Key Responsibilities Include
Maintain current understanding of the organization's financial status, product and service offerings, customer segments, and revenue-generation models.
Scan the broader business environment on an ongoing basis for trends and issues that may affect talent management in the organization.
Identify any valid insights, and provide recommendations to the business.
Provide business leaders with perspective on business decisions by leveraging strong knowledge of all people functions.
Change management – evaluate the impact of proposed changes on employees, and manage change to create minimal impact
Collaborate with business leaders to design organizational structures, job roles, and employee lifecycle processes to drive organizational strategy.
Maintain a current knowledge of legislation and regulation that relate to people issues, and participate in recommending appropriate policies and procedures.
Assist in the creation of the annual People Strategy plan for their divisional units.
Operationalize, implement, govern and provide feedback on corporate programs that are developed by the Director, Corporate Programs and Governance.
Provides Counseling and Communications
Act as a single point of contact and intermediary for employees and managers in assigned customer groups.
Actively reach out to business leaders and work with them to collaboratively identify opportunities for people strategies and create improvements.
Delivering tools, coaching and training to leaders and managers in order to build skills and knowledge regarding the management and resolutions of people issues.
Identifies problems that may be linked to performance, personal or emotional issues.Counsels accordingly and documents as appropriate.
Provides direction regarding the disability management (Leaves) process
Workforce planning – works strategically with senior leaders on people plans to include workforce planning, and organizational and role design customers (business unit leaders) to identify upcoming needs and plan resources appropriately.
Processes and Planning
Coordinate with People and Development function experts and others to deliver on business requests and solve business problems.
Implement people related programs within business units, such as rewards and recognition and career development
Provides direction/Counselling to managers, letters, grievances, investigations, termination etc.
Position Evaluation:Co-administers the Position Evaluation program to ensure that job descriptions are up to date and fairly graded.
Performance Management, Assessing, Training and Succession Planning
This role will be responsible for providing support, feedback and ensuring the performance management of all staff is occurring, driving a performance culture to make sure the future needs of the organization are met.
Will work with their divisions to talent map and succession plan team members
Will identify developmental needs and plans for team members to ensure they are creating a pipeline and succession within their client groups.
Brokering the full range of People Solutions services & programs to build leadership capabilities and organizational transformation.
Labour and Employment Relations
Providing employee and labour relations consulting services on HR related matters including but not limited to performance management, corrective and progressive discipline (up to and including terminations), workplace accommodations, attendance management and other people issues so that managers can deliver on their strategic and operational business plans
You will be responsible for providing sound advice around grievances and arbitrations.
You are current, and take calculated risks to ensure we are driving our performance culture while maintaining employee engagement and positive union-management relations.
Responsible for assisting leadership teams in driving employee engagement and team member experience
Will be able to do this while maintaining precedent in the organization and mitigating risk.
Completion of an applicable post-secondary degree (e.g. HR/Business) or equivalent work experience
5 years or more directly related experience
Other Skills or requirements:
Experience working with an HRIS system such as Workday
Extensive knowledge of various human resources functions with emphasis on strategic HR partnership
Excellent analytical and negotiation skills
Experience working with and implementing business strategy
Experience in labour and employment relations
Excellent communication and interpersonal skills
High energy, enthusiastic, and will drive employee engagement
Ability to be innovative, pro-active, well organized, with strong time management skills
Ability to work very quickly and accurately within short deadlines
Incredibly adaptive to change and being a change leader for the organization
High level of business acumen – ability to interact with all levels of Management
Valid BC Driver's License and a clean drivers abstract
Business travel required (amount dependent on client groups)
About The British Columbia Automobile Association (BCAA) is a mission-driven services organization committed to delivering peace of mind to our Members and customers across B.C. and the Yukon. With over 800,000 Members, BCAA serves 1 in 3 B.C. households. The Association received the 2012, 2013, and 2014 J.D. Power and Associates awards for “Highest Customer Satisfaction among Home Insurance Providers in Western Canada,” and is famous for providing roadside assistance and an array of home, auto and travel insurance products and services. BCAA Members can also benefit from CAA Dollar rewards, savings on BCAA insurance products and exclusive offers at Show Your Card & Save locations throughout the province and internationally.
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