HR Integration and Process Improvement Specialist - Edmonton, Canada - SNDL

SNDL

Verified Company

Edmonton, Canada

5 days ago

Posted by:

Sophia Lee

beBee Recruiter

Description

About SNDL

About the Role

Reporting to the HR Manager, Specialized Functions, we are looking for a strategic, business savvy HR professional to join our team.

In this role, you will work collaboratively with key stakeholders and HR/Payroll team members to champion and execute change management needs and continuous improvement.

You will be a standing member of the HR integration team when SNDL experiences growth through acquisition or implements changes to existing business strategy.

You will help drive our continuous improvement efforts, including the review and advancement of HR policies, processes, programs, templates, materials, and communications.

You are joined by a team of specialists who manage SNDL's core HR functions, such as training and development, HR analytics, total rewards, recruitment, etc.

The right individual for this role will be a self-motivated and results-oriented professional who is passionate about learning, aligning, and modifying business processes into the most effective and efficient format.

You are curious to understand the inner workings of processes without making assumptions and enjoy taking the pieces of a puzzle apart and putting it back together as a new and improved version.

Role and responsibilities include, but are not limited to:

Update and align HR programs, policies, processes, procedures, and templates/forms; using defined standards for approvals, branding, language, layout, and formatting.
Support the HR/Payroll team with alignment and updates to employment letter templates to ensure version control, the use of appropriate clauses, and accessibility.
Ensure material is maintained and organized on backend HR drives, the HRIS and employeefacing Sharepoints.
Build strategic communication and implementation plans for rollout of program, policy, process, and procedural changes in partnership with key stakeholders and the Communications department.
Manage an annual policy review (to be aligned with an annual signoff in the HRIS) to ensure policy content is still effective, compliant, and consistent. Also ensuring that SOX standards are met on this piece.
Work with HRBPs/Generalists and other departments to ensure any necessary changes from proposed or passed legislative bills are project managed to completion on the necessary timelines.
Partner with the Training and Development Specialist to convert policies, processes, and standard operating procedures into training content.
Ensuring efficiencies are realized by working with BT and the HR Analyst to harmonize business needs with the capabilities of the HRIS, collaborate with leaders, and develop efficiencies in key employee life cycle processes by soliciting feedback.
Support the HR Analyst with automation and digitization of HR data collection and tracking as needed for adherence to internal standards and external audit compliance.
Understand business processes in the HRIS (Workday) in order to evaluate, amend, and improve process flows.
Build relationships and partner with key stakeholders to ensure HR collaboration and input exists on changes to HRowned or HRsupported content and practices.
Participate in all integration meetings to understand highlevel business initiatives and downstream HR change management needs.
Oversee key takeaways and actions needed from integration meetings to support project management, with a clear updates, timelines, and accountabilities.
Highlight areas of risk or opportunity for integration and change management efforts.
Help build and maintain a 'year at a glance' Gantt chart with key HR/Payroll initiatives and deliverables to support team project management and resourcing needs.
Maintain professional and technical knowledge of HR by attending educational workshops, reviewing professional publications, establishing personal networks and participating in professional associations.

Experience and Qualifications

Postsecondary degree or diploma in HR or Business Administration (or demonstration of equivalent experience and coursework) required.
Experience in retail and/or a manufacturing facility desired, particularly in the liquor and/or cannabis industry.
46 years in HR required.
13 years' experience working with an HRIS (Workday) an asset.
Understanding of payroll processes/needs an asset.
Solid understanding of the various needs in HR, with a strong focus in policy, procedure, process, material and program development.
Experience in change management strongly preferred, as SNDL is continuing to grow
Working towards, or obtained, CPHR designation an asset.
Coursework in change management and professional business writing preferred.
Strong/advanced skills in Microsoft Office (Word in particular) required.
Understanding of relevant employment legislation.

Personal Characteristics and Requirements