Job Requisition Id: 195371
Business Function: Human Resources
Primary City: Richmond, BC
Province: British Columbia
Employment Type: Full-Time
Employment Status: Permanent
Language Requirement: English Essential
Employee Class and Level:
Number of Vacancies: 1
Recruiter’s name: VIDHI VYAS
Position Reports To: JORDAN LADOUCEUR
Posting Date (YYYY-MM-DD): 2025-10-28
Closing Date (YYYY-MM-DD): 2025-11-11

Job Description

The Officer, Human Resources Business Partner (HRBP) acts as the primary point of contact in providing frontline end-to end HR services to a broad range of clients (primarily managers and their teams). Engages, coaches and educates clients on HR matters. Provides strategic consultation, coaching and support for HR programs such as workforce management and attrition risk and analysis, talent and succession planning, performance management, culture activation, employee engagement and experience, conflict management, ED&I (equity, diversity & inclusion), and frontline employee/labor relations.

With collaboration and direction from the HRBP Manager, the HRBP Officer leverages a broad understanding of the business and partners with HR subject matter experts (SMEs) and regional management teams to develop and deliver effective, integrated HR solutions and programs aligned with the business strategies and priorities. Acts as a company culture and employee experience champion. As a trusted partner of the business management team, provides consistent focus on building talent and leadership capabilities to realize the short-term and long-term people strategy and to support the growth of organizational capabilities.

Job Responsibilities

Below are the main job requirements and responsibilities for the Officer, HRBP.

• Embodies and promotes the Corporate Leadership Behaviours and Values to support the company’s mission and vision when dealing with all stakeholders, both internal and external.

• Acts as partner, people champion and change agent, while aligning business strategy with HR services and solutions. Works closely with the HRBP Manager, the local management team and HR SMEs (as required) to ensure the right people with the right skills and the right behaviours are in place to successfully meet business objectives and to align with business strategies.

• Facilitates the deployment and execution of cyclical HR program activities with the client (performance management, talent management & succession planning). Coaches and supports Operations Managers (and Team Leaders as required) in the Performance Management process, including calibrations, performance management plans, performance improvement plans and probationary reports. Provides advice on development plans to foster performance improvement.

• Promotes awareness, provides guidance, and identifies opportunities to improve compliance with Legislated Programs, policies, and processes, such as Human Rights, Conflict of Interest, Labour Relations and Grievances up to the 1st level et al. Works with HRBP Manager, HR SMEs, and business leaders & managers to identify risks and opportunities, and develop effective solutions and action plans.

• Supports the client management team in building and maintaining a strong organizational culture, as well as continuously supporting the improvement of the employee experience and employee engagement. This includes activities such as providing advice and suggestions for culture-related initiatives, supporting the employee engagement survey and related action plans in partnership with the clients and the HRBP Manager.

Job Responsibilities (continued)

• Assists the client to prevent and resolve HR related issues at the earliest possible point by coaching on conflict management techniques such as early resolution. Brokers the assistance of the HRBP Manager, HR SMEs, colleagues and/or functional process and policy owner(s) when needed, while adhering to policies and processes (e.g., Workplace Violence & Harassment).

• In partnership with the HRBP Manager, identifies change management issues and works with the business managers and HR SMEs to develop and execute change management strategies and solutions on behalf of the business leader.

• Assists the client group in understanding relevant HR metrics, (e.g., attendance, employee relations, recruitment, workplace conflict, grievances, attrition analysis, etc.) to assist in identifying causal relationships and to develop local strategies to drive improvement.

• Works closely with team leaders, local unions and labour relations SMEs to identify early resolution opportunities to improve union relations and reduce overall grievances. Promotes the day-to-day application of Collective Agreements, National policies, and directives in a manner consistent with regional activities and corporate objectives.

• Participates in local union/management consultations, as required, on matters relating to employees (e.g., working conditions, progressive disciplinary issues, conflict resolution etc.) and advises the Operations Managers of issues and potential solutions in these areas.

• Maintains a network of internal and external contacts to regularly benchmark and remain current on future trends and developments related to government standards, industry practices, legislations, guidelines, and programs related to HR. Participates in HR Associations and events, to remain current and promote the CPC brand.

Qualifications

Education

• Completed post-secondary education, preferably in a related field such as Human Resources Management, organizational studies, labor relations and/or business management/administration OR a combination of equivalent professional experience and training

• Chartered Human Resources Professional designation and/or Human Resources Management Certificate are considered strong assets for this role

Experience

• 2 to 4 years of relevant functional experience in human resources as a generalist

• 1 or more years experience working in a unionized environment is an asset

Other Candidate Requirements

• Proficient computer skills and strong competence with all Microsoft Office Programs

• Strong business acumen and influencing skills

• Sound organizational, analytical, judgement and decision-making skills with proven abilities in problem solving

• Strong interpersonal skills with an ability to build and maintain relationships

• Strong oral and written communication skills

• Solid understanding and knowledge of employment legislation, HR trends, issues, and best practices

• Experience using data and analytics to provide recommendations to clients

• Bilingualism required for the following areas: Province of Quebec, Ottawa (ON), and Province of New Brunswick

Other Information

Safety Sensitive Positions
This position may be considered a Safety Sensitive position and has additional requirements under Canada Post's Substance Use Policy.

Employment Equity

Canada Post will represent Canada’s diversity and provide a safe and welcoming workplace that embraces and celebrates our differences. We are committed to employment equity and encourage applications from women, Indigenous People, persons with disabilities and visible minorities.

Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.

Conflict of Interest
The Conflict of Interest Policy prohibits employees from hiring, supervising or reporting to, directly or indirectly via the reporting hierarchy, their immediate family or close personal relations. Should you feel that you may be in an actual or potential Conflict of Interest in regard to this job opportunity, you must communicate with the designated Human Resources representative.

Accommodation

Canada Post is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you are contacted by Canada Post regarding a job opportunity, please advise if you have any restrictions that need to be accommodated. All information received in relation to accommodation will be kept confidential.

Important Message

Your application must clearly demonstrate how you meet the requirements as Canada Post cannot make assumptions about your education and experience. We thank all those who apply. Only those selected for further consideration will be contacted.

Our signature behaviours

Make the call – We’re empowered to make decisions, respectfully challenge the status quo, and support others to do the same.
Know the destination– We understand Canada Post’s strategy and goals and how we contribute to them, and we move forward with open minds when exploring new approaches.
Deliver for others – We take pride in doing our personal best, demonstrate care for others, and support and encourage them to reach their potential.
Ignite our pride– We play a role in making Canada stronger by celebrating who we are, the communities we service, and issues that matter.

Our values
Our Values have three dimensions: “We matter as individuals, We matter to one another, We matter to our country”
TRUST
I earn the trust placed in me every day, and I trust that my safety and well-being are everyone’s top priority.
We do our best work when we trust each other.
We value the trust Canadians have in us, and understand it is earned with every decision and interaction.
RESPECT
I understand respect is the foundation of a successful workplace.
We respect each other as colleagues and treat each other as we would like to be treated.
We respect our country and the communities we serve, and understand we have a responsibility to be a positive force for change.
DELIVER
I challenge myself to safely deliver every day because what I do matters.
We are a network of people, united by what we accomplish and deliver together.
Delivering a stronger Canada for Canadians is at the heart of what we do

Position Occupancy

Applicants who are currently Management/Exempt term employees - it is preferred that employees perform the duties of their position for three (3) months before being considered for permanent opportunities or longer term appointments.

Applicants who are currently at the Manager/Officer/Exempt - it is preferred that employees remain in their substantive position for two (2) years before being considered for other permanent opportunities.

Applicants who are currently members of another employee group - should contact their human resources representative to learn more about their position occupancy requirements.

Interview Notification
Should you be contacted for an interview, you are required to notify your Team Leader. If you do not meet the position occupancy guidelines above, you will need to provide confirmation from your General Manager and Director, Human Resources responsible for your function/region that you can be considered for this opportunity.