Human Resources Business Partner - St. Paul, Canada - Eastern Alberta Regional Victim Serving Society

Description

About Us

The Eastern Alberta Regional Victim Serving Societies (RVSS) provide a broad range of services under the _Victims of Crime and Public Safety Act _and _Regulation, _and in partnership with the Government of Alberta (GoA), the Alberta RCMP, specialized and community-based victim serving organizations, municipalities, and other local agencies.

The RVSS assist victims of crime throughout the criminal justice process by providing the core services of information, support, and referrals.

The RVSS also support communities by providing resources and support to people undergoing loss and tragic circumstances.

Service delivery is responsive to the needs, concerns, and priorities of clients of the program.


Roles and Responsibilities

Reporting to the Chief Executive Officer (CEO), the Human Resource Business Partner provides a full range of human resources (HR), labour relations, and occupational health and safety (OH&S) support to the organization.

This position is part of a team of Centralized Professional Support Staff (CPSS) that perform the core administrative functions of the organization.

Duties of this position include:

Integral part of CPSS:

• Administrative duties as a core member of leadership team, including attending meetings, forums and presentations, as required.
• Support the CEO with human resources and labor relations matters; keep the CEO informed of all human resources and OH&S issues, concerns and risks to the RVSS.
• Collaborate and coordinate with other regional Human Resources Business Partners regarding human resources best practices and positive employee relations.
• Fulfill requirements of Program and Funding Agreement as it pertains to their assigned portfolio, including performance indicators and reporting requirements.

Human Resources:

• Work closely with the Director of Regional Operations (DRO) and CEO to ensure effective implementation and due diligence of human resources and OH&S policies, procedures, and guidelines.
• Organize and maintain employee records.
• Participate in annual operational planning for human resources and OH&S functions.
• Act as a change agent to foster and promote continuous improvement of human resource services.

Labour and Employee Relations (employee and volunteer):

• Provide advice, coaching, recommendations, and support to the Director of Regional Operations and CEO on labour and employee relations matters, including staff concerns, terms of employment, performance management (including coaching, performance improvement planning and letters of expectation), investigations, and progressive discipline.
• Assists the Director of Regional Operations and CEO with employee grievances and terminations, as required.
• Assist with the identification and delivery of training and development for the Director of Regional Operations and CEO to build their capacity in labour and employee relations practices and programs.
• Provide advice, recommendations and support to the Director of Regional Operations and CEO on attendance support, duty to accommodate, return to work planning, etc.

Recruitment and Retention of Staff and Volunteers:

• Work closely with the Director of Regional Operations (and Regional Volunteer Advocate Coordinator) on workforce planning, including recruitment and retention of Court and Support Navigators and Volunteer Advocates.
• Support planning activities to ensure minimum staffing levels are met and maintained (e.g., coveroff for vacancies and leaves).
• Ensure staff vacancies are filled in a timely manner.
• Assist in the identification of meaningful volunteer involvement in the operations.
• Provide guidance and support in staff professional development and succession planning.
• Develop and maintain a talent acquisition plan to ensure staffing needs are met and to ensure successful selection and onboarding of qualified staff and volunteers.
• Assist the CEO and DRO with recruitment of employees (i.e., CPSS and frontline employees) using full cycle talent acquisition processes and available resources for costeffective and timely hires.
• Create and implement a new hire orientation program, including accompanying materials
• Participate in the onboarding process to ensure all new employees and volunteers are quickly inducted into the organization's culture and are able to start their roles quickly and effectively.
• Provide support to the CEO for the preparation of job offers and recruitmentrelated documentation.

Pay and Benefits:

• Assist with salary administration, including providing pertinent data, analyses, and recommendations.
• Assist with the development of policies and structures for compensation and total rewards.
• Assist with identifying and delivering training to the Director of Regional Operations and CEO on compensation.
• Support benefits and leave administration programs, including shortterm disability, workers' compensation and personal leaves.

Staff Training and Engagement:

• Assist with