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HR Business Partner

  • Req ID: 85406
  • Department: Human Resources
  • Job Type: Full-Time
  • Position Type: Non-Union
  • Location: Calgary, Alberta
  • Country: Canada
  • % of Travel: 0-10%
  • # of Positions: 1
  • Job Available to: Internal & External
  • Deadline to apply: 06/21/2021

 

Canadian Pacific is a transcontinental railway in Canada and the United States with direct links to major ports on the west and east coasts, providing North American customers a competitive rail service with access to key markets in every corner of the globe. CP is growing with its customers, offering a suite of freight transportation services, logistics solutions and supply chain expertise. Visit cpr.ca to see the rail advantages of CP.

 

PURPOSE OF THE POSITION

As a team of strategic HR professionals, grounded in CP’s foundations and values, we are committed to attracting, developing and rewarding a workforce that delivers on CP’s purpose and fosters a culture of high performance.

 

POSITION ACCOUNTABILITIES

  • Facilitate and demonstrate leadership towards a respectful and inclusive culture;
  • Acts with integrity, maintaining confidentiality of sensitive information and issues, demonstrating professionalism in all business interactions;
  • Build personal and professional relationships outside the HR function, in the business, earning trust, thereby building strong relationships with the business partners;
  • Implement HR oriented, business aligned people strategy to provide an employee-oriented, with a focus on enabling a high performance culture.  This will emphasize quality, productivity, goal attainment and ongoing development of exceptional workforce, aligned with CP’s key foundations and values;
  • The HR Business Partner acts as a strategic positioner with the ability to understand business requirements, enable leadership and management teams at every level to convert vision into action and action into results that will benefit CP’s customers, shareholders and organization that attracts talent, develops leaders and builds well-aligned, high performing teams and organization;
  • Bolster and develop talent, build capability through identification of current and future needs, inclusive of top talent in key areas/roles future succession and build meaning individual development plans key to employee learning including training, work experience, coaching, how incumbents can learn from these experiences and how the learning prepares them for greater contribution and leadership.  Pay attention to the development of technical people in addition to future leadership roles;
  • Observe leaders in the business, understand what is unique about them assessing their leadership competencies against the standards and leadership competency model requirements;

  • Identify training and development needs for the business functions, participate in evaluation and monitoring of these programs to ensure success, assist with feedback to Learning and Development Centre of Excellence for modifications as required;
  • Utilize workforce planning analytics in order to optimize human capital, understand trends and future demographics as a means of positioning future people , actively identifies gaps, proposes and implements changes as necessary to mitigate risks;
  • Drive performance, articulate strategy into clear terms to be evaluated and measured, develop performance standards relevant to the demands of the business and deal with nonperformance in a fair and timely manner.  Act as the performance improvement driver and provokes positive changes in people management processes;
  • Willing to take positions, analyze situations and anticipate problems ahead of them occurring, proactively offering solutions to the business, utilizing influence skill;
  • Act as a change champion, willing and able to initiate and sustain change within the organization;
  • Provide support to functional business teams by assisting with and facilitating compensation and workforce planning processes along with supporting recruitment and organizational issues;
  • Assist international employees with expatriate assignments and related HR matters, assist with work permit process as required;
  • Assist the business in creating effective and efficient organization structures and alignment, shape organizational requirements against strategy for business units, optimizing and developing talent integral for business success;
  • Align strategy, capability and employee behavior through audits of employee behaviours and management practices to drive and sustain organizational culture;
  • Provide high quality coaching to leadership on daily employee relations and performance management issues;
  • Provide expertise and knowledge of HR policies, programs and best in class practices for practical use and implementation with the business;
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, performance management of employees, employee relations matters and provide advice and direction regarding employment law, reducing legal risks, ensuring regulatory compliance.  Partners with the legal department as needed;

  • Provide HR governance to daily and strategic initiatives;

  • Lead the facilitation of appropriate onboarding and offboarding expertise and assistance for best in class employee experience;

  • Supporting employees with accommodations and returning to work;

  • Displays emotional intelligence, demonstrates self awareness, remains calm under pressure, expresses confidences in ability to succeed, keeps an optimistic attitude even when things are not going well;

  • Ensures accountability of self and others, doing what we said we would do, fosters a workplace of collaboration and respect, provides exceptional service to our customers, results oriented, never sacrificing safety, challenges status quo, strives for excellence and takes responsibility for actions;

  • Coaching and develop talent, asking versus telling and adopting a coach like approach to facilitate discussions regarding growth and development of talent, performance goal and objective setting, leveraging diverse mix of styles, perspectives, and experiences;

  • Strength in building business relationships;

  • Superior facilitation skills;

  • Highly effective communicator, confident, passionate, clear, assertive and inspiring;

  • Highly skilled and knowledgeable in applying HR policies and practices in a pragmatic and effective manner;

  • Solutions oriented, future-focused (strategic), innovative in continuous improvement ideas, highly curious and inquisitive and ability to connect the dots;

  • Highly collaborative in nature, inclusive and engaging;

  • Analytical skills

 

POSITION REQUIREMENTS

  • Post secondary degree in related discipline, HR or Business Equivalent
  • 5 to 10 years HR Strategist role
  • Experience and ability to work with Senior Leadership levels in the organization
  • Centre of excellence (COE) experience or exposure to COE models
  • CPHR/SHRM designation
  • Experience working within a business unit is a desired asset
  • Able to travel
  • Knowledge of Canada Labour Code, legislation, US Employment at Will, HR trends
  • Knowledge of union collective bargaining agreements and negotiation process is an asset
  • Proficient using Microsoft Office Suite including Excel, Word, PowerPoint

 

WHAT CP HAS TO OFFER: 

  • Flexible and competitive benefits package
  • Competitive company pension plan
  • Employee Share Purchase Plan
  • Performance Incentive Program 
  • Annual Fitness Subsidy

 

ADDITIONAL INFORMATION: 

As an employer with national presence, the possibility does exist that the location of your position may be changed based on organizational requirements.

 

Background Investigation:

The successful candidate will need to successfully complete the following clearances:    

  • Criminal history check
  • Reference check

 

Management Conductor Program:

Becoming a qualified conductor or locomotive engineer is the single best way for a management employee to learn the business at CP. You may be required to obtain a certification or to maintain your current certification/qualification as a conductor or locomotive engineer.

 

CP is an equal opportunity employer committed to the principles of employment equity and inclusion. We welcome applications from all qualified individuals. All applicant information will be managed in accordance with the federal Personal Information Protection and Electronic Documents Act ("PIPEDA").  

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