HR Business Partner (contract) at Sobeys · Burnaby

Ready to Make an impact? Sobeys is full of exciting opportunities, and we are always looking for bright new talent to join our team! We currently have an opportunity as Human Ressource Business Partner. Please note that it's a contract position of 20 months. The HRBP is responsible for aligning business objectives with employees and management in our Retail Operations. The position serves as a strategic partner, consultant and advisor to management on human resource-related issues. Please note that this position requires regular travel interior to northen BC area. The candidate would need to be confortable with overnight stays. Here’s where you’ll be focusing:

Individual Accountabilities

Provide coaching, advice and guidance to leaders on employee relations issues, including; policy violations, investigations, discipline and terminations Accountable for the consistent deployment of Leadership Development curriculum as well as HR tools, systems, processes, policies and procedures Provide professional advice to Operations Management in relation to collective agreement administration, employment Law, labour law Human Rights matters and any other issues which require conflict resolution Work with Labour Relations in collective Agreement negotiations and on the administration of collective agreements (as applicable) Lead various HR initiatives/ projects while collaborating with appropriate partners within as well as outside of HR Partner with Store Manager to lead investigations on employee relations issues and provide expert recommendations to leaders Lead investigations on Legal employment issues; represent the organization at mediation/arbitration Provide input on the development of COE programs and accountable to execute Employee Programs developed by COEs Responsible to ensure Total Rewards (salary, benefits, pension, incentive) are administered in support of policies and guidelines Accountable to support, manage and lead various facets of the Store Manager Training Program and Department Manager Training Program including but not limited to the talent acquisition and selection processes as well as monitoring and supporting trainers and trainees’ progress in the program Drive the creation and maintenance of a positive work environment between Operation Leadership, Store Management and all front line employees Coach, advise and support leaders on all aspects of employee engagement through annual engagement survey and engagement scorecard and ensure consistently high levels of Employee/Mgmt communication Manage and support leaders through the annual performance review process Lead the development and execution of an integrated workforce plan. Facilitate the performance calibration and succession planning processes as well as development plans to create a talent pipeline which supports operational requirements on an ongoing basis Support leaders through the annual salary review process and incentive program Provide guidance to the leader in areas such as salary recommendations for new hires, transfers, relocations, and promotions of Store and Department Management positions (RSC Led and other management positions). Support store openings, closings and conversions in the areas of recruitment, severance/exits, etc. (Support facility opening, closings and integrations in the areas of recruitment, severance/exits, etc.) Support retail operations with complex WCB, STD, LTD, LOA and RTW/GRTW procedures Act as a catalyst for change and encourage and support the business with transition Provide counsel to Franchise (non-union RSC’s) on employment matters and educate them on tools available Monitor wage equity compliance and/or conduct wage equity audits to ensure organizational compliance with provincial regulations

Key Support Accountabilities

Collaborate with the HR Centres of Excellence (CoE) to influence development, testing and deployment of new or enhanced systems, tools, processes, programs and policies Collaborate with Integrated Health Management (IHM) team on employee leaves (WCB, STD, LTD) and assist with return to work as needed Partner with Talent Acquisition on recruitment and selection of new staff Liaise with legal council on employee related legal matters; Attend local mediation/arbitrations if required Assist Compensation in the administration of the annual salary review and incentive program Support the administration of Talent Management and Learning and Development CoE’s in new or annual program rollouts Specifically partner with the L&D Leadership Development function, support all initiatives through curriculum development, training and/or facilitation of learning with Operations staff as required Partner with Operations Management, Store Management, and where they exist, union representatives to ensure consistent approach to progressive discipline action, termination decisions and dispute resolutions Partner with Labour Relations function to support collective agreement negotiations and the administration of collective agreements Work with Cross functional store/RSC innovation teams to identify change impacts from store/RSC initiatives and appropriate mitigation strategies

What you have to offer:

5 years related Human Resource experience (at the Generalist Level) Demonstrated knowledge/experience in all components of the generalist Human Resources function Degree, diploma or certification in Human Resources or associated field or equivalent experience. Undergraduate degree preferred Sound knowledge/understanding of provincial employment legislation Demonstrated understanding of human behavior, as well as business management, operations and strategy Demonstrated ability to be agile and support multiple Operational districts (preferred) (operating models: union/nonunion) Retail experience preferred Ability to influence, coach, and advise Operations Leadership and business partners effectively Ability to negotiate and resolve conflict Ability to effectively prioritize and execute tasks in a high-pressure environment Ability to conduct investigations, present findings, determine appropriate resolution and take corrective action Excellent technical HR skills and understanding of employment, Human Rights and Labour laws

• Please note that this position requires regular travel