Job Description
Napoleon leads the way with innovative engineering, advanced manufacturing techniques, unsurpassed customer service and remarkable product quality. Our award-winning products offer a best-in-class experience for all customers’ home comfort needs. While we are proudly Canadian, Napoleon is also fortunate to operate on a world-side scale.
The warmth and experience that Napoleon products brings to the homes of our customers transcends borders, language, and cultures to enhance everyday living across the globe. Throughout North America, Europe, South America and Asia, Napoleon creates memorable moments through our stunning designs and innovative technologies.
Title: HR Business Partner
Reports to: HR Business Partner Manager
Reporting to the HR Business Partner Manager, the HR Business Partner (HRBP) position plays a critical role in aligning HR strategies with business goals by partnering with organizational leaders to manage their human capital and achieve operational excellence. The HRBP acts as an agent of change, responsible for leading, implementing and delivering HR initiatives. The HRBP provides comprehensive HR consultation to designated client groups, working with leaders to prioritize strategic people solutions that accelerates the achievement of business objectives through talent management, rewards and recognition, and organizational effectiveness. The position requires a strong HR background, excellent communication skills, and the ability to navigate complex HR challenges.
Key Responsibilities and Accountabilities:
Strategic Business Partnership: Collaborate with senior leaders and managers to understand their business objectives and provide HR consultation, guidance, and support.
Workforce Planning and Talent Management: Partner with business leaders and COE to identify workforce needs, develop talent acquisition strategies, and implement effective talent management practices to attract, develop, and retain top talent.
Associate Relations: Provide expert advice and guidance on associate relations matters, ensuring fair and consistent treatment of associates, managing conflicts, and promoting a positive work environment and highly engaged associates.
Performance Management: Support the performance management process by providing guidance on goal setting, performance evaluation, continuous feedback, talent reviews and coaching to drive associate growth and development.
Organizational Development: Identify organizational needs, develop strategies, and implement initiatives to enhance organizational effectiveness, such as change management, talent planning, succession planning, and associate programs.
HR Policy and Compliance: Collaborate with COE’s to develop HR policy. Implement, and communicate HR policies and procedures in compliance with legal requirements and industry best practices. Ensure consistent policy interpretation and application.
HR Data Analysis and Reporting: Utilize business data and analytics to identify trends, assess the effectiveness of HR programs, and generate reports to support data-driven decision-making.
Associate Benefits and Compensation: Collaborate with COE Total Rewards team to ensure competitive compensation and benefits programs, including salary benchmarking, job evaluations, and rewards recognition initiatives.
HR Projects and Initiatives: In partnership with COE, contribute to HR projects and initiatives aimed at enhancing HR programs, process flow and communication.
Stay Current with HR Trends: Stay abreast of industry trends, emerging HR practices, and employment legislation changes to proactively advise management on potential impacts and opportunities.
Education and Experience:
Bachelor’s Degree and/or certificate in Human Resources, Business Administration, or a related discipline.
Minimum of 5 years of progressive Human Resources experience with a minimum of experience and expertise in at least three (3) of the following: recruitment, talent management, compensation/total rewards, employment policy, DEI, employment law, HR systems, associate relations, change management or 2 years’ experience in a HRBP role.
Preferred CHRP designation.
Proficiency with HRIS (UKG preferred), and Microsoft Suites. Strong data analysis skills, spreadsheet modeling, and the ability to create and maintain complex spreadsheets.
Demonstrated knowledge of human resources related legislation (ESA, OHSA, Human Rights Code, AODA, PIPEDA, etc.).
Planning, organizational, and project management skills with the ability to work under stress and manage time and resources effectively – leading multiple priorities.
Strong writing skills with a demonstrated ability to craft clear, concise, and effective written communications (i.e.: Reports, emails, documentation, etc.).
Highly organized with keen attention to detail.
Background in a manufacturing environment preferred and/or required based on the business area of support.
The warmth and experience that Napoleon products brings to the homes of our customers transcends borders, language, and cultures to enhance everyday living across the globe. Throughout North America, Europe, South America and Asia, Napoleon creates memorable moments through our stunning designs and innovative technologies.
Title: HR Business Partner
Reports to: HR Business Partner Manager
Reporting to the HR Business Partner Manager, the HR Business Partner (HRBP) position plays a critical role in aligning HR strategies with business goals by partnering with organizational leaders to manage their human capital and achieve operational excellence. The HRBP acts as an agent of change, responsible for leading, implementing and delivering HR initiatives. The HRBP provides comprehensive HR consultation to designated client groups, working with leaders to prioritize strategic people solutions that accelerates the achievement of business objectives through talent management, rewards and recognition, and organizational effectiveness. The position requires a strong HR background, excellent communication skills, and the ability to navigate complex HR challenges.
Key Responsibilities and Accountabilities:
Strategic Business Partnership: Collaborate with senior leaders and managers to understand their business objectives and provide HR consultation, guidance, and support.
Workforce Planning and Talent Management: Partner with business leaders and COE to identify workforce needs, develop talent acquisition strategies, and implement effective talent management practices to attract, develop, and retain top talent.
Associate Relations: Provide expert advice and guidance on associate relations matters, ensuring fair and consistent treatment of associates, managing conflicts, and promoting a positive work environment and highly engaged associates.
Performance Management: Support the performance management process by providing guidance on goal setting, performance evaluation, continuous feedback, talent reviews and coaching to drive associate growth and development.
Organizational Development: Identify organizational needs, develop strategies, and implement initiatives to enhance organizational effectiveness, such as change management, talent planning, succession planning, and associate programs.
HR Policy and Compliance: Collaborate with COE’s to develop HR policy. Implement, and communicate HR policies and procedures in compliance with legal requirements and industry best practices. Ensure consistent policy interpretation and application.
HR Data Analysis and Reporting: Utilize business data and analytics to identify trends, assess the effectiveness of HR programs, and generate reports to support data-driven decision-making.
Associate Benefits and Compensation: Collaborate with COE Total Rewards team to ensure competitive compensation and benefits programs, including salary benchmarking, job evaluations, and rewards recognition initiatives.
HR Projects and Initiatives: In partnership with COE, contribute to HR projects and initiatives aimed at enhancing HR programs, process flow and communication.
Stay Current with HR Trends: Stay abreast of industry trends, emerging HR practices, and employment legislation changes to proactively advise management on potential impacts and opportunities.
Education and Experience:
Bachelor’s Degree and/or certificate in Human Resources, Business Administration, or a related discipline.
Minimum of 5 years of progressive Human Resources experience with a minimum of experience and expertise in at least three (3) of the following: recruitment, talent management, compensation/total rewards, employment policy, DEI, employment law, HR systems, associate relations, change management or 2 years’ experience in a HRBP role.
Preferred CHRP designation.
Proficiency with HRIS (UKG preferred), and Microsoft Suites. Strong data analysis skills, spreadsheet modeling, and the ability to create and maintain complex spreadsheets.
Demonstrated knowledge of human resources related legislation (ESA, OHSA, Human Rights Code, AODA, PIPEDA, etc.).
Planning, organizational, and project management skills with the ability to work under stress and manage time and resources effectively – leading multiple priorities.
Strong writing skills with a demonstrated ability to craft clear, concise, and effective written communications (i.e.: Reports, emails, documentation, etc.).
Highly organized with keen attention to detail.
Background in a manufacturing environment preferred and/or required based on the business area of support.
💡 Quick Summary
Seeking a career-building opportunity? The Human Resources Business Partner position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Barrie offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.