Senior Human Resources Business Partner

Job title:

Senior Human Resources Business Partner

Company

The Salvation Army

Job description

DescriptionAbout The Salvation ArmyMission StatementThe Salvation Army exists to share the love of Jesus Christ, meet human needs and be a transforming influence in the communities of our world.Vision StatementWe are an innovative partner, mobilized to share hope wherever there is hardship, building communities that are just and know the love of Jesus.Core ValuesThe Salvation Army Canada and Bermuda has four core values:Hope: We give hope through the power of the gospel of Jesus Christ.
Service: We reach out to support others without discrimination.
Dignity: We respect and value each other, recognizing everyone’s worth.
Stewardship: We responsibly manage the resources entrusted to us.About the PositionThe Human Relations function is committed to creating a work environment where people experience:

• Meaningful work;
• A sense of hope and optimism;
• An environment of trust; and
• Inspired results.

Are you ready to make a meaningful impact as an HR Professional? Are you passionate about making a difference in the non-profit sector? Do you thrive in a role where you can utilize your HR expertise to support an organization’s mission-driven initiatives? If so, we have the right opportunity for you!We are seeking a dedicated and experienced HR Business Partner to join our Human Relations team and play a key role in supporting The Salvation Army. As an HR Business Partner, you will have the opportunity to guide employees and leaders on HR strategy implementation related to job evaluation, performance management, labour relations management, conduct workplace fact finding, employee relations and so much more.If you’re ready to leverage your HR expertise to support The Salvation Army’s mission and make a positive impact in the community, we want to hear from you! Join us in our commitment to excellence and become a valued member of our team.The Sr. HRBP is responsible for defining the HR Business Partner strategy, provide HR consultation to Executives at the Division/ Ministry Unit-level, and ensure overall HR strategic alignment to organizational objectives by coaching HRBPs in the execution of programs, and through collaboration with the CoE (Centers of Excellence) and HR leadership on HR program and people strategy design.KEY RESPONSIBILITIES:HR Strategy

• Collaborate closely with the Divisional HR to understand and implement HRBP strategy, agenda, and priorities.
• Assess the needs and barriers within Business HR, the HR department, and the broader organization at The Salvation Army with an aim to enhance organizational performance
• Support and advise HR Business Partners on complex issues

Career Coaching Delivery

• Assess the career coaching challenge and leverage career development programming, tools, and processes designed by the CoE to provide tailored coaching to Executives and / or support with their employee coaching needs
• Deliver relevant career development programs and tools (e.g., self-assessments, gap analysis, career development frameworks, etc.)
• Provide expert advice, mediation, and solutions to help teams achieve outcomes.
• Work with Executives to enhance current and future leadership capabilities through support, education, and sharing of industry best practices
• Gather and analyze metrics to assess program and process effectiveness for career development & coaching and collaborate with the CoE to measure results against expected objectives.

Design

• Engage in conversation with Executives to understand the problem, explore alternative solutions, and ensure that the organizational design process is the most appropriate course of action
• Collaborate with executives to gain understanding of current organizational design while also assessing the organizations future strategy and plan
• Liaise with the Workforce Planning & Organizational Design CoE to gather and provide tools, templates, and leading practices to Executives. Guide Executives on executing the organizational design with the supporting resources.
• Support Executives in assessing the change impacts of the organizational design, and the desired results. Relay information to the People Experience Centre regarding role updates within the HR technology.

Team Management

• Oversee the performance and mandate of HRBPs and handle day-to-day people management activities
• Provide coaching and guidance to HRBPs
• Support the education and transfer of knowledge within the team
• Liaise regularly with other Sr. HRBPs to ensure process alignment and maximize standardization between Divisions / Industries

Workforce Planning

• Support leaders in identifying gaps in the supply and demand of employees to ensure that the right skills and experiences are matched to roles and functions
• Support leaders in conducting capability assessments with their teams (i.e., training, coaching, etc.) and assess the outputs
• Gather data and use insights to understand the current and future headcount, skills, roles, and capabilities
• Assess gaps and co-create the short-term workforce plans with Territory and Divisional leadership (e.g., talent acquisition, training, etc.)
• Co-create workforce planning with Territory and Divisional leadership to identify the long term critical workforce needs – help define hire/upskill/contract decisions

HR Consultation

• Provide HR consultation to Executives at the Division / Ministry Unit-level, and ensure overall HR strategic alignment to organizational objectives
• Collect feedback on HR programs, processes, and policies from Divisional Leadership, and sharing it with the People Experience Centre and CoEs for continuous improvement
• Provide HR consultation and strategic advice on people related issues
• Collaborate with and advise the CoE program with the design of appropriate programs and initiatives for the domains

Succession Planning

• Uncover critical roles for organizational success and continuity that cannot be left vacant or are difficult to recruit for, and map key competencies to build success profiles, by identifying role requirements.
• Work with Executives to shortlist potential successors; consider employees across teams. Assess potential successors through in-depth exercises to assess knowledge, skills, and caliber for the new role.
• Support Executives in the development of personalized paths forward to implement the succession planning process, proactively.

QUALIFICATIONS AND EDUCATION REQUIREMENTS:

• Completion of university degree in Human Resources, social sciences, business or related field
• CHRL/CPHR designation is an advantage

Experience and Skilled Knowledge Requirements

• Minimum 5-7 years of prior related experience including managerial leadership, and specialized experience within several HR functional areas
• Strong HR generalist experience with a history of building strong client relationships and serving multiple facilities with a preference for social enterprise/not for profit/faith based experience
• Business management experience operating at a senior level as part of management in a multi-faceted, complex organization that is undergoing change and transformation
• Experience in the development of effective operational and implementation plans, goal setting, team leadership and management
• Respect and understanding of The Salvation Army – its mission, vision, values, and culture
• Prior experience or good working understanding of union and non-union environments

NOTE: Alternative combination of education and experience may be considered.PREFERRED SKILLS/CAPABILITIES:

• Must be able to establish credibility quickly within the organization as a trusted advisor, coach and thinking partner; able to work in a consultative, diplomatic manner
• People oriented leader who delivers results with excellent organizational and interpersonal skills
• Seeks common ground in navigating challenging issues and constructively manages conflict to build win-win solutions
• Strong ability to proactively recognize potential risks and issues, respond with creative solutions and engage others in implementing change
• Strong written and verbal communication skills – clear and simple to understand
• Demonstrated leadership capabilities – integrity, good judgment, discretion, confidentiality and clear critical thinking and decision-making ability; empowers people to work to common goals
• Strong change management skills, especially related to building relationships and trust, and communicating clearly to facilitate alignment and change

CompensationWhat we offer:

• Competitive Salary
• Comprehensive Benefits: Health, Dental, Life Insurance, AD&D and Long-Term Disability
• Paid Time Off: 3 weeks’ vacation and 3 personal days
• RRSP plan
• Learning and Development opportunities
• A collaborative and inclusive work environment where your contributions are valued and recognized.
• And more!

The target hiring range for this position is $73,314 to $109,971. Placement in the salary range will be based on factors such as market conditions, internal equity, and candidate experience, skills, and qualifications relevant to the role.Other DetailsThe Salvation Army will provide reasonable accommodation upon request. Please let us know if you have a need for any accommodation.We thank all applicants and will contact candidates selected for next steps. Internal Applicants are encouraged to notify their current supervisor when applying for a new position within The Salvation Army.

Expected salary

Location

Bermuda – Canada

Job date

Wed, 17 Jul 2024 22:18:13 GMT

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