- Provides interpretation, technical expertise and consultative services to leaders, staff and faculty regarding human resources requirements, Policies and Procedures, Terms and Conditions of Employment, Collective Agreements, and applicable legislation.
- Liaises with Unions and the Association and responds to issues/concerns on behalf of Management. Works collaboratively with all parties to proactively improve working relationships and conditions and retrospectively achieve resolution.
- Assists with preparation/research for collective bargaining and supports the College's bargaining team.
- Counsel/advise managers to ensure documentation exists to effectively deal with issues/concerns.
- Investigate and respond to concerns/issues before they become formalized grievances/complaints.
- Attend/perform/facilitate investigations on sensitive issues such as harassment complaints or staff disputes.
- Provide HR expertise in the development of appropriate action plans in order to correct performance or behavior.
- Advises leaders on the progressive discipline process, including assessing whether discipline is appropriate, identifies and advises of any potential risks, assists in the preparation of relevant documentation for discipline or termination, attends meetings with employees, and ensures the union/association is informed.
- In partnership with Leadership and the HR team, uses the full range of HR functional expertise and knowledge to identify opportunities and challenges, in the development of strategies related to process improvement, succession planning, restructuring, downsizing, budget changes, workforce planning, etc.
- Conducts research and surveys other organizations/institutions, and presents recommendations based on this information to Management.
- Carries out People & Culture department research (, Benchmarking, Salary Surveys, Client Surveys, etc.) to support Collective Bargaining and to facilitate planning.
- With the HR team, develop and oversee the implementation of an institution wide recruitment strategy.
- Strategize with the hiring leaders to determine hiring needs, characteristics of most suitable candidate, appropriate selection and interview process, applicable interview members, and competition timelines.
- Create job postings and determine most effective job boards to advertise, while strategically identifying appropriate steps and dates to ensure successful hiring timelines.
- Regretting unsuccessful applicants, providing interview feedback, maintaining eligibility lists, and preparing offer letter requests.
- Monitoring the collection and storage of relevant competition records for providing recruitment statistics such as: numbers and types of positions, temporary versus permanent roles, internal versus external, advertising cost, number of applicants by competition, and timelines in fulfilling positions. This accurate data is essential in ensuring the integrity of the recruitment process and ensuring all relevant documentation is maintained and available for review, if challenged.
Human Resources Business Partner - Grande Prairie, Canada - Northwestern Polytechnic
Description
Background
Northwestern Polytechnic, Canada's newest polytechnic, aspires to be the most entrepreneurial polytechnic in Canada by 2034. We are recruiting individuals who spark creativity, drive innovation, are highly engaged and are eager to embrace our core values: innovation & responsiveness. If you have an entrepreneurial spirit, one who is willing to turn risk into opportunity, Northwestern is your employer of choice. A recently aligned strategic plan identifies 1, 3, 5, and 10-year goals, tactics and actions that will ensure Canada's newest polytechnic will be the most entrepreneurial in Canada.
The Role
The HR Business Partner functions collaboratively as a member of the Human Resources team to provide leadership and consultative services to ensure progressive people practices and the development of sustainable workforce capability as part of the college strategic direction. The HR Business Partner will play an integral role in working with Unions/Associations to champion and implement changes across the institution. This is a term position ending March 31, 2025.
Areas of responsibility include:
What We Offer
NWP offers lifelong learning opportunities through professional development & wellness programs, a competitive salary and compensation package and a student-centered culture that is vital to our community. Consider joining Canada's newest polytechnic, committed to be the most entrepreneurial polytechnic by 2034.
NWP will provide employment and developmental opportunities to all qualified employees and applicants, regardless of their race, religious beliefs, color, gender, disability, sexual orientation, marital status, age, ancestry, place of origin, family status or any other factor as protected by legislated statutes or governing laws.