Loading...
 

Senior HR Business Partner, Expansion Project (term role)

Date: May 5, 2022

Location: Calgary, Alberta, Canada

Company: Trans Mountain

The Trans Mountain Expansion Project will provide increased capacity to support Canadian crude oil production growth and ensure access to global energy markets. The largest project in the pipeline’s history, it involves installing approximately 980 kilometres of new pipeline, as well as new and modified facilities.

 

As a Senior HR Business Partner on assignment with the major project area of Trans Mountain, you’ll have the opportunity to work with a progressive and fast-paced group of Human Resources and senior leadership professionals in the Major Projects department.  This contract position is based in our Calgary office. 

 

Reporting to the Manager, HR Business Relationship and Support, The Project Senior HR Business Partner will be responsible for senior-level advice and counsel to the Trans Mountain Expansion Project (TMEP) leaders in the areas of workforce planning, conflict, talent, and performance management of a large contingent workforce.  The individual in this position will facilitate and guide leaders on existing processes and on complex day-to-day HR-related matters.  The Senior HR Business Partner will provide key input to enhance processes and programs.

 

Key Responsibilities

  • Counsel and advise leaders on workforce planning elements and outcomes, with a thorough understanding of the current external market conditions. 
  • Anticipate project talent acquisition demands and highlight the needs within the workforce plans.  Support project leaders with the utilization of contingent labor to address the varying needs of construction phases.
  • Examine current contingent workforce usage and make recommendations on reductions, where possible.  Plan for either scenario and assist leaders with any urgent actions or spikes in requirements that may arise.
  • Review and monitor the workforce plans and make recommendations to areas with significant changes.  Support redeployment activities within the project construction period and at the completion of the Project.
  • Support the Manager, HR Business Relationship, and Support with various confidential matters, including investigations, performance matters.  Collaborate with HR and EHS to triage confidential matters to be addressed by vendor/agency representatives, to the conclusion.
  • Support the Manager, HR Business Relationship, and Support with HR solutions designed to support TMEP and the values and strategic direction of project execution and of the Company. Recommend enhancements to existing HR procedures and opportunities for new ones.
  • Work with the Manager, HR Business Relationship and Support to monitor emerging trends for the business unit and the clients’ HR needs and work to evaluate, recommend and roll out solutions.
  • Assist with organizational design and management of change processes.
  • Establish hiring requirements and propose practical strategies to source required talent and compensate appropriate skills and market conditions, in collaboration with the Talent Acquisition Team.
  • Liaise with key contacts at vendors/agencies on their contingent workforce, as needed.
  • Refine long-term analysis and monitor and track progress against workforce plans, including workforce reductions plans and actions.  Utilize metrics and data to support planning and decision-making.
  • Prepare presentation material, write letters, and prepare draft reports.
  • Monitor the recruitment lifecycle and report on areas in need of support to drive continued goals and milestones.  Offer sound, unbiased counsel on hiring decisions.  Stay attuned to, and consider, influences on the project construction industry and were finding talent may present challenges.
  • Coach leaders in the areas of policy and process interpretation and where needed, support timely identification to HR leaders on matters that involve risk.
  • Oversee proper offboarding and termination procedures.
  • Collaborate with vendors/agencies to address shared understanding of the unique skillset that this workforce represents, and the lead time needed to secure talent.  Seek to discover other sources for tough find contingent talent, in conjunction with the Talent Acquisition Team.
  • Advise leaders on the benefits of retention of their contingent workers for project completion.
  • Refine processes to select the vendor/agency used to fill vacancies with specialized talent.
  • Continue to enhance processes for worker onboarding and offboarding, create workflows for approvals, etc.
  • Assist with any changes or additions of new vendors/agencies in conjunction with Supply Chain Management.
  • Responsible for timely reporting on various HR initiatives and identification of areas that need to be addressed.
  • Monitor and identify engagement levels within the Project Team environment.  Report on issues to be addressed in a timely fashion.
  • Oversee service delivery of HR programs, policies, systems, and services.
  • Research various topics to address and contribute to special projects.
  • Lead established HR programming, including delivery of training and communication to leaders on various subjects.
  • Understanding of concept to completion of deliverables and the role one plays within that process.
  • Identify and escalate issues to the Manager, HR Business Relationship and Support, as required.
  • Collaborate with other members of the HR team, both in the major projects area and the existing operations for a consistent HR support model.

 

Qualifications and Professional Experience

  • Degree, certification, diploma, license in a relevant field (e.g. Human Resources, Business Administration, Social Sciences) or equivalent combination of education and experience.
  • CHRP designation is preferred, but not required.
  • A minimum of 7 years of HR generalist experience.
  • A mix of experience with construction, field-based, and office workers, preferred.
  • Knowledge of pipeline systems and/or construction of large-scale infrastructure is an asset.
  • Experience with a range of employment types – employee, term employee, contractors/consultants is preferred.
  • Solid understanding of provincial and federal employment legislation.
  • Knowledge of occupational health and safety regulations.
  • Knowledge of how and why to promote inclusivity, diversity, and a sense of belonging for all in a workplace.
  • Experience working with a multi-disciplinary team of project execution and HR professionals.
  • Influential and effective communication skills to guide critical conversations and lead meetings or training.
  • A focus and drive to work collaboratively with others to achieve the best possible outcome.
  • Strong capability to engage leaders in matters of a sensitive and highly confidential nature, utilizing a thoughtful, business approach.
  • Innovative and creative.
  • Exercises good judgment in complex matters.
  • Employs critical thinking skills.
  • Strong advisory skills that consider all positions and needs.
  • Ability to analyze and troubleshoot complex problems with good judgment to make sound decisions.
  • Ability to identify risks and other areas of concern for timely action.
  • Approaches areas of potential conflict with a positive attitude and a plan on how to improve collaboration.
  • Excellent business vocabulary and verbal and written communication skills
  • Ability to identify when to elevate an issue for resolution.
  • Consistently demonstrates a high level of integrity and exercises confidentiality.
  • Exceptional organizational skills.
  • Adaptive to a complex and fluid environment, one of change and evolving priorities.
  • Ability to attend to detail and work in a time-conscious and time-effective manner.
  • Strong coaching and mentoring skills.
  • Strong customer service orientation.

 

Other Requirements and Information

  • Based in Calgary, AB.
  • 0-10%% travel may be required.
  • Office work.

 

In the Fall of 2021, the Government of Canada expressed its expectation that all federally owned or regulated companies (including Trans Mountain) implement polices to ensure that all employees are fully vaccinated against COVID-19.  


In order to be considered as a candidate for a position with Trans Mountain, you must be fully vaccinated or eligible for accommodation based on a certified medical contraindication, religion, or another prohibited ground for discrimination as defined under the Canadian Human Rights Act or applicable human rights legislation.
 

We Build Careers and Pipelines That Last

Our story is about determination, resourcefulness and resilience. It’s about charting our own course, finding innovative solutions to challenging problems and doing the right thing. It was true when Trans Mountain became a company in 1951 and it’s just as true today. We welcome new members to our team that embrace the qualities in our story, that thrive on the new path and directions we take.  Our culture is one of care and taking our responsibilities seriously. If you would like to contribute to our culture, then join our journey.

 

A Rewarding Opportunity. We offer:

  • A place to share a sense of purpose and build relationships.
  • Meaningful work that makes a difference.
  • An opportunity within the Canadian energy industry.

 

In keeping with Trans Mountain’s commitment to maximize benefits for communities, priority will be given to qualified candidates from Indigenous, local and regional communities along the Trans Mountain existing, and expansion, pipeline corridor.

 

In Alberta, the existing pipeline system spans the traditional territories of Treaty 6, 7 and 8, and the Métis Nation of Alberta (Zone 4).

 

In British Columbia, the system crosses the traditional territories of numerous First Nations that are affiliated with the Secwepemc, Dakelh (Carrier), Nlaka'pamux, Syilx/Okanagan, Interior and Coast Salish, Stó:lo, as well as the Métis.

Trans Mountain also operates through 15 First Nation Reserves located within the region spanning the BC interior through Fraser Valley.

 

Our Commitment to Diversity and Inclusion

Trans Mountain is committed to supporting diversity and individual differences.  The diverse viewpoints and cultural knowledge that our employees bring to work enrich our organization’s collective cultural understanding, which is reflected in the work we do every day.  Trans Mountain welcomes new team members from traditionally underrepresented groups, including women, Indigenous Peoples, members of visible minorities and persons with disabilities.