POSITION SCOPE
Under the direction of the Director of Human Resources, the Human Resources Business Partner (HRBP) provides comprehensive HR support to assigned departments and client groups, working closely with assigned Human Resources Advisors to handle functional day-to-day HR tasks. This role will also lead or contribute to HR specialty areas, as assigned. This role serves as a strategic and operational partner to business leaders, ensuring alignment between HR initiatives and business objectives, as well as fostering a positive work environment and driving key people initiatives that enhance organizational performance and culture.
JOB RESPONSIBILITIES
Strategic HR Partnership
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Work closely with the Director of Human Resources on corporate and strategic projects and initiatives.
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Handle human resource (HR) issues by investigating and responding appropriately.
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Assist in the development, implementation, and interpretation of human resource policies and procedures; ensure company compliance with related employment legislation.
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Coordinate with other department leads to ensure that the Human Resources department is providing required support and standards throughout the organization.
Functional Tasks
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Act as the primary HR contact for assigned departments and client groups, providing guidance and support on HR policies, procedures, and best practices, and partnering with department leads to address workforce challenges, talent management, and employee engagement.
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Working closely with assigned HR Analyst(s), administer and support HR processes, including but not limited to recruitment, hiring, onboarding, workforce planning, employee upskilling and training, absence management, succession planning, exits, and employee lifecycle management.
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Support employees and managers in performance and disciplinary matters; monitor and advise managers in the performance evaluation, progressive disciplinary, and performance improvement processes.
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Work with and form relationships with assigned client groups to understand the intricacies of their departments to better support their recruitment / hiring needs and job specifications.
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Support benefits and compensation practices and projects, including acting as a point of contact for employee inquiries, in conjunction with Payroll and Benefits Administrator.
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Maintain and manage personnel documents and central files (employee files, training records, certifications, performance documents, etc.) in accordance with FOIP/PIPA legislation.
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Provide backup to the rest of the human resources team when immediate support is required.
Specialty Areas
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Corporate Social Events: Coordinate, organize, and manage annual corporate social events and functions, such as the Spring Break-Up Party and Christmas Parties.
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Cultural Inclusion: Support inclusive workforce initiatives such as indigenous engagement, employee residency support, and cultural awareness and representation strategies.
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Data & Analytics: Collect, analyze, and interpret HR metrics to optimize talent management, workforce planning, and business outcomes. Leverage industry benchmarking to compare HR metrics against competitors and best practices. Maintain accurate employee data, generate reports, and provide data-driven recommendations for continuous improvement.
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Employee Engagement: Develop engagement strategies, conduct surveys, and facilitate recognition programs to foster a valued and heard workforce. Support corporate strategy sessions, track action items, and ensure accountability for continuous organizational improvement.
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Employee Resources: Administer and enforce essential programs and services that enhance employees’ well-being, safety, and overall work experience. This includes managing the employee housing program, PPE programs, and other resource-based initiatives that support operational needs and workforce satisfaction.
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Learning & Development: Enhance employee skills, leadership, and performance through training programs, leadership development, and the Magnum Continuous Improvement Team (MCIT) annual application process, ensuring growth opportunities align with business goals.
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Policies & Documentation: Ensure Magnum’s policies, procedures, organizational charts, and employee-related documents such as job descriptions and handbooks are clear, compliant, and effectively communicated so as to support legal compliance, standardization of HR practices, and alignment with company culture and values.
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Talent Review: Support leaders in performance evaluations, identifying high-potential talent, succession planning, and career development to align talent with business success.
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Total Rewards: Design and manage compensation, benefits, and recognition programs to attract, retain, and motivate employees. Support and administer manager scorecards, benefits renewals (Canada & U.S.), and 401(k) administration to ensure fair, competitive, and meaningful rewards.
General
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Participate in training and development activities.
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Other related duties as required.
QUALIFICATIONS, KNOWLEDGE, SKILLS, & ABILITIES
Required
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Related or working towards post-secondary education in Human Resources, Business, or Organizational Development, or an equivalent combination of related education and experience.
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Progressively responsible experience in a Human Resources role with demonstrated ability to serve as a knowledgeable resource to the business.
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Able to work overtime and travel.
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Legally eligible to work in the country the role is based out of.
Looking For
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Knowledge of employment law, compensation, organizational planning, recruitment, organization development, employee relations, employee engagement, and employee training and development.
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Knowledge of current ‘best practices’ in Human Resources and experience in change management, as well as supporting the implementation of Human Resource procedures and programs.
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Ability to take initiative and collaborate with others to implement projects or strategies.
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Excellent time management, organizational skills, and the ability to handle competing demands.
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Good communication, conflict management, negotiation, and problem-solving skills.
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Coaching abilities and proven ability to maintain a high level of confidentiality.
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Proficient in MS Office and HRIS systems, including reporting features.
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Strong work ethic, positive attitude, reliable, and dependable.
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Flexible and able to adapt to change.
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Understands the importance of safety.
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Team player and customer service focused.
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Demonstrated initiative and results orientated.
Assets
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Experience in Human Resources in an independent business environment in a high growth mode.
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CHRP designation.
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Experience in the administration of benefits and compensation programs and other Human Resource recognition and engagement programs and processes.
