HR/LR Business Partner

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About the role

Job Description HR/LR Business Partner Vacancy Status Yes - This posting is for an existing vacancy within the organization and is open to new applications. (Backfill) AI Disclosure As part of the application process, Artificial Intelligence will be used in the hiring process for this role Onsite - This role is categorized as onsite. This means the successful candidate is expected to report to St.Catharines Propulsion on a full-time basis. As a member of GM's Human Resources Team, you will lead and coordinate assigned business functions in day-to-day HR/LR activities and provide direction and leadership that aligns and supports our objectives, mission and culture. You will work strategically with assigned functional business leaders in the plant to develop positive working relationships, build engagement with our Union partners, problem-solve, attract and retain talent, including collaborating with COEs relative to strategic workforce planning. Collaborate with plant leadership to provide direction on specific transformation efforts, talent development, performance management, and workforce/organizational planning. As a member of the St.Catharines Propulsion  HR/LR Team, you will demonstrate behaviours that promote a strong inclusive workplace culture that attracts and motivates others while supporting our overall HR/LR strategic objectives. We are looking for the ideal candidate to have have a strong financial and forecasting acumen, possess a deep understanding of our Company, brands, function, and products; and understand legal requirements at an execution-level related to the management of employees, reducing legal risks and ensuring regulatory compliance. Key Responsibilities Core HR: • Create a high touch/personal HR experience by supporting employees with questions, concerns, and general engagement. • Partners with employees and management to communicate various human resource policies, procedures, laws, standards, and other government regulations and provides guidance when appropriate. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the HR Policy consultant and legal department as needed/required. • Works closely with employees, Business HR, and managers to improve work relationships, build morale, and increase productivity and retention. • Partner with BHR related to Talent Management and Development matters providing data and support on implementation of actions • Provide talent and performance management guidance to leaders (i.e. coaching, consulting, corrective actions, and crisis relations) • Partner with Policy & Investigation COE to support complex employee relations issues and investigations. • Supports onboarding in conjunction with People Leaders and Onboarding Buddies • Conducts exit interviews, analyzes attrition data and partners with Business HR to develop recommendations for corrective action and continuous improvement. • Identifies individual leadership coaching needs and performs necessary coaching to employees. • Collaborate with colleagues and consult with people leaders on individual employee compensation matters to ensure alignment to pay for performance and employee recognition programs • Identify areas of opportunity for continuous improvement and partner with COEs to build effective working relationships and provide constructive field perspective to influence common processes and procedures Labor: • Maintains working relationship with union officials and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions, including investigating, answering, and settling grievances • Adminis

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