Human Resources Business Partner

Founded in 1910 and located in Calgary, Alberta, Canada, Mount Royal University grew into a vibrant college in the 1930s and became a mid-sized university in 2009. Mount Royal has carved out a distinct niche by offering smaller class sizes, a robust liberal education and unique undergraduate programs. Currently, more than 15,000 credit students choose from 13 bachelor degrees and 36 majors.

Mount Royal University is located in the traditional territories of the Niitsitapi (Blackfoot) and the people of the Treaty 7 region in southern Alberta, which includes the Siksika, the Piikani, the Kainai, the Tsuut'ina and the Iyarhe Nakoda. We are situated on land where the Bow River meets the Elbow River. The traditional Blackfoot name of this place is "Mohkinstsis," which we now call the city of Calgary. The city of Calgary is also home to the Métis Nation.

Mount Royal University is committed to removing barriers and fostering the inclusion of voices that have been historically underrepresented or discouraged in our society. In support of our belief that diversity in our faculty and staff enriches the work, learning and research experiences for the entire campus community, we strongly encourage members of the designated groups (women, Indigenous Peoples, persons with disabilities, members of visible minorities, and diverse sexual orientation and gender identities) to apply and self-identify.

Mount Royal University’s dedicated team of Human Resources professionals is here to provide a range of services for prospective and current employees including: professional development, talent acquisition, consultancy services, and information on policies, payroll, benefits, and more.

Reporting to the Director, HR, Employee and Labour Relations, the Human Resources Business Partner provides strategic HR support to a diverse group of University faculties and units.  The HR Business Partner oversees end-to-end delivery of all HR programs, policies, systems and services for all employee groups in addition to providing generalist support in all functional areas of HR. Areas of focus include Employee and Labour Relations, Talent Management, Compensation and Recruitment.  The HR Business Partner also acts as a project manager on various assigned projects, leads change initiatives with assigned client groups, assists in developing and facilitating workshops, and provides conflict resolution support.  The HR Business Partner will also work with internal partners to provide HR support on sick and disability management files.

The nature of the work is high-volume and complex with multiple simultaneous deadlines.  The position has a wide and diverse set of responsibilities requiring the incumbent to have a proactive and solution-orientated approach.  The HR Business Partner must have advanced HR subject matter expertise, be an effective communicator, negotiator and influencer, seek out opportunities for collaboration, and remain solution-focussed.  The main purpose of the role is to provide credible and expert HR advice, support and coach leaders through various complex scenarios, develop and/or advise on new HR programs and processes, and manage and participate on projects.  The HR Business Partner will also work with other University partners to design and deliver quality programs and services to support faculties and departments and provide the HR vision and expertise required to achieve their strategic business goals.  This position also provides proactive leadership and guidance to management in maintaining a positive relationship with the Mount Royal Staff Association and Mount Royal Faculty Association.

Primary Purpose:

• Provides advanced HR subject matter expertise.
• Maintains and applies up-to-date knowledge of Human Resources industry and best practice relevant to area of responsibility.
• Leads efforts to resolve complex employee and labour relations issues in consultation with internal and external partners.
• Provides guidance on Provincial and Federal legislation as well as collective agreement interpretation.
• Acts as lead investigator and/or provides support to leadership in investigating workplace complaints.
• Provide leadership support in grievance hearings and assists in negotiating settlements.
• Provides strategic generalist HR support and influences leaders with respect to Employee and Labour Relations, Talent Management (including Talent Acquisition, training and development and succession planning), change management, performance management, compensation and workforce restoration.
• Partners with senior leaders in identifying trends and opportunities to optimize the people component in their area and develops supporting strategies to deliver outcomes.
• Leads special projects on behalf of Human Resources or clients.
• Promotes employee engagement initiatives across the University and at the client department level.
• Demonstrates strong communication, relationship management and problem-solving skills.
• Possesses solid knowledge of post-secondary institutions and unionized environments.
• Understands and conveys organizational vision to staff and stakeholders.

Responsibility 1 (35%): Strategic Leadership

• • Develop strategic HR goals/plans supporting Clients attainment of business strategies and operational goals including research and learning objectives (i.e formal comprehensive, strategic plans).
  • Provide clear leadership by demonstrating a full understanding of Faculty/Departmental business plans, trends and needs.
  • Participate as an integral member of the Faculty/Departmental leadership team to ensure that HR perspectives are considered in all proposed business plans, decisions and organizational changes.
  • Connect university operating strategies, plans and procedures to Faculty/Departmental priorities
  • Communicate and obtain Faculty/Departmental support for HR policies, programs and procedures 
  • Inform and influence central HR policies and programs regarding Faculty/Departmental needs
  • Reduce Institutional and Faculty/Departmental risks associated with potential grievances by identifying, investigating, proposing and implementing appropriate solutions.
  • Support senior leaders in providing and interpreting HR data required for decision making. 

Responsibility 2 (20%): Relationship Management

• • Understand senior leader/manager opinions and anticipate their needs and concerns (i.e gap analysis, send goals).
  • Support senior leadership in providing and interpreting HR information required for vital decision making and budget preparation (i.e HR Standards, ad-hoc reports, succession planning).
  • Work closely with other functional areas of HR to reflect client needs and understand/implement HR policies, programs and procedures.
  • Foster a proactive and positive relationship with other campus stakeholders including union representatives
  • Act as ambassador for Human Resources and the university both internally and externally.  

Responsibility 3 (15%): Customer Service

• • Assess, investigate, plan and troubleshoot strategic and operational solutions for labour and Faculty relation issues, including grievance administration.
  • Collaborate with HR Specialists on complex matters such as grievances, terminations, tenure appointments, return to work planning and accommodation 
  • Handle and resolve escalated, high profile and complex HR issues.
  • Communicate HR policies, programs and procedures to ensure the Faculty/Departmental understanding and commitment.
  • Manage the delivery of HR services and processes to meet the needs of Faculty/Departmental and all applicable Service Level agreements.
  • Provide timely, accurate, and high level, business relevant HR advice and coaching to Faculty/Departmental senior leaders and managers.
  • Maintain customer satisfaction and identify performance gaps and emerging trends.  

 Responsibility 4 (5%): Management

• • Provide informal leadership, mentoring, and coaching to the HR Advisor in the provision of HR services, processes, policies and programs (i.e job shadowing, coaching, mentoring, formal learning, on the job experience, etc).
  • Provide opportunities for respective HR team members to enhance professional growth and development.
  • Create a healthy, sustainable work environment for staff.

 Responsibility 5 (5%): Innovation

• • Measure, monitor and improve the provision of HR services, processes, policies and programs to enhance productivity, efficiency, customer service or overall university and Faculty/Departmental performance (i.e formal surveys, verbal feedback, value add).
  • Identify and drive the communication and sharing of learning across functions to facilitate continuous improvement

  Responsibility 6 (15%): Change Agent

• • Lead and manage change in support of Faculty(s)/Department(s) and/or Institutional business strategies
  • Ensure that the general administration and HR implications of change efforts are understood and supported within the Faculty/Department, and vice versa.

 Responsibility 7 (5%): Compliance

• • Provide HR advice, services and support which comply with appropriate legislation, other governing documents and collective agreements, as well as confidentiality and university values.

 Other duties as assigned.

• University degree in a related field plus a minimum of 5 years related experience in a complex human resources generalist capacity.
• Experience in a post-secondary environment preferred.
• Experience working in a unionized environment.
• Strong HR Generalist background required with extensive experience in Employee and Labour Relations, Talent Management
• Knowledge of all applicable Human Resource legislation, policies and practices.  I.e. Labour Relations Code, Employment Standards Code, Freedom of Information and Protection of Privacy Act, Human Rights Legislation.
• Experience in the interpretation and application of collective agreements.
• Knowledge of best practice in HR areas such as Employee and Labour Relations, Talent Management and Organizational Development, Compensation and Total Rewards, and Disability Management.
• Strong analytical and interpretive skills to recognize and comprehend complex issues, policies, regulatory and legislative requirements.
• Proven relationship management, consulting and business partnering experience.
• Strong communication, presentation, negotiation and influencing skills.
• Experience in supervising, coaching and mentoring.
• Effective research skills with strong creative, innovative and analytical abilities.
• Facilitation and presentation.
• Sound judgment and decision making.
• Strong project management and organization skills.

Salary:                                $96,850-122,474

Closing Date:                    July 13, 2024

A cover letter and resume should be submitted in one .pdf document. Please title your .pdf document as follows: [Last Name], [Requisition Number], [Document Title].pdf (ex. Smith, 999999, CV.pdf).