Human Resources Manager (BB-5BFA5)
Found in: Talent CA
Description:Description Human Resources Manager Why YOU want this positionSince our founding as a groundbreaking provider of oil & gas data, we have evolved our solutions to cover oil & gas analytics, trading & risk, and business automation for customers across the energy industry. Enverus represents this growth while bringing us closer together as one team. Enverus delivers business-critical insights to the global energy industry through a state-of-the-art SaaS platform built on industry-leading data and energy analytics. Our solutions deliver value across the entire energy value chain, empowering customers to be more agile, efficient, and competitive. The range of energy industry participants we serve includes exploration and production (E&P) companies and related businesses such as oilfield services, midstream, capital markets, power generators and utilities, energy traders, and downstream commercial & industrial energy consumers.The role of the HR Manager is to act as a strategic business partner to the leaders of the client group. This role will also provide professional HR guidance and support to improve engagement, retain top talent, add value to the business and positively influence business outcomes.Performance Objectives:Build and maintain strong partnerships and have regular touchpoints with Canadian leaders.Manage and provide direction, leadership and serve as mentor and coach to the HR Canadian Team.Oversee the administration of all new hires, employee lifecycle changes, and offboards.Oversee all Canadian employee relations, LOAs, and litigation matters. Oversee the administration of the Canadian benefit programs.Working with the HR Operations Manager, maintain data integrity, employee lifecycle workstreams, and processes.Working with the Manager, HR Compliance, provide guidance, and administration support to the Canadian Visa Program.Working with the Talent Excellence team and the Senior HR Business Partner for each business unit, support the successful roll-out of all Talent Initiatives (performance, development, compensation, and career). Manage specific projects as determined in the annual HR operational plan as well as participate in functional and cross-functional initiatives:Engagement surveyPerformance reviewsManagement trainingTalent reviewsCareer path and compensationPolicy and procedure developmentDevelop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes.Working with the team, contribute to and support the implementation of Global HR policies and programs.Provide expert advice and coaching to employees where appropriate.Understand employee opinions and anticipate their needs and concerns.Maintain close contact with the HR team to work in synchronization with the other business units.Review and benchmark the internal and external environment to improve HR policies and initiatives to enhance overall business performance.Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement. Core Competencies Interpersonal ProficiencyThe behaviors and tactics a person use to interact with others effectively. Ability to communicate and build relationships with others. Demonstrates an understanding of the Enverus culture and how to navigate effectively. Demonstrates emotional intelligence in all interactions Building TrustInteracting with others in a way that gives them confidence in one’s intentions and those of the organization. Develops a vision for open communication; behavior aligned with Enverus Core Values and culture; fosters a culture of trust; demonstrates personal accountability and holds others accountable. Influencing OthersAbility to convince others to act. Gains support for proposals and projects by involving others in the decision-making process and finding ‘win-win’ solutions. Responds effectively to the reactions and positions of others by presenting compelling arguments that address each stakeholder’s most important concerns; wins concessions without damaging relationships. Forward ThinkingThe ability to anticipate the implications and consequences of situations and take appropriate action to be prepared for possible contingencies. Notices trends in the industry and marketplace and develops plans to prepare for opportunities or problems. Anticipates how individuals and groups will react to situations and information and plans accordingly. Coaching and DevelopmentWorks to improve and reinforce the performance of others. Takes responsibility for one’s direct reports’ performance by setting clear goals and expectations, tracking progress against the goals, ensuring constructive feedback, and addressing performance problems and issues promptly. Works with, coaches, and supports direct reports in developing knowledge, skills, and abilities in the interest of performance improvement and employee’s career development.
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