Open to any bilingual (French) candidates in Canada.
English and French required as the role supports and interacts with team members from all Canadian provinces
Primary function :
The HR Advisor is the expert for situations related to driving the team member experience, leadership philosophies, and company culture within assigned business groups. The HR Advisor works with HR leaders and business groups to create proactive solutions to achieve business outcomes through people. It focuses on leveraging people data / analytics from engagement / new hire / exit surveys; ethics and employee relations cases, etc. to predict trends, influence people strategies, and form unbiased points of view. Desired outcomes that this role would be responsible for driving include :
- decreased team member experience variation
- increased leader effectiveness
- higher team member engagement (and higher business performance / global growth as a result)
- positive employee relations / direct dealing
- inclusion (in partnership with DEI group)
- mitigation of talent risks
- Improved proactive performance coaching and performance turnaround
The HR Advisor provides valued strategic consulting level support and guidance through ownership of standard global employee relations processes impacting the team member experience and is the primary point of contact for line level leaders and team members across the enterprise. This role will function as a thought leader and will coach local team member, leaders, and HR teams through deployment and adoption of best practices in these specific global processes. This role will ensure standards of excellence in deliverables, interactions and business outcomes.
Principal duties & responsibilities :
Demonstrates consultative, relationship building, interpersonal and influence skills in dealing with all levels of HR and business management and is effective at quickly establishing credibility and developing working relationships.Open and broaden exposure and experience with organizational leaders and team members in order to fully assess all areas of need within the business unit versus merely the one presented.Create open and multi way dialogue and partnerships in effort to fully understand and embrace all implications of situation at hand and greater risk.Proactively create open and sustained dialogue sharing, value added coaching, in the moment coaching, feedback, development, and growth for team members at all levels.Drive strong partnership with the employment legal team to drive an environment of positive employee relations.Conduct assessments, audits, investigations, performance improvement, policy interpretation, case management, metrics and system reporting without error.In close partnership with the aligned HR Business Partner and the HRIS / HR Business Intelligence team, regularly review established set of consistent team member experience success measures for business areas of responsibility in order to proactively reduce variation in the team member experience, ensure minimal risk and exposure to the company and create continuous improvement to processes.Operate as a global COE with ownership over one of the following processes : performance improvement, investigations, team member experience assessment, mediation, and policy development / interpretation as well as ethics hotline responses for Grainger.Consult, counsel and teach business partners effective ways of resolving team member issues that are supported by the Company's policies and guidelines, mitigate risk and drive for optimum team member experience.Provide coaching and guidance to managers regarding team effectiveness, their employees' performance and assist with creation of appropriate development and improvement plans.Ensure leaders build capability to drive high performing teams by proactively managing performance and increasing regular documentation and quality conversations.Partners with various stakeholders within HR and the Legal department to ensure HR compliance with regard to recruitment, hire, promotion, and corrective actionPreferred education & experience :
Competencies :
Strong business and financial acumenMust be able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of actionStrong consulting skills, influencer and coach (as a business leader first, offering HR leader expertise)Ability to collaborate across multiple cross-functional stakeholder groups and within the team to drive positive impacts for the CompanyProblem solving and systemic thinking skills- critical analytics / diagnosis / prioritization skillsStrong decision-making skills and judgment to drive the right impactAbility to relate to people at all levels and build trusted relationshipsCourage and conviction to challenge status quo and business / HR leader thinkingStrong process orientationStrong project management skillsDemonstrates intellectual curiosity and learning agilityStrong written and verbal communication skills. Presents views and arguments well to a variety of levels and audiences. Can explain concepts in a way that is simple.Ability to navigate a complex matrixed environmentServes as a strong champion of diversity, equality, and inclusionHighly ethical- high integrity- does the right thing for the business and our team membersDemonstrated strong intellectual curiosity to ask the "why" to bring the best thinking to the table and determine root cause(s) of challengesExercise good judgment in dealing with highly sensitive and confidential information.Must understand all applicable federal, state, and local laws and regulations that apply to the position and comply with the requirements.Experiences :
Bachelor's degree is required. MBA or Master's in Organizational Development, Industrial / Organizational Psychology, Human Resources, Education or related field is preferred5-8 years progressive leadership in human resources or comparable area; specific expertise in employee relations requiredHRPA certification preferred.Experience in consulting and providing strategic recommendations to corporate and field clients.Experience in measurement / analytics (data collection, analysis and interpretation) to support fact-based, predictive decision makingPrevious success in influencing without direct authority to effectively manage the needs of multiple stakeholdersEnglish and French required as the role supports and interacts with team members from all Canadian provincesGrainger strives to be an employer of choice, to attract and retain top diverse talent, and to provide a safe and positive work environment for all of its team members. As part of Grainger hiring process, pre-employment background checks will be required for all external candidates. Internal candidates will be required to undergo a pre-employment background check when they move from a non-driving role to a driving role and / or a director role and above position.
In accordance with Performance Excellence guidelines, team members are encouraged to apply for positions closely matching their experience / background and that are aligned with their Individual Development Plan. Grainger is committed to the principles and practices of employment equity. We invite all qualified women and men, including persons with disabilities, visible minorities, and Aboriginal Peoples to apply for our career opportunities. Accommodations are available on request for all persons with disabilities taking part in the selection process.
