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We are looking to have a full-time bilingual (French/English) People and Culture Business Partner join our team! This position can be held hybrid from Montreal, QC; Ottawa, ON or Markham, ON. 

SUMMARY

The People and Culture Business Partner (PCBP) acts as a business partner to assigned client groups, provides sound guidance and advice to management and team members on People and Culture management-related matters in accordance to applicable legislations and internal policies and processes to assist PCBP provides recommendations, develops and implements solutions to assist the client groups and the organization achieve improvements in areas including but not limited to employee engagement and satisfaction.

At this position level, the individual is responsible for:

• Leading assigned People and Culture management-related projects and initiatives of low to high complexity and/or of broader impact or scope
• Greater proportion of client groups with requirements of moderate to high complexity
• Provides guidance to and may review work of less experienced People and Culture Consulting team members. 

KEY DUTIES & RESPONSIBILITIES

• Acts as a business partner to assigned client groups
• Provides sound guidance and advice to management and team members on People and Culture management-related matters in accordance to applicable legislations as well as internal policies, processes and procedures.  Exercises sound judgment to ensure effective risk management and mitigation
• Investigates and resolves employee relations matters. Consults with internal or external legal counsel where required
• Collaborates with relevant People and Culture management team members and external vendors to address specialized People and Culture management-related matters including but not limited to benefits, compensation, training, disability management, labor relations
• Collaborates with People and Culture Consulting team members and other relevant stakeholders to support the execution of strategies, programs and initiatives to drive organizational changes
• Partners with assigned client groups to diagnose People and Culture management-related issues, understand and anticipate needs.  Recommends solutions in alignment with business requirements and collaborates to implement
• Provides recommendations, develops and implements solutions to assist the client groups and the organization in achieving improvements in areas including but not limited to employee engagement and satisfaction, recruitment, leadership and career development
• Collaborates with People and Culture Consulting team and other relevant stakeholders in the review, refinement and/or development of People and Culture management programs, policies, processes and resources.  Prepares policies and processes of low to high complexity for review
• Collaborates with People and Culture Consulting team and other relevant stakeholders in the development and/or customization of training materials.  Leads and facilitates training sessions for assigned client groups and to the broader organization
• Leads recruitment efforts for assigned client groups.  Develops and maintains a robust talent pipeline using various sources including but not limited to social media and participation in networking events.  Identifies, recommends and implements recruitment channels, tools and resources
• Leads, supports and participates in People and Culture-related projects and initiatives
• Acts as the People and Culture lead for client transitions or account demobilization for assigned client groups
• Other duties as assigned

Knowledge & Skills

• Community college or university degree preferably in business administration or Human Resources
• More than five years of work experience in a human resources generalist role
• Thorough and expert level knowledge of human resources management-related legislations such as the Employment Standards Act applicable to assigned province(s). General understanding and knowledge of human resources management disciplines including but not limited to compensation, pension and benefits, labor relations, training
• Advanced ability to establish trust and credibility
• Advanced consulting skills along with a high degree of business acumen and ability to accurately assess business issues and provide sound advice and solutions
• Advanced ability to exercise sound judgment
• Advanced facilitation skills
• Advanced persuasion and influence skills
• Advanced relationship management abilities with ability to develop and maintain relationships with individuals at all position levels
• Advanced project management skills
• Exceptional interpersonal skills

Licenses and/or Professional Accreditation

• Certified Human Resources Professional (CHRP) Certification from Human Resources Professional Association would be considered an asset

This is a regular, full-time position with a salary range of $73,599 - $91,998 per annum. The starting salary will be based on the successful candidate’s competencies, including but not limited to experience, education and performance related to this role. 

BGIS is an equal opportunity employer and we welcome you to apply for a position with us! If you require accommodation during the recruitment process, please contact us at askHR. Upon request for accommodation, we will consult with the applicant in question and provide, or arrange for the provision of, a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability. 

Provides expert employee relations advice and governance to an assigned portfolio to ensure that employee relations policies, practices and strategies support the business/group strategies and meet regulatory/legal requirements. Ensures that initiatives and HR solutions (programs and processes) are consistently and effectively implemented across the business groups. Supports various employee relations programs & initiatives managed internally and with vendors, including work related to acquisitions, divestitures, employment transitions, separation agreements, and outsourcing.

• Acts as a trusted advisor to assigned business/group.

• Influences and negotiates to achieve business objectives.

• Assists in the development of strategic plans.

• Identifies emerging issues and trends to inform decision-making.

• Provides expertise related to general operating procedure interpretation, misconduct, corrective action, attendance, leaves of absence, absenteeism, performance management and addressing underperformance, interpersonal conflict, work environment, coaching, displacement with redeployment or demotion, harassment and discrimination, workplace accommodations, and adjudication.

• Designs and produces regular and ad-hoc reports, and dashboards.

• Builds change management plans of varying scope and type; leads or participates in a variety of change management activities including readiness assessments, planning, stakeholder management, execution, evaluation and sustainment of initiatives.

• Manages high risk ER matters i.e. Legal case management, human rights & harassment investigations, workforce transformation initiatives etc. and represents the business in legal proceedings as required.

• Reviews all documentation, performs any required negotiation and authorizes separation agreements up to the prescribed limit and commits BMO FG legally on employment law challenges.

• Monitors legislation and manages required compliance/regulatory program activities to achieve objectives.

• Develops employee relations solutions and makes recommendations based on an understanding of the business strategy and stakeholder needs.

• Provides employee relations advice and guidance to assigned business/group on the implementation of solutions.

• Educates managers on all aspects of Labor Relations management including relevant HR policies, appropriate procedures and practices, legislation and regulations and employee relations related training and learning opportunities.

• Acts as a subject matter expert to interpret applicable regulations & policies and makes recommendations on how to resolve business issues.

• Supports the execution of strategic initiatives in collaboration with internal and external stakeholders.

• Conducts independent analysis and assessment to resolve strategic issues.

• Provides support for severance and reductions in force (e.g., consulting with businesses, providing templates for severance packages, producing calculations & outplacement estimates, responding to inquiries from impacted employees/managers).

• Performs the initial intake and primary assessment for employee relations requests to determine facts, identify issues & mitigate risks.

• Provides input into the planning & implementation of operational programs and executes within required service level agreements and standards

• Provides governance over employee relations matters by advocating the fair and equitable treatment of employees while ensuring that employee relations practices and strategies clearly support the business/group and enterprise strategies; has the dual challenge to protect the legal and legislative rights of both employees and the organization.

• Investigates employee complaints within area of expertise, provide solutions for resolution and ensuring that finds are documented.

• Builds effective relationships with internal/external stakeholders.

• Ensures alignment between stakeholders.

• May act as the point person for key vendor relationships (Supplemental Unemployment Benefit Plan Administrator, Career Transition Services, and Unemployment Claims Management) and manage operational programs.

• Breaks down strategic problems, and analyses data and information to provide employee relations insights (including employee transitions) and recommendations.

• Monitors and tracks program performance, and addresses any issues.

• Focus is primarily on business/group within BMO; may have broader, enterprise-wide focus.

• Provides specialized consulting, analytical and technical support.

• Exercises judgment to identify, diagnose, and solve problems within given rules.

• Works independently and regularly handles non-routine situations.

• Broader work or accountabilities may be assigned as needed.

   

Qualifications:

• Typically between 5 - 7 years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.

• Law degree preferred.

• Appropriate HR designation preferred.

• Deep knowledge and technical proficiency gained through extensive education and business experience.

• Verbal & written communication skills - In-depth.

• Collaboration & team skills - In-depth.

• Analytical and problem solving skills - In-depth.

• Influence skills - In-depth.

• Data driven decision making - In-depth.

• Bilingual (French and English) is required.

02/29/2024

Address:

105-119-129 rue St-Jacques O