Manager, HR Business Partners

Closing Date: Until successful candidate is found

Good Samaritan ,Corporate Office
,8861 75 Street, Edmonton, AB

The world could use more good samaritans. If you are interested in a diverse and rewarding career within a dynamic organization, then choose a career where people matter; where you are valued, appreciated for your hard work, and supported. Join a team that empowers you to live up to your potential so that you can feel part of something bigger and make a difference in the lives of others.

The Opportunity

Employment Type:

Permanent Full Time 1 FTE

Hours of Work:

0800-1600

Wages:

$78,900-$109,604

The world could use more good Samaritans!

Who We Are

As the largest not-for-profit provider of seniors’ care in Alberta and British Columbia, The Good Samaritan Society and Good Samaritan Canada (together, Good Samaritan) have been providing exceptional care and support since 1949. We are faith-based, not-for-profit organizations committed to creating safe, comfortable communities where individuals experience caring, belonging, and purpose. With a proud history of innovation and service excellence, Good Samaritan offers continuing and long-term care, supportive and assisted living, and a variety of specialized health care programs. We serve the healthy and frail elderly, adults with developmental disabilities, and those with chronic or complex health conditions. We operate 61 care homes across Alberta and British Columbia, serving more than 5,600 residents, clients, and patients. Our work is supported by over 4,300 dedicated employees and more than 500 volunteers. We are proud to ensure that 95 cents of every dollar spent goes directly to frontline care and services.

The Position

Reporting to the Director of Human Resources, the Manager, Human Resources Business Partners (HRBPs) leads the organization’s human resource business partner service by researching, planning, implementing, and evaluating human resources programs and practices. The HRBP service is an integral resource to management on:

• recruitment and retention,
• labour and employee relations,
• performance management,
• workforce planning,
• training and development,
• job evaluation and compensation, and
• employee communications,

for the effective and efficient delivery of human resources which supports the mission, vision and values of Good Samaritan.

The Manager assists with the development and implementation of human resource operational action plans that align with Good Samaritan’s strategic goals and objectives, human resource management best practices, collective agreements, and employment and labour legislation. Such planning can and will include strategies and best practices for:

• Recruitment and retention,
• Labour and employee relations,
• Job design and job evaluation,
• Performance management, and
• Leadership development.

The Manager may be assigned to assist with special projects and may be assigned as the HR-designate on various committees, working groups, etc.

This position will be working out of Good Samaritan’s Head Office in Edmonton, Alberta.

Key Accountabilities

Human Resource Business Partner services:

• Lead the HRBP team including recruitment and onboarding of HRBP staff.
• Assign HRBP staff to specified operational locations and program, then supervise, mentor and coach HRBP staff in the performance of their duties and responsibilities.
• Conduct HRBP performance reviews.
• Monitors HRBP attendance.

Human Resources:

• Participate in operational action planning for Human Resources.
• Participate in the development of strategic advice and counsel on human resources issues, needs, opportunities and challenges related to policies and procedures, best practices, and programs for human resources elements including labour and employee relations, recruitment, workforce planning, compensation, job evaluation, and organizational development.
• Provide feedback on organizational policies, procedures, practices and programs, and Human Resources standard operating procedures.
• Monitor HRBP services, especially recruitment, retention, and labour and employee relations, conducting research on known and anticipated risks and opportunities and then reporting to the Director.
• Maintains and updates key human resource metrics including workforce reports, turnover/attrition, vacancy rates and time-to-hire data, recruitment activity metrics, and workforce demographic profiles.
• Mentors and coaches Good Samaritan stakeholders on various human resources policies and procedures, practices, programs, etc. including labour and employee relations, attendance support, and the duty to accommodate.
• Participate in developing and implementing leader development plans and training programs, and as assigned, conduct the training and development of leaders to build their capacity in human resource practices and programs.
• Participate in developing and implementing mentorship and succession planning initiatives.
• Participate in developing, implementing and delivering staff development plans and training programs.
• As assigned, prepares and delivers presentations to managers and directors regarding human resources matters.
• Keep current on employment-related legislation, case law, and human resources best practices.
• Act as a change agent to foster and promote continuous improvement of human resource services, working with other Good Samaritan services, programs and departments in the facilitation of human resources best practices and positive employee relations.

Recruitment and Retention:

• Develop and then implement the approved full cycle recruitment processes, using a range of tools to enable cost efficiency and reduce time to hire where possible.
• Develop and then implement the approved recruitment strategies and plans including:
  • talent management best practices,
  • comprehensive recruitment campaigns and talent sourcing solutions,
  • job posting, internal and external,
  • selection process and tools (e.g., interviews and reference checking), and
  • offers of employment and recruitment-related contracts.
• Develop and then implement the approved temporary foreign worker recruitment plan and processes.
• Research and prepare proposals for the organization’s participation in federal, provincial and regional employment programs and initiatives.
• Participate in developing the onboarding process to ensure new employees are initiated into the Good Samaritan culture and can start their roles quickly and effectively.
• Assist in monitoring and reporting on the results of exit and stay interviews.
• Sources and fosters partnerships with external recruitment services.

Labour and Employee Relations:

• Facilitate positive union-management relations and employee relations.
• Provide guidance and support to the HRBP staff on labour and employee relations matters including collective agreement and terms of employment interpretations and administration, employee performance management (including coaching, performance improvement planning and letters of expectation), employee investigations, progressive discipline, and grievance handling.
• Attend labour-management committee meetings.
• Serve as a subject matter expert on the duty to accommodate assisting internal stakeholders to ensure the organization properly manages that obligation.
• As assigned, assist with effecting provisions of collective agreements and/or statute.
• As assigned, assist with research for preparation of collective agreement interpretations
• As assigned, participate on the Employer’s Bargaining Committee(s) including assisting with preparation for and coordination of collective bargaining.
• As assigned, assist in work interruption planning and assist with application of the plan.
• As assigned, assist with researching and preparing for essential service agreement negotiations and with the application and enforcement of an essential services agreement.
• As assigned, assist with preparing for labour and employee relations-related hearings and proceedings including labour relations board hearings, human rights tribunals, employment standards tribunals, mediations, and arbitrations.
• As assigned, participates in and/or leads committees and/or project teams in the development of labour and employee relations best practices and programs.
• Keeps current on labour and employment-related legislation, arbitration decisions/case law, collective bargaining, and labour and employee relations best practices.

Compensation:

• Advise managers and directors on application of salary structures and pay practices.
• Assist with salary administration including providing pertinent data, analysis, and recommendations.
• As assigned, participate in developing policies and structures for compensation and total rewards.

Job Design and Evaluation:

• Assist with drafting job descriptions.
• Participate in job evaluation and evaluate job classifications using organizational job evaluation methodologies.
• Assist with identifying placement of new job classifications within the organization’s job classification and compensation structure.

Education and Experience

Education and other Qualifications:

• Post-secondary degree in human resources, or a combination of other relevant education and experience.
• A designation in HR is preferred.

Work Experience:

• Minimum seven years’ experience as a Human Resources professional within a broad spectrum of human resources services.
• Demonstrated ability to lead other Human Resources professionals human resource services to managers and supervisors in a unionized work environment.
• Experience with human resources information system implementation is preferred.

Knowledge, Skills and Abilities:

• Adept at working in a fast-paced environment with multiple priorities.
• Well-developed knowledge of collective agreements, union-management relations including dispute resolution, recruitment and retention, employment statutes, performance management, investigations, job evaluation, and change management.
• Strong communication skills with the ability to influence management and other stakeholders (internal and external).

Other Requirements

Criminal Records Check:

A current and clear Criminal Records Check and where applicable, a current and clear Vulnerable Sector Check, with such check(s) obtained no more than 90 calendar days prior to the candidate’s hire date.

What We Can Offer You

• Work/life balance
• Learning and development opportunities
• Competitive wages
• Pension and benefits for eligible employees
• Employee and Family Assistance Program
• Competitive vacation allowance
• Employee recognition events
• Employee perks including discounted services and products with select businesses and vendors

Salary

Annual salary: $78,900.57 to $109,604.80.

Diversity, Equity and Inclusion

The Good Samaritan Society and Good Samaritan Canada is committed to upholding the values of diversity, equity, inclusion, and anti-racism in the workplace at all levels of the organization, as well as in the delivery of our services. We encourage applications from people of all backgrounds, including but not limited to, Indigenous peoples, racialized groups, people with disabilities, and people from the 2SLGBTQ+ community.

How to Apply

Visit us online at www.gss.org or apply at https://hrnet.gss.org and create a profile to submit your application, or email your application to recruitment@gss.org. In your email, include in the subject line “CO.25.061”.

We thank all applicants. However, only candidates under consideration will be contacted for an interview.