Human Resources Business Partner (24-025)

About The Salvation Army

Mission Statement

The Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.

Vision Statement

We are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.

Core Values

The Salvation Army Canada and Bermuda has four core values :

Hope : We give hope through the power of the gospel of Jesus Christ.

Service : We reach out to support others without discrimination.

Dignity : We respect and value each other, recognizing everyone’s worth.

Stewardship : We responsibly manage the resources entrusted to us.

About the Position

The Human Relations function is committed to creating a work environment where people experience :

• Meaningful work;
• A sense of hope and optimism;
• An environment of trust; and
• Inspired results.

Are you ready to make a meaningful impact as an HR Professional? Are you passionate about making a difference in the non-profit sector?

Do you thrive in a role where you can utilize your HR expertise to support an organization's mission-driven initiatives?

If so, we have the right opportunity for you!

We are seeking a dedicated and experienced HR Business Partner to join our Human Relations team and play a key role in supporting The Salvation Army.

As an HR Business Partner, you will have the opportunity to guide employees and leaders on HR strategy implementation related to job evaluation, performance management, labour relations management, conduct workplace fact finding, employee relations and so much more.

If you're ready to leverage your HR expertise to support The Salvation Army’s mission and make a positive impact in the community, we want to hear from you! Join us in our commitment to excellence and become a valued member of our team.

The HRBPs execute the HR strategy, tailoring solutions to Divisional / MU needs, deliver mission partner solutions and programs at the MU-level and support performance management and mission partner cycles.

They also support leaders with specialized HR advice and collaborate with the Service Centre on escalated inquiries and transactions.

KEY RESPONSIBILITIES :

HR Strategy

• Collaborate with senior management to implement HR strategies, policies and programs that align with the organization's goals
• Effectively communicate HR policies and programs to management and people leaders enabling them in resolving issues and making informed people decisions throughout the organization.
• Assist in identifying the measures and metrics required to evaluate the effectiveness of HR strategies
• Providing regular inputs for improvement of HR policies and programs

Job Description Management

• Support in requesting a new job description
• Collaborate with stakeholders to determine if a job description exists within Workday; where a job description does not exist within Workday, work with leaders to develop the job description using existing tools and templates
• Leverage existing, standardized templates and job description details
• Work with leaders on job descriptions as input to job evaluation and re-evaluation
• Publish the job descriptions

Performance Management

• Assist in the implementation of the performance management cycle. Communicate performance management timelines to stakeholders in a clear and timely manner and support in the delivery of communications, where required Identify the measures and metrics needed to assess program and process effectiveness for performance management to ensure the program is being used effectively and opportunities for improvement are being addressed
• Measure program / service effectiveness at MU locations by analyzing quantitative and qualitative data and comparing results against expected objectives and scorecards for performance management
• Support in relaying the relationship between performance and compensation differentiation
• Support Managers and Directors in effectively managing the performance review cycle, including the development and implementation of performance improvement plans

ER / LR

• Respond to ad-hoc leader and employee questions / complaints related to employee & labour relations
• Liaise feedback from people leaders to the Healthy Workplace CoE to offer MU-specific insights that ensure preparedness for collective bargaining and strikes.
• Pending signed CBA, support the interpretation of new collective bargaining terms and communicate to the appropriate leaders and members of the HR Organization to ensure all changes are implemented accurately, effectively and in a timely manner.
• Collaborate with CoE to determine the grievance strategy for mediation / arbitration. Take the appropriate steps to resolve grievances.

Work with the CoE to review grievances, and evaluate if any additional support is required.

• Participate with the CoE in mediations / arbitrations with Union partners and administer and store grievance documentation.
• Mitigate organizational people risks and ensure HR compliance with local legislation and regulatory requirements
• Receive, manage, and resolve misconduct, non-compliance, and support in steps for corrective action from Managers, Directors, and / or the Union.

Review and assess cases or investigations outcomes.

• Notify the CoE and support by taking the appropriate steps identified to manage the misconduct, instance of non-compliance, and / or steps to take corrective action.
• Support Managers / Directors in determining the appropriate corrective action (i.e., settlement, terminations, suspensions, etc.

Record the corrective action approach taken. Monitor and record progress for future evaluation.

• Support and finalize investigations to determine appropriate corrective action for misconduct / non-compliance (i.e. terminations, suspensions, etc.)
• Support investigations into the appeals cases and reasoning behind original decisions

Workplace Investigation

• Support Managers and Directors with conducting HR investigations to uncover possible details regarding employee misconducts and complaints.
• Implement an investigations plan in alignment with the processes and policies established by the Center of Excellence and Collective Bargaining Agreements.

Gather relevant information and evidence to conduct investigations, as required and record, update, store the case details.

Discuss investigations report with key stakeholders.

Notify key stakeholders of the outcome, devise an action plan and update the case with resolution notes and close, when applicable.

HR Program Onboarding

• Review the available training programs, analyze their relevance and effectiveness, and make recommendations for appropriate training solutions based on the identified needs of MU Support in the delivery of the training programs to the designated Ministry Unit.
• Coordinate with the Specialist / Transaction Services (Tier 2A) to administer the training schedule, and distribute materials to the intended group
• Review the post-training feedback, as collected by the Specialist / Transaction Services (Tier 2A)

QUALIFICATIONS AND EDUCATION REQUIREMENTS :

• Completion of a university degree in social sciences, human resources, or related field
• Completion or working towards completion of valid HR designation (i.e., CPHR)

Experience and Skilled Knowledge Requirements

• Minimum 5 years progressive experience in a human resources generalist role;
• Strong working knowledge of applicable HR legislation and regulations within the Employment Standards Act, Human Rights Code, Occupational Health and Safety Act, Workplace Safety and Insurance Act, and all other applicable legislation and regulations
• Working knowledge of human resources information systems; Workday preferred.
• Experience developing and maintaining processes to ensure efficiencies and effectiveness
• Proficient with computer and Microsoft applications.
• Labour relations experience an asset
• Respect and understanding of The Salvation Army - its mission, culture, and values

NOTE : Alternative combination of education and experience may be considered.

PREFERRED SKILLS / CAPABILITIES :

• Demonstrated effective communication, presentation, and interpersonal skills
• Flexible self-starter with the ability to multitask
• Ability to take initiative to leverage approaches for effectiveness and efficiency
• Strong attention to detail and accuracy
• Self-directed with an ability to work cooperatively with other managers, community partners, and to create a working climate that is positive and mutually supportive.
• Adaptability : Demonstrate a willingness to be flexible, versatile, and / or tolerant in a changing work environment while maintaining effectiveness and efficiency.
• Establish and maintain positive working relationships with others, both internally and externally, to achieve the goals of the organization.
• Assess problem situations to identify causes, gather and process relevant information, generate possible solutions, and make recommendations and / or resolve the problem.

Compensation

What we offer :

• Competitive Salary
• Comprehensive Benefits : Health, Dental, Life Insurance, AD&D and Long-Term Disability
• Paid Time Off : 3 weeks’ vacation and 3 personal days
• RRSP plan
• Learning and Development opportunities
• A collaborative and inclusive work environment where your contributions are valued and recognized.
• And more!

The target hiring range for this position is $65,011 to $97,517. Placement in the salary range will be based on factors such as market conditions, internal equity, and candidate experience, skills, and qualifications relevant to the role.

Application Deadline : June 16, 2024

Other Details

The Salvation Army will provide reasonable accommodation upon request. Please let us know if you have a need for any accommodation.

We thank all applicants and will contact candidates selected for next steps. Internal Applicants are encouraged to notify their current supervisor when applying for a new position within The Salvation Army.