Human Resources Business Partner - Airdrie, Canada - Southern Alberta Regional Victim Serving Society

Description

About Us

The Southern Alberta Regional Victim Serving Society (SARVSS) provides 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 SARVSS assists victims of crime throughout the criminal justice process by providing the core services of information, support, and referrals. The SARVSS also supports communities by providing resources and support to people undergoing loss and tragic circumstances.

*Please note: the organization is going through a restructuring, please visit: Enhancing support for victims of crime | for more information

Roles and Responsibilities

Reporting to the Chief Executive Officer (CEO)/delegate, the Human Resources 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:

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

Human Resources:

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

Labour and Employee Relations (employee and volunteer):

• advice, coaching, recommendations, and support to the Director of Regional Operations and CEO/delegate 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.
• the Director of Regional Operations and CEO/ delegate with employee grievances and terminations, as required.
• with the identification and delivery of training and development for the Director of Regional Operations and CEO/ delegate to build their capacity in labour and employee relations practices and programs.
• advice, recommendations and support to the Director of Regional Operations and CEO/ delegate on attendance support, duty to accommodate, return to work planning, etc.

Recruitment and Retention of Staff and Volunteers:

• 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.
• planning activities to ensure minimum staffing levels are met and maintained (e.g., cover-off for vacancies and leaves).
• staff vacancies are filled in a timely manner.
• in the identification of meaningful volunteer involvement in the operations.
• guidance and support in staff professional development and succession planning.
• and maintain a talent acquisition plan to ensure staffing needs are met and to ensure successful selection and onboarding of qualified staff and volunteers.
• the CEO/ delegate and DRO with recruitment of employees (i.e., CPSS and frontline employees) using full cycle talent acquisition processes and available resources for cost-effective and timely hires.
• and implement a new hire orientation program, including accompanying materials
• 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.
• support to the CEO/ delegate for the preparation of job offers and recruitment-related documentation.

Pay and Benefits:

• the CEO/ delegate on the application of salary structures and pay practices within the framework of the Program and Funding Agreement.
• with salary administration, including providing pertinent data, analyses, and recommendations.
• with the development of policies and structures for compensation and total rewards.
• with identifying and delivering training to the Director of Regional Operations and CEO/ delegate on compensation.
• benefits and leave administration programs, including short-term disability, workers' compensation and personal leaves.

Staff Training and Engagement:

• with internal communications and employee engagement initiatives.
• and coordinate creative solutions for the ongoing training and development of staff members (e.g., lunch and learn sessions, workshops, presentations, team building, etc.).
• and assist with the implementation of employee wellness, critical incident debriefing, and/or peer support programs.
• and coordinate staff rewards and recognition activities.
• with planning and coordination of volunteer appreciation activities.
• employee training records.

Occupational Health and Safety:

• in the continuous development and review of the health and safety manual, safe work practices and job procedures.
• as a resource for the CPSS on OH&S requirements.
• to health and safety legislative requirements, including:
• investigations of near misses, incidents and raised safety concerns in partnership with the Director of Regional Operations;
• all necessary communication and paperwork is completed;
• appropriate corrective actions; and
• the follow-up of preventive action commitments by management.

Other:

• continual learning by participating in educational opportunities, such as in-services and training programs (internal and external).
• functional knowledge of provincial legislation and processes.
• current on employment-related legislation, case law, and human resources best practices.
• helpful, respectful, approachable and team oriented, building strong working relationships and a positive work environment.

Qualifications

Education and Experience

Minimum of 4 years of post-secondary education in Human Resources, Labour Relations, Business or a related field from a recognized post-secondary institution (degree or diploma).

and

Minimum of 3 years experience in a human resources role.

Note: Equivalencies of a combination of education and directly related experience may be considered to meet the minimum requirements.

Assets

• and experience with OH&S legislation and standards.
• of employment statutes, performance management, recruitment practices, compensation and benefits.
• with risk assessments and incident investigation processes.
• strong business acumen along with outstanding coaching, consulting and analytical skills.
• developed written and verbal communication skills with the ability to be confident, clear, respectful and sensitive.
• leadership and conflict resolution skills and the ability to work independently and as part of a team.
• organizational, time management and prioritization skills.
• ability to achieve results in the context of a respectful, inclusive and service-minded style.
• literacy, including effective working skills of MS Word, Excel, PowerPoint, and Outlook required.

Other Requirements

• criminal record check for vulnerable sector is required (current and clear, completed within 90 days of hire date).
• security clearance (reliability check) may be required.
• class 5 driver's license (or provincial equivalent).

Online Victim Services Training, will be provided upon commencement.

Salary

$68,400-$70,680

Location

The Human Resources Business Partner will be working in a hybrid model until the transition to the CPSS Office Location in Airdrie Alberta. Travel to various communities may be required for meetings.

How to Apply

Starting with the hiring process, we are committed to having an accessible, diverse, inclusive, and barrier-free work environment where everyone can reach their full potential. We encourage all qualified persons to apply.

Please send your resume and cover letter describing your experience and your motivation for wanting to join to: Southern Alberta Regional Victim Serving Society (SARVSS), to:

Applicants will be assessed according to the qualifications outlined in the position posting to ensure a fulsome and diverse team that is representative of the Albertans we serve and support.