Regional Human Resources Business Partner

The Human Resources Business Partner serves as the key front-line resource for HR policy implementation and operational support. This role involves close collaboration with local management to ensure organizational objectives align with established HR protocols. The HRBP is responsible for the day-to-day support of operations employee relations adherence to labor laws and internal policies procedures and benefit programs.

Responsibilities:

• Demonstrate strategic HR mindset ownership and project management accountability for operationalizing both project and change management initiatives.
• Partner closely with shared services HR teams to develop and assess data-driven programs and reports providing fiscal insights and recommendations related to staffing levels deployment turnover absenteeism compensation promotions and employee productivity.
• Seek and obtain internal and external information and guidance as required and as appropriate.
• Participate in engagement initiatives with employee groups that focus on communication planning and problem solving to ensure excellent employee relations.
• Active and collaborative partnership with relevant parties throughout M&A activities.
• Design and lead both change and project management initiatives of a regional and/or organizational scope leveraging HR metrics and data insights to inform strategy guide decision-making and measure impact.
• Provide resolutions to both labor and employee relations issues by conducting thorough and objective investigations.
• Participate in labor relations issues emerging as a critical voice in grievance meetings and arbitration as well as actively participating in the development/ maintenance of the collective agreement through renegotiations/negotiations. Will provide support to the Director of LR/HR in preparing union proposals ahead of negotiations.
• Stakeholder management & partnerships with functional leaders across the operation providing guidance on policy interpretation performance management coaching and counseling managers and employees.
• National scope lead on identified HR-related projects.

Requirements

• 5 years of experience in progressive human resources areas of expertise.
• Post-Secondary education in Human Resources.
• CPHR/SHRM designation or equivalent.
• Bilingual proficiency in English and Spanish (written and verbal) required.
• Proficiency with Google and/or Microsoft Office (Word Excel Outlook PowerPoint) and HRIS systems (Workdaypreferred).
• Experience working in a large complex multiple stakeholder and unionized environments.
• Strong knowledge and experience of current Human Rights and Employment Standards to resolve matters independently while using appropriate judgment to seek guidance and counsel as required to navigate complex matters.
• Demonstrated experience in writing professional documentation such as policies procedures labor briefings business casesand corporate communications.
• Travel to various sites will be required (30%).

We thank you for your interest. Only those selected for an interview will be contacted.

GFL is committed to equal opportunity for all without regard to race religion color national origin citizenship sex sexual orientation gender identity age veteran status disability genetic information or any other protected characteristic. If you are interested in applying for employment and need special assistance or an accommodation to apply for a posted position please contact

Please note that GFL does not provide visa sponsorshipfor this position. Valid work authorization in the country where the job is located is candidates will be required to provide valid documentation confirming their eligibility to work in the country where the job is located prior to their start date.

This hiring process may utilize machine-based systems to assist in screening and assessing applicants. Final selection decisions are made by our recruitment team.