ABOUT AGLC Alberta Gaming, Liquor & Cannabis (AGLC) is a dynamic organization leading Alberta’s gaming, liquor and cannabis industries. Our team of high performers is driven to provide our customers with outstanding service and Albertans with choices they can trust.

ABOUT HUMAN RESOURCES Our friendly and proactive Human Resources team provides a balanced strategic HR management portfolio for AGLC which includes attraction & retention, compensation & benefit administration, employee & labour relations, recognition, learning & leadership development, occupational health & safety and wellness. We work hard to foster an engaging work environment built on our values of Integrity, Respect, Collaboration, Innovation & Inclusion; we ensure alignment of HR programs with AGLC business goals and createchoices Albertans can trustto support a more vibrant Alberta.

ABOUT THE POSITION

Manager, HR Business Partnerships **Job Req:**1136
**Location:**St. Albert - Corriveau
**Division/Branch:Human Resources/**Human Resources Operations
**Classification:**Manager 2
**Status:**Permanent - FT
Salary:$87,147.75 - $117,275.29
**Reports to:**Christopher Robb

Closing Date: April 7, 2026

##JOB SUMMARY

• Please note the salary for this role is currently under review.

Reporting to the Director, Human Resources Operations, the Manager, Human Resources Business Partnerships leads and manages a team of HR Business Partners who deliver strategic and operational human resources services to client divisions across the organization. This role is part of the division’s HR Management team, which drives the creation and implementation of the HR strategy.

The Manager participates in the creation of, and ensures consistent application of, HR strategies, labour relations practices, corporate policies, and collective agreement interpretation, and serves as the primary escalation point for complex and high-risk employee and labour relations matters. In partnership with divisional leaders and the HR Management team, the Manager translates enterprise and divisional priorities into practical guidance, builds HR Business Partner capability, and supports the Director by managing operational risk, service quality, and issue resolution across the HR Business Partner function.

Key Responsibilities

• Lead, coach, and develop a team of HR Business Partners to ensure consistent, high-quality HR service delivery.
• Set expectations, standards, and priorities for HR Business Partner practice aligned with the corporate and division HR strategies and enterprise HR and labour relations direction.
• Serve as the escalation point for complex or high-risk employee relations, labour relations, grievances, and investigations.
• Provide direction on collective agreement interpretation and application to ensure organizational consistency.
• Support the Director by preparing analysis, risk assessments, and recommendations for senior and executive-level decision-making.
• Contribute to the development of divisional HR strategy by identifying emerging workforce trends, recommending priorities, and supporting change planning and adoption.
• Translate HR strategies, policies, and labour relations direction into practical guidance, tools, and approaches, lead implementation through the HR Business Partner team.
• Partner with HR Shared Services, other HR teams within the division, and HR leaders to deliver integrated, compliant recruitment and workforce solutions that advance divisional priorities.
• Monitor employee and labour relations trends to identify systemic risks, inform HR strategy, and drive continuous improvement.

##SKILLS & ABILITIES

• University degree in Human Resources, Business Administration, or a related discipline with a minimum of 5 years’ experience managing a team of Business Partners.

• CPHR designation preferred.

• Advanced knowledge of labour relations, employee relations, and collective agreement interpretation in a unionized environment.

• Strong understanding of employment legislation, HR policies, governance requirements, and HR service delivery models.

• Knowledge of workforce planning, organizational design, recruitment practices, and change management.

• Proven people leadership, coaching, and capability-building skills.

• Strong analytical, strategic thinking, and sound judgment in complex and high-risk situations.

• High-level advisory, influencing, and relationship-management skills with senior leaders.

• Excellent written and verbal communication skills, including the ability to present clear recommendations.

• Ability to operate effectively in a complex, unionized environment and influence outcomes without direct authority.

NOTE:

• To be eligible to work for AGLC, you must be a Canadian citizen, permanent resident or eligible to work in Canada.
• While we appreciate all applications we receive, we advise that only candidates under consideration will be contacted.
• As a condition of employment, you will be required to obtain a satisfactory security clearance and clean drivers abstract (if necessary) prior to employment.
• An equivalent combination of education and experience may be considered. Candidates with lesser qualifications may be considered at a lower classification and salary. This recruitment may be used to fill future vacancies.
• AGLC is committed to creating a diverse environment and is proud to be an equal opportunity employer.