Senior Manager, People Business Partner

Job title:

Senior Manager, People Business Partner

Company

Corby Spirit and Wine

Job description

Company Name: Hiram Walker & Sons Ltd.

Location: Windsor, ON, Canada

Hiram Walker and Corby’s portfolio of owned brands include some of the most renowned brands in Canada, including JP Wisers, Canadian Whisky, Lamb’s Rum, and Polar Ice Vodka. Corby distributes leading Pernod Ricard international brands such as ABSOLUT Vodka, Chivas Regal, Glenlivet, Ballantine’s Scotch Whiskies, Jameson Irish Whiskey, Beefeater Gin, Malibu Rum, Kahlua Liqueur, Mumm Champagne, Jacob’s Creek, Wyndham Estate and Stoneleigh wines. An overview of the entire Corby portfolio shows over 5,000,000 cases sold annually, with Corby being a significant importer of wines and having an approximate 21 percent market share of spirit sales in Canada. We were named one of Canada’s Best Workplaces for 7 years by The Great Place to Work® Institute Canada, based on employee survey results and an audit of workplace excellence and people management practices.

Working here is all about igniting conviviality in all that we do. Derived from the French word convivialité, it means human connection, authenticity, friendly, and jovial. We are in the business of creating moments that matter, starting with how we work! Let your ambition lead you toward outstanding opportunities with progressive rewards. For insight on our heritage please click:

Position Summary

The role of the Senior Manager, People Business Partner is both a strategic and a tactical position. Under the direction of the Senior Director, People Business Partner Operations the People Business Partner (PBP) is responsible for leading the people strategic agenda in addition to supporting key functions for their assigned client group including talent selection; talent development; roster management; implementation of employment policies/ programs, in-line with collectively bargained agreements and ad hoc projects.

The ideal candidate has a solid understanding of Canadian union manufacturing operations with and proven track record. This individual is expected to foster continuous transformation, shaping processes and a culture that together improves the organization’s operational effectiveness as well as its capacity for change.

Organizational Development

• In partnership with Organizational Development team and Functional Leadership implement company talent initiatives and programs, accountable for Talent and Succession planning.
• Ensure Talent and capabilities align to business strategy through building relationships with Site Leadership to foster an environment which supports their identified Talent initiatives.
• Lead regular Talent review processes to build both short and long-term Talent priorities.
• Partner with and develop Leaders to champion career development by driving and supporting individual development plans to build bench of talent for the site.
• Support and implement Company Performance Management programs.
• Lead and drive annual talent and performance calibration programs.
• Lead annual reward calibrations and support results with leaders and employees.

Talent Acquisition

• Influence and support the talent acquisition strategies in close partnership with the centralized Talent Acquisition team, to ensure the hiring of high-quality talent for the business.
• Provide input about role & business context to Talent Acquisition during selection as needed.
• Participate in the selection process to ensure applicants represent the best fit for meeting open position requirements, including ensuring organizational fit.
• Influence and work collaboratively with Site Leadership teams to identify critical hiring and organizational needs.

People Support

• Provide guidance to people managers in compliance with Collective Bargained Agreements (CBA) and ensure empowerment to take actions when needed.
• Provide employees and managers with advice, counsel, and coaching to develop a strong culture.
• Champion organizational annual Objective setting programs and drive understanding and compliance with the quarterly Key Result processes.
• Strong connectivity to location union leaders to ensure adherence to CBA.
• Participate in grievance and contract related processes or challenges in good faith.

Employee Experience

• Partner with central People Relations team to manage employee relations for non-CBA covered employees, including the support of any investigations and disciplinary actions which may take place. Follow up as appropriate to address employee questions, issues, and concerns.
• Ensure compliance with active CBA, all Company, Provincial and Federal policies/regulations as set forth across the Company through partnership with People Relations and Engagement team and the PRNA Employment Counsel.
• Analyze and partner with Sr. Director, PBP Operations and Site Leadership the employee engagement and wellbeing survey process/results and be accountable to ensure appropriate action steps are taken.
• Drive employee experience across the organization to align with CBA, values, goals, and strategies.
• Partner with the Employee Experience COE to implement initiatives to ensure strong employee morale, engagement, and recognition.

Administration

• Accountable for union contract adherence and renegotiation in partnership with headquarters Legal and People Relations team.
• In partnership with the Total Rewards & People Solutions COE, propose and implement enhancements to the administration of people processes and programs to increase efficiency and enhance the employee experience.
• Accountable for ensuring adherence to headcount budget across assigned teams.
• Responsible for people data in HRIS to ensure accuracy and any changes or alterations are done timely and through the established processes put into place.
• Adhere to and utilize all HR tools and practices for ensuring accurate, timely and up to date information is used to maintain HRIS and other key HR data sources.

Adhoc Projects

• Collaborate with Manager on special projects – i.e.: organizational design; program rollouts, restructures, etc.
• Partner with the Talent Management team on special talent initiatives – i.e.: Coach assignments, Global Learning opportunities, etc.
• Support Learning initiatives and programs; including supporting facilitation of key programs across the Walkerville Site.

Requirements

• B.A. or B.S. required. Master’s degree a plus.
• 5+ years of proven HR Generalist/Talent experience. 10+ Years Human Resources Management; with experience in a Distillation Manufacturing environment preferred.
• Strong experience with Canadian Union workplace.
• Demonstrated unionized manufacturing client focus and ability to build relationships successfully across all levels of organization.
• Capable of leading meetings and/or presentations as necessary.
• Attention to detail and excellent follow-through and delivery required.
• Work well under pressure, ability to prioritize, multitask, and operate autonomously and on a team in a deadline driven environment.
• Excellent interpersonal and communication skills, both written and verbal.
• Ability to exercise good judgement and handle sensitive information with discretion.
• Ability to use data to tell a story and drive both people and business strategy.
• Proficiency with HRIS (Workday preferred), MS Office Suite and other tools used for driving performance and engagement.
• Comprehensive knowledge of Canadian employment laws.
• Ability to navigate complex and challenging situations within a unionized environment with poise and resiliency.
• Proven experience developing strong partnerships with key stakeholders (Local Site Operations leaders, HR COE, Union leadership) particularly in supporting them through successful execution of significant organizational change initiatives and in organizational effectiveness and design initiatives.
• Understanding of TQM and Lean Manufacturing principles and Organizational Design work around Purpose and Values implementation would be an asset.
• Strong Business acumen, organization assessment and strategic organization architecture design and execution capability.

We welcome and encourage applications from individuals from all groups, including aboriginal, women, visible minorities, and persons with disabilities, regardless of race, ethnicity, sexual orientation, creed, family status, national origin, age, and gender.

Pernod Ricard and its Canadian Affiliates Corby Spirit and Wine Limited, and Hiram Walker & Sons Ltd. are committed to providing accessible employment practices. Should you require accommodation during any phase of the recruitment process or wish to view our accommodation policies, please contact the Human Resources Department at . For Ontario Applicants, our practices are in compliance with the Accessibility for Ontarians with Disabilities Act and the Ontario Human Rights Code.

Job Posting End Date:

Target Hire Date: 2024-02-01

Target End Date:

Expected salary

Location

Windsor, ON

Job date

Tue, 30 Jan 2024 02:49:33 GMT

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