Human Resources Business Partner

Can you see yourself providing first-level consultative services and support to the various business units of our organization? Does being responsible for the implementation and execution of HR programs, including employee/labour relations, talent management, performance management, succession planning, and organizational change, sound appealing to you? Are you seeking a role that will challenge you? If you answered yes, then this may be the job for you!

What will you be doing! 

• Coaching, supporting, challenging the norm alongside the business leaders
• Understanding the business and the mission’s strategy and bringing HR expertise to support those goals 
• Adapting and executing best practices in all HR functions to enable a high-performing workforce that contributes to the organization’s strategic growth
• Understanding, communicating, and following up on employee engagement and enablement plans, providing consultative expertise and proactive advice to management on organizational and HR matters relating to employee/labour relations, performance management, organizational development, and succession planning
• Supporting and overseeing the daily direction of the HR Generalist and Coordinator(s) where applicable (playing a key mentorship role to less experienced team members)
• Working with HR Integrated Services to ensure they can address employee inquiries regarding company programs, benefits, and services, payroll inquiries, etc.
• Supporting the development, tracking, and dashboarding for HR Metrics 
• Overseeing audits to ensure the accuracy of employment information submitted to payroll and processed in the system
• Navigating through HRIS (Oracle) effectively to provide timely support to managers/employees
• Completing ad hoc reports as requested
• Training others / aiding others as required on how to navigate through systems (ex. Oracle, ATOM, MyCNL, ServiceCNL etc.)
• Working with business and Talent team to defining (new) role requirements, advising clients on existing role requirements, approving role profiles as required, and conducting job analysis
• Assisting the Talent team to create the recruitment & selection strategy
• Providing strategic workforce planning support, when applicable
• Interviewing alongside hiring managers, as required
• Facilitating movement of people talent within the organization based on operational changes and needs
• Participating in organizational development plans and ensuring corporate consistency
• Supporting managers and employees with performance management and objective setting throughout the year
• Providing advice, council, and feedback on performance management strategy, ensuring business needs and individual objectives are linked
• Facilitating training or in-house learning sessions for managers and employees as required
• Facilitating Talent Reviews (9-box) and ensuring appropriate follow-up on actions
• Supporting the careers of key/high-potential individuals, ensuring their engagement and retention
• Leading and partnering with management for effective succession planning 
• Ensuring training needs for the business are evaluated and appropriate training selected & rolled out
• Supporting succession management initiatives
• Supporting the roll-out of various CNL talent initiatives as required
• Taking part in new/developing HR initiatives as required 
• Overseeing Employee Recognition programs – Service Awards, etc. 
• Providing Human Resources policy information and interpretations to collective agreements and/or legislation and company policies & procedures, to internal customers on Human Resources matters including but not limited to relocation, compensation, terms and conditions of employment, terminations, and strategy planning
• Working closely with applicable business lines to facilitate promotions, demotions, transfers, relocations, retirements, and terminations in a professional manner, ensuring balance between organizational and employee needs
• Effectively managing situations/conflicts, working closely with managers to ensure employee relations issues are handled professionally and timely and to minimize risks to the business
• Being the advisor or coach in difficult situations to guide the managers on how to solve the situation
• Conducting investigations, producing final report drafts for approval by Director, and dealing with grievances as required
• Leading the first steps in the grievance process 
• Conducting layoffs/terminations as required, working with terminated employees during negotiations if applicable
• Proactively reaching out on HR communications (ex. supporting All Staff Meetings, leadership/mission meetings, etc.) to improve the employer-employee relationship
• Providing advice, council, support, and coaching to managers and employees as required
• Coaching managers and employees on performance management, including company performance reviews and Individual Development Plans (IDP)
• Supporting and preparing Performance Improvement Plans (PIPs), applying progressive discipline principles as appropriate
• Collecting feedback on training needs and providing feedback to the training & development team for coordination
• Promoting the various internal training resources available to managers and employees
• Performing other duties as required

What we are looking for: 

• Degree or diploma from a college or university program in the field of Human Resources or Business Administration or a related field.
• An HR certification is an asset, CHRP or CHRL Designation would be an asset 
• 7-10 years of related Human Resources work experience or the equivalent in education and experience.
• Experienced level knowledge across Human Resources management disciplines including but not limited to employee relations, talent management, performance management, organizational development, succession planning, total rewards, HR systems and recruitment.
• Experience in a fast pace changing environment managing conflicting priorities 
• Experience working in a unionized environment.
• Demonstrated team leadership skills where success was achieved through use of influence techniques. 
• Advanced relationship management abilities with ability to develop and maintain relationships with individuals at all position levels. 
• Demonstrated ability to recognize “silo” behaviours and effectively coach functions to reduce/eliminate such behaviours.
• Ability to work under pressure and meet strict deadlines.
• Outstanding organizational skills and oral and written communication capabilities.  
• Strong computer skills.  Intermediate level capability in MS Office Suite (Word, Excel, PowerPoint) and working knowledge of HCMS. 
• Highly self-motivated and team player. Comfortable performing duties based on broad general direction and minimal oversight and willing to work cooperatively with others. 
• Advanced facilitation skills 
• Demonstrated reliability and commitment necessary to meet strict deadlines. 
• Strong organizational and advisory skills.  Ability to establish priorities, defines action plans, and monitor performance. 
• Ability to define and manage improvement projects and special initiatives with limited guidance.
• Capability to ‘influence without authority’, working with client groups as a Business Partner
• Strong business acumen, understand the business and able to articulate the business vision 
• Ability to mediate and resolve conflicts and provide rational and objective resolutions 
• Forward thinker with the ability to anticipate and provide proactive insights and solutions
• Strong working knowledge of the Canada Labour Code and other regulatory legislation
• Familiarity with highly unionized environments and ability to read and interpret collective agreements
• Strong working knowledge of full cycle recruitment
• Strong Knowledge of HRMS transactions and administration and how they impact Payroll
• Ability to develop a working level knowledge of CNL's Human Resources policies and procedures, collective agreements and legislation (i.e. Employee Equity, Pay Equity, Official Languages, etc.)
• Ability to consult, support and liaise effectively with a variety of internal and external stakeholders 

Security clearance eligibility required: Reliability Status with Site Access Security Clearance (SASC), which has a minimum requirement of 3 years of verifiable history in Canada, Australia, New Zealand, United States and/or the United Kingdom. 

Why CNL? 

Does working with a team across Canada to advance nuclear science and technology for a clean and secure world speak to you? We're reinventing ourselves to be the pace setters, so we can lead the charge in solving the problems that matter, like building the next generation of clean nuclear and hydrogen energy solutions, developing new and better-targeted cancer treatments, and continuing to lead the world in environmental remediation. 

• Work-life balance is an integral part of our overall health and well-being; at CNL, we value this.  

We offer a complete total rewards package:   

• paid time off (vacation, sick, floater & personal);  
• benefits effective day one, that’s right no waiting period;  
• tuition support  
• and a pension! 

Location:  

CNL works with employees across our Canadian locations to enable a hybrid workforce where possible.  Our Hybrid employees work with their manager to establish expectations for when they will be on site vs when they are working from home.  

About CNL: 

CNL is Canada's premier nuclear science and technology organization and a world leader in developing nuclear technology for peaceful and innovative applications. Using our unique expertise, we are restoring and protecting the Environment, we are advancing clean energy technology, and our medical breakthroughs continue to improve the health of people around the world.  

Our Priorities:  

• Clean energy for today and tomorrow. 
• Restore and protect the Environment. 
• Contribute to the health of Canadians. 

CNL is committed to providing an atmosphere free from barriers that promote equity, diversity and inclusion in achieving our mission. CNL welcomes and celebrates employees, stakeholders and partners of all racial, cultural, and ethnic identities.

CNL also supports a workplace environment and a corporate culture built on our Core Values: Respect, Teamwork, Accountability, Safety, Integrity and Excellence, which encourage equitable employment practices and career prospects inclusive of accommodations for all employees.

CNL is committed to being an equal-opportunity employer. If you require accommodation measures during any phase of the hiring process, please inform the Talent Acquisition Specialist with whom you are in contact. All information received in relation to accommodation requests will be kept confidential. 

The Chalk River Laboratories site is located on the unceded and unsurrendered territory of the Algonquin Anishinaabe people. As an organization, CNL recognizes and appreciates their historic connection to this place. CNL also recognizes the contributions that First Nations, Métis, Inuit and other Indigenous Peoples have made, both in shaping and strengthening this community in particular, and this province and country as a whole.