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Position Title:             HR Business Partner

Position Type:           Full-time, Indeterminate

Location:                      Ottawa

Position reports to:  Vice President, Finance

About Lépine

Lépine is well established as a premier builder and landlord in Eastern Ontario, and specializes in building premium, resort-style, multi-family apartment communities. They have built well over 10 million square feet of residential construction and continue to grow. The company’s principals of uncompromising quality and investment in the future of real estate have been their guiding compass while charting a new course for the home building industry. With over 60 years of construction history and more than 40 multi-residential properties, Lépine has led the way in creating a new standard of living, unique in today’s rental markets in Canada.

 

Lépine believes that when you build quality you build a solid investment. When living space is designed to reflect and connect with the beauty of the creation surrounding it, occupants are inspired to live a healthy and active lifestyle. Being active in nature and in the community fosters safe and respectful neighbourhoods. These communities provide the structure of socially strong and prosperous cities which are in turn the foundation of this great country.

 

The Human Resources (HR) Business Partner position is a key position within the Lépine organization. The HR Generalist will act as a change-agent using both a consultative and hands-on approach, and broad generalist knowledge, who works closely with management and staff to provide guidance and support that fosters a culture of growth and innovation, client-focus, professionalism, learning, and personal development in the following functional areas:

  • Employee/labour relations

  • Employment compliance

  • Organizational change

  • Policy implementation

  • Recruitment/workforce management and onboarding

  • Compensation administration

 

POSITION CONTEXT:

 

  • This position is a key position within the Lepine organization. Although the role reports directly to the VP Finance, informal direction may come from the President. The role is one of two HR-related positions reporting to the VP Finance. While there are many points of overlap and collaboration between the two HR-related positions, this position will focus primarily on the property management and corporate office, while the other position will focus primarily on the construction side of the business

  • The position interacts with senior leadership, comprised of three VPs and the President. This role also interacts with committees, managers and staff for a variety of HR-related functions.

 

POSITION RESPONSIBILITIES

HR Leadership

  • Provides strategic counsel and guidance on a variety of HR subjects (i.e. organizational design, HR practices, change management, talent acquisition, employee development, engagement, inclusion and diversity, performance management, employee relations, etc.)

  • Supports the development and implementation of a comprehensive human resources strategy. Incorporates an understanding of business priorities and challenges, researches and provides recommendations to the leadership team on significant HR issues, emerging trends, opportunities, technologies and industry/human resources best practices

  • Drives a culture of growth, high performance and positive employee relations

  • Leads, executes or participates in HR projects, programs and initiatives in a way that supports internal equity, fairness, engagement, and the company’s competitiveness

  • Maintains knowledge of, and provides, interpretation and advice on applicable HR legislation to shape decision-making

  • Develops new ways of attracting top talent, confirming best fit, and ensuring the company’s succession plan

  • Oversight of the organization’s Occupational Health and Safety program.

 

HR Service Delivery

  • Develops and implements HR programs supporting talent acquisition, talent development and optimization, diversity and inclusion, performance management, and employee engagement, among others, and provides managers with the tools to effectively manage these programs at the operational level

  • Monitors and guides management team towards compliance with all HR-related legislative requirements

  • Provides guidance and advice and counsel on performance and HR matters to supervisors and employees. Escalates issues of greater concern to leadership, or where appropriate, outside counsel

  • Provides interpretation and advice on HR policies and procedures to management team, and others, as applicable

  • Responds to questions from employees. Records and investigates complaints, as applicable

  • Manages the recruiting process ensuring compliance, integrity, and equity. Creates recruiting and interviewing plans for each open position identifying effective and innovative sources

  • In collaboration with hiring managers, leads and executes recruitment activities including job skill assessment, job evaluation, job descriptions, job postings, the selection framework, the processing and screening of applicants, the preparation of interview templates and participation in interviews (as required), reference checking and structuring / negotiating employment contracts

  • Onboarding of new employees

  • As required, creates, modifies, edits, and proofreads policies, procedures, employment agreements, and other HR-related documents

  • Provides support to managers in drafting, updating, and evaluating job descriptions

  • Conducts exit interviews, identifies key issues and trends and makes recommendations as appropriate

  • Monitors and reports on key HR metrics

  • Implements and manages various compensation plan elements including assessing new/revised positions and making recommendations for any compensation changes to the VP Finance

  • Maintains and ensures the security of files and records for staff resources of the company

  • Supports, from a HR perspective, with the organization’s expansion

  • Responds to internal and external HR related enquiries, as appropriate

  • Other responsibilities as the position continues to evolve.

 

POSITION REQUIREMENTS

Education and Experience

  • 5 years’ progressive experience in Human Resources

  • College or university level degree in Human Resources, Business, or a related field, or an equivalent combination of educational and working experience

  • A completed or in progress certification in Human Resources (CHRP or CHRL) is a strong asset

  • Experience in supporting construction, property management, engineering or architectural work environments is an asset

 

Professional Competence

  • Strong HR Generalist background with core competencies in the areas of recruitment and workforce planning, employee/labour relations, and organizational change

  • Experience advising senior management in a strategic capacity

  • Demonstrated ability to meet strategic objectives for HR and the organization

  • Demonstrated change management experience within an organization

  • Experience in recruitments, including creation of systems and tools

 

Knowledge

  • Strong and extensive knowledge of up-to-date human resources practices, trends, and legislation

  • Knowledge in the areas of benefits and compensation

 

Linguistic Profile

  • English Essential w/basic comprehension of French (conversational)

  • Bilingualism (English & French) is a strong asset

 

Personal Suitability

  • Effective communications skills. Able to communicate at all levels to influence and build consensus both strategically and operationally

  • Capacity to lead strategically, roll up sleeves, and work collaboratively with teams

  • Proven ability to enhance department reputation by accepting ownership for accomplishing new and different requests and exploring opportunities to add value to job accomplishments

  • Innate aptitude for professional ethics and integrity

  • Forward-thinking change agent capable of prioritizing and managing multiple tasks and projects

  • Can effectively manage difficult and sensitive situations and conversations. Can establish great rapport and credibility with all stakeholders utilizing tact and diplomacy

  • Is level-headed with a positive attitude and strong emotional intelligence

  • Able to deal with ambiguity and reprioritize tasks in response to unexpected changes in priorities/requests in a fast-paced environment

  • Focus on continuous improvement both personally and professionally. Open-minded, seeks and values others’ input, expertise and feedback, demonstrating a willingness to learn from other team members

  • Is a good listener, maintaining a high-level of confidentiality in all aspects of work

  • Is an ambitious go-getter, seeking growth and challenge.

 

Working Conditions

  • The work is primarily performed in an office environment

  • Has work hour flexibility with occasional weekend or evening activities

  • The HR Generalist will be required to travel between local building locations between 5 and 10% of their time.

 

To Apply

This recruitment is being led by TAP Strategy & HR Consulting. All inquiries and applications for the role are to be addressed with TAP Strategy directly.

 

If you feel this role is right for you and you meet the qualifications, please send us your cv and a cover letter by clicking on the “Apply Now” button. Your submission should quote the reference number TS-2021-05.

 

While we would like to respond to all applicants, only those who are to be considered further will be contacted.

 

TAP Strategy & HR Consulting respects employment equity and values diversity and inclusion. If you require accessibility accommodation during this process – please let us know and we will work with you to make sure your needs are met.

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