Human Resources Business Partner candidate in Burnaby, British Columbia, Canada

Summary

Reviewed, updated, and revised Human Resources policies to ensure compliance, as required. Updated policies include but are not limited to averaging agreement for hourly employees, incorporation of cannabis usage into impairment policy, and driver accident reporting policy.
Developed the companys first progressive discipline guidebook based on existing policies and precedents and continued to work with leadership to set new precedents where necessary.
Advised and supported frontline managers on existing policies, processes, and procedures.
Managed injury or illness induced short-term disability and long-term disability cases.
Advised managers on data driven staffing level assessment through identifying the cost of absenteeism, payroll cost per unit and time cost per unit year over year.
Managed the full cycle recruitment effort from defining job requirement to onboarding.
Closely monitored recruitment performance and raised suggestions for improvement accordingly.
Provided ongoing onboarding and offboarding support, from orientation to exit interviews.
Administered base compensation, wage progression, premiums application and removal, merit increase, and promotion for hourly and salary employees based on established bands and steps.
Implemented an improved benefits plan that lowered the cost for business and reduced liabilities without drastically affecting employee entitlement.
Administered monthly benefits statement reconciliation and employee deductions. Advised leadership on findings from quarterly benefits usage reports and annual renewals.
Administered benefits enrollment and status changes.
Managed the selection and implementation of HRIS and Payroll software, including the overall data migration, rules and policies set up, development and implementation of the standard processes for all user groups. Maintained the system information and policy settings for 117 employees across 4 locations in British Columbia, post implementation.
Provided continuous advising and training to managers on Labour Relations Code, Employment Standards Act, Human Right Code, Privacy Laws and OHS Legislations.
Protected the business against legislative liabilities through prevention-based advising. In cases where damage control is necessary, served as instructing client for legal counsel on all matters involving Labour Relations Board, Human Rights Tribunal, and Employment Standards Branch.
Collaborated with managers to create career development plans for eligible employees.
Collaborated with management to ensure current metrics and policies align with the changing business objective, recommended revisions where necessary. Updated policies include but are not limited to layoff policy, COVID safety plan, and work from home policy.
Coached managers through workplace investigations and application of appropriate corrective actions, carried out independent investigations where necessary.
Reported on shortcomings, opportunities, solutions, and ROIs of existing people management practices through identification and analysis of various market trends, including but not limited to labour and talent market trends, labour relations trends, total reward trends, legislative trends, and performance and productivity improvement trends.
Advised on pay competitiveness issues through market benchmarking to increase retention and attract qualified candidates.
Spearheaded the design of labour wage scale for Warehouse Associates and Truck Drivers, addressed pay equity issues, and balanced seniority with merit.
Redesigned the pay scale for Management, Operations, Inventory, Logistics, Finance & IT, Customer Experience, Sales & Business Development, and Human Resources staff to increase the connection between performance and pay.
Rebuilt job descriptions that better resonated with business needs through job analysis.
Realigned performance review metrics, job evaluation points and compensation grid with job descriptions and business priorities, connecting individual performance and pay to business performance while ensuring employees are appropriately measured on their jobs. Coached managers through conversation with impacted employees.
Updated pay grids based on approved structural changes and advised managers on their applications.
Provided continuous training to managers on time and pay policy changes.
Coached managers to consider relevant influencing factors in their pay-related decision-making, including but not limited to performance, seniority, and qualification.

Expectations

Human resources professional with a sense of urgency and desire for continuous improvement in organizational structures and processes. Experienced with supporting multi-unit operations achieving excellence through the delivery of people initiatives. I am seeking a position that is both hands-on and strategic.