HR Business Partner - Stratford, Canada - Steelcraft Inc.

Steelcraft Inc.

Verified Company

Stratford, Canada

2 weeks ago

Posted by:

Sophia Lee

beBee Recruiter

Description

Company Introduction:

Arrow Machine and Fabrication Group is an engineering-focused solution provider of machined castings, fabrications, and assemblies.

We serve OEM customers in the rail, material handling, mining, defense, heavy truck, agriculture, power systems, construction, nuclear, engineered products, architectural, and forestry industries.

We have access to the broadest range of metalwork solutions in the world through our elite group of companies. Arrow focuses on providing innovative design, quality craftsmanship, and exceptional customer service.

Group Division:

Steelcraft was established 100 years ago, developing our people has been a core function and commitment of our business. Our culture is built on safety, integrity, and a commitment to partnering with our customers. We offer our people a commitment to quality and continuous improvement, and the opportunity to implement innovative ideas.

At our
Stratford Facility we fabricate and assemble components for heavy truck, defense and off-road equipment companies.

We feature fitting and welding, metal forming, saw cutting, painting, assembly departments and manufacture everything from small components to large structures, sheet metal to heavy plate.

REPORTING TO:
Chief People and Culture Officer

ROLE SUMMARY:

The Human Resources Business Partner (HRBP) is a strategic and operational role that serves as a trusted advisor and partner to the business leaders and managers within an organization.

The HRBP works collaboratively with key stakeholders to provide expertise, guidance, and support on a wide range of human resources functions and initiatives.

The primary objective is to align HR strategies and practices with business objectives, drive organizational effectiveness, and foster a positive work environment and works collaboratively with all employees to administer a variety of HR Programs, processes, and service efficiently and effectively.

KEY RESPONSIBILITIES:
(Duties within the role that they will be evaluated on)

Strategic Partnerships:

Develop a deep understanding of the business goals, challenges and priorities, collaborate with business leaders to identify HR needs and develop effective HR strategies and solutions.
Act as a consultant and provide guidance on organizational design, talent management, performance management and change management initiatives.
Work as part of the Human Resources Team and with client groups to improve HR and management practices, process decisions and programs.

Employee Relations:

Provide guidance and support to mangers on employee relations matters, including conflict resolution, performance improvement plans, and disciplinary actions.
Conduct investigations into employee complaints or concerns and recommend appropriate actions.
Ensure compliance with employment laws and regulations and develop and implement HR policies and procedures.
Ensure proper documentation/record keeping for all stages in the employment relationship (recruit, select, maintain, promote, compensate and discipline)

Talent Acquisition Management:

Partner with hiring managers to define job requirements, develop recruitment strategies, and participate in the selection process.
Collaborate with Talen Acquisition team to attract, assess and onboard top talent.
Support managers in performance management processes, including goal setting, performance reviews and development plans.
Conduct orientation of new hires, exit interviews with terminating employees, benefit information sessions and maintain all benefit related documentation for hourly and salaried employees.

Learning and Development:

Identify training and development needs and collaborate with the Talent Development Team to design and deliver relevant programs.
Support career development initiatives and succession planning efforts
Provide coaching and mentoring to managers and employees to enhance their skills and capabilities.

Compensation and Benefits:

Collaborating with the HR pillar leads on Compensation and Benefits to ensure competitive and fair compensation practices.
Provide guidance on salary administration, incentive programs, and benefits administration.
Conduct salary reviews and market research to ensure the organization's compensation practices remain competitive.
Ensure employee records Payroll. Changes are entered into the HRIS and Payroll systems.

HR Analytics and Reporting:

Utilize HR data and analytics to identify trends, develop insights and make datadriven recommendations.
Prepare and analyze HR metrics and reports to support business decisions.
Continuously monitor and evaluate HR programs and initiatives to measure their effectiveness.

Key Qualification/Requirements:
(Educational Requirements, equip requirements, software skills or programs)