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Job Summary

The Human Resources Business Partner is responsible for collaborating with the assigned client group and providing advice and Subject Matter Expertise (SME) on all matters relating to Human Resources (HR) and Labour Relations (LR). The position is accountable for implementing HR and LR initiatives, including a leading-edge talent management program. The incumbent acts as a change agent for the client’s LR approach and how they lead others. In addition, the role ensures superior coaching and influencing skills to counsel managers at all levels, fostering positive working relationships with both clients as well as Union employees and officials working under the Collective Bargaining Agreements associated with the assigned client.

Main Responsibilities

Project Management and Talent Leadership

• Lead the talent stream within the broader project, ensuring alignment with overall project goals

• Act as a lead in creating a roadmap, schedule, and ensuring timely execution of all employee activities, including talent, change, and culture

• Act as a liaison between HR, project teams, and leadership to ensure consistent communication about talent progress, challenges, and outcomes

• Provide regular updates and reports to project leadership and internally to HR

Skills Development and Training Programs

• Collaborate with project managers, department heads, and team leads to assess the requirements for various teams

• Identify skill gaps and work with vendors to develop targeted training programs

• Design, develop, and implement training programs that support the successful deployment of the project

• Tailor programs for different levels (from executive leadership to operational teams) ensuring they meet specific team needs

• Monitor the effectiveness of programs through feedback, assessments, and performance tracking

• Adjust the content and delivery methods as needed to enhance outcomes

Employee Engagement and Change Management

• Drive change management strategies related to the transition to ensure smooth adoption of changes introduced by the project

• Engage employees, addressing concerns, and ensuring they are supported throughout the journey

• Advise and counsel front line leaders on all aspects of HR and LR, including interpreting Collective Bargaining Agreements and Company Policies

• Act as a counselor for managers regarding HR policies

• Drive employee engagement and recognition initiatives

• Review exit interviews with departing employees

• Take part in performance management activities, including preparing performance improvement plans and coaching managers

HR and LR Management

• Administer collective agreements for Transportation client groups, including grievance management

• Lead HR and LR coaching for both front line supervisors and Managers

• Represent the Company in Joint Conferences, labour-management meetings, Mediations, and Labour Arbitration with union representatives

• Participate in workforce planning and Talent Acquisition initiatives in conjunction with the recruitment team

• Participate in talent management initiatives, including identifying skills gaps and recommending development initiatives to support succession plans

• Coach people managers in leadership development and company policies

• Act as a point of contact for employees on all HR-related matters, including the understanding of HR policies

• Lead the annual compensation review and promotion requests

• Lead succession planning discussions and Talent management initiatives

• Participate in manager onboarding activities

• Participate in policies, program definition, and ensure adherence

Working Conditions

The role has standard working conditions in an office environment with a regular workweek from Monday to Friday. Due to the nature of the role, the incumbent must be able to meet tight deadlines, handle pressure and stress. The role requires minimal monthly travel (10%) within Canada and the United States (U.S.).

Requirements

Experience

Human Resources

• Minimum 7 years of generalist experience in HR, supporting multi-level clients within a heavy industrial setting (e.g., field or multi-plant setting)

• Minimum 3 years of LR experience directly managing a collective agreement

o Experience in response writing to a third party (e.g., Tribunal, Human Rights Commission, Labour Arbitration, Industrial Relations Board)

Education/Certification/Designation

• Bachelor’s Degree in Human Resources Management, Labour or Industrial Relations, Industrial Psychology or equivalent

• Professional in Human Resources (CPHR designation), or actively working toward certification

Competencies

• Demonstrates active listening

• Collaborates with others and shares information

• Sets direction and inspires others

• Communicates with impact

• Applies critical thinking

• Knows the business and stays current on industry needs

• Demonstrates agility and drives change

• Develops self and others

• Promotes diversity and equity

Technical Skills/Knowledge

• Knowledge of Microsoft Office

• Knowledge of mediation best practices

About CN

CN is a premium railroad that sustainably generates value for our customers, shareholders, employees, and stakeholders with an unwavering commitment to safety and service. Essential to the economy, to the customers, and to the communities it serves, CN safely transports more than 300 million tons of natural resources, manufactured products, and finished goods throughout North America every year. CN's network connects Canada's Eastern and Western coasts with the U.S. South through a 20,000-mile rail network. CN and its affiliates have been contributing to community prosperity and sustainable trade since 1919. CN powers the North American economy and is committed to programs supporting social responsibility and environmental stewardship.

At CN, we are dedicated to building North America's safest (https://www.cn.ca/en/safety/) , most inclusive (https://www.cn.ca/en/careers/inclusion) and sustainable (https://www.cn.ca/en/delivering-responsibly/environment/) railroad, which includes reflecting the communities in which we operate. Research shows that candidates often don't apply unless they feel they fit the job posting at 100%. To all potential applicants, even if you don't meet every job requirement listed in a posting, we still encourage you to apply. If you require an accommodation for the recruitment process (including alternate formats of materials, accessible meeting rooms or other accommodations), please get in touch with our team at **[email protected]** .

As an equal opportunity employer, qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, and other protected status as required by applicable law.

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