Senior Human Resources Business Partner

Key Responsibilities

1. Business Partnership and Strategic Influence:

Trusted Advisor: Act as a privileged strategic partner to the Vice-Presidents and District Managers of your client group. You challenge the status quo and advise leaders on management and structural issues. You advise different levels of management with the same expertise, influence, and tact. You interact with a varied range of managers, from the front-line supervisor to the Vice-President.

Change Catalyst: Support organizational managers in transformation projects, structural evolution, process optimization, and change management to ensure organizational agility.

Integrated Expertise: Navigate easily between immediate operational needs and the long-term vision, ensuring equity and coherence in the application of HR practices.

2.HR Consulting and Development:

Active HR Management: Support regional managers in executing annual HR cycles, namely global compensation, talent management, talent acquisition, and employee experience, with an expert consultant approach.

Executive Coaching: Act as a coach for managers at all levels. You adapt your approach to develop leadership, change management, and succession planning, whether for new managers or experienced executives.

Elevate Management: Elevate personnel management skills (discipline, absenteeism, decision-making) by coaching managers on best practices.

3.Labor Relations and Compliance (Unionized & Non-unionized):

Labor Relations: Act as a labor relations expert with the support of our COE. You advise management on the interpretation of collective agreements, manage complex disciplinary issues, and actively participate in negotiation strategies.

Rigorous Management of Interventions: Lead or collaborate on sensitive investigations (harassment, discipline) and recommend administrative or disciplinary measures accompanied by corrective action plans.

Work Climate: Cultivate a healthy and high-performing work environment, whether unionized or non-unionized, through proactive interventions and expert management advice to managers regarding conflicts.

Legal Compliance: Guarantee the organization's integrity regarding labor laws and OHS standards, managing risks to protect ALC's reputation and compliance.

4. Talent Management and Performance:

Talent Management: You will be called upon to participate in talent management activities (9box, Succession, critical roles, etc.) and play a role of influence. You will be involved in various actions to enable our talents to be discovered, developed, and progress within the group (development plan, career discussion, exit interviews, external recruitment, etc.). Your analysis of our resources and influence on planning allows for anticipating future needs and maintaining a culture of excellence.

Performance Management: Support managers in the annual performance management cycle, participate in calibration exercises with the entire division.

Talent Acquisition: Collaborate with the Talent Acquisition COE team and your managers to define strategic profiles (executives and key positions) and ensure successful integration (onboarding).

5.Ensures appropriate management and compliance with compensation programs and administrative processes in their region:

In line with the deployments of the Global Compensation COE team, ensures that the management of annual salary increases and variable compensation programs complies with ALC standards and objectives. Manages administrative processes via Workday.

6.Participates in the development of HR programs and takes part in special projects:

Participates in the development and deployment of programs and processes compliant with ALC standards (employee benefits, job evaluations, salary reviews, internal transfers, training, career development, recruitment, etc.). Provides necessary guidance and support to the HR team. Encourages the sharing of information, knowledge, best practices, and experiences within the team. Participates in special HR projects.

7.Safety/Quality:

Participates in promoting ALC's safety and quality objectives. Is involved with the health and safety and operations teams during workplace accident investigations that may lead to disciplinary actions;

Works with their own team and multidisciplinary teams to continuously improve working methods and introduce adequate corrective and preventive measures.

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Are you a MATCH?

Required Qualifications

Bachelor's degree in Human Resources or Labor Relations or Business Administration with a certain number of HR credits.

6 to 8 years of experience in an industrial or manufacturing environment.

Minimum of 3 years of experience in a unionized environment;

Bilingualism required (French and English) in writing and speaking to collaborate with all regions of Canada

Sharp understanding of operational and financial issues and ability to translate business issues into high-value HR solutions.

Proven ability to influence leaders at all levels and navigate complex matrix environments.

Preferred Qualifications

You are recognized for your speed of execution and resilience, as well as your ability to act quickly.

Ability to make informed decisions in contexts of ambiguity or urgency.

Quickly identify delicate situations and seek different solutions to solve a problem.

Our Differences make our Performance

At Air Liquide, we are committed to build a diverse and inclusive workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world.

We welcome and consider applications from all qualified applicants, regardless of their background. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world.