
Ability to think beyond immediate issues to identify long-term opportunities and risks to translate plans into implementation with well-developed skills in organizational capability and change management, as well as written and verbal communications
Ability to partner and establish credibility and trust with leaders including Executives, employees and People & Culture professionals across the organization
Exceptional presentation skills and experienced public speaker and facilitator
Understanding of workforce-related federal and provincial employment laws and regulations
Ability to manage multiple priorities simultaneously and meet the time demands of unpredictable activities, capable of handling pressure and challenges in a dynamic business environment
Strong analytical, critical thinking, troubleshooting, problem-solving skills, and a high degree of accuracy and attention to detail. Experience with people metrics and analytics

Nice To Haves

CPHR designation is an asset

Responsibilities

Serve as a trusted advisor to leaders, providing proactive recommendations and the resources needed to make informed decisions on talent, organizational effectiveness, culture, and workforce planning.
Coach leaders on performance management, employee relations, workforce planning, talent development, and leadership effectiveness.
Provide consultation with leaders regarding compensation-related matters, including salary recommendations, job evaluation, in-range salary adjustments, and/or promotions.
Challenge thinking constructively and influence decision-making using data, trends, and workforce insights.
Liaise with the Center of Excellence People & Culture Team to ensure strategic alignment across all areas within the People & Culture function.
Develop a rapport with employees to promote trust and open communication, providing ongoing coaching to leaders in support of human resources processes and programs.
Maintain regular, direct contact with employees to gauge morale and identify engagement issues early.
Support leaders in building high-performing, diverse, and engaged teams.
Maintain current knowledge of federal, provincial laws and regulations to ensure the company remains committed to fair employment practice, in addition to determining how pending legislation can impact the human resources field and the employment landscape.
Communicate and ensure understanding of applicable legislation, regulations, and organizational policies to managers and employees as needed.
Participate in resolving issues related to employee relations.
Conducting workplace investigations when required.
Develop a deep understanding of business strategy, operational priorities, workforce risks, and market conditions.
Support a consistent, one-team unified approach demonstrated through delivery of People & Culture principles, practices, and policies.
Analyze, investigate, and support the resolution of business / people issues.
Lead succession planning, talent reviews, and internal mobility discussions.
Provide guidance and support on employee matters including, but not limited to, policy interpretation, respectful workplace concerns, conflict in the workplace.
Work with Senior Manager, People & Culture when needed, to support the resolution of challenging employee relations issues.
Understand day-to-day site operations to ensure P&C support matches operational needs.
Act as a liaison for business to ensure information is communicated to functional (COE) HR to inform P&C strategy, program design, and planning.