With a career at HMSHost, you really benefit! We OfferHealth, dental and vision insuranceGenerous paid time off (vacation, flex or sick)Holiday payMeal and Transportation BenefitsRRSP retirement plan with company matchCompany paid life insuranceTuition reimbursementEmployee assistance programTraining and exciting career growth opportunitiesReferral program – refer a friend and earn a bonus*Benefits may vary by position so ask your recruiter for details.Purpose:The HR Business Partner I (HRBP I) manages the execution of HR policies, procedures, and strategies as directed by the People and Culture Director; this role develops and administers local policies and programs unique to their assigned location(s). This role collaborates with the Operations leaders and all levels of management on HR matters by providing both strategic and technical expertise and advice, guaranteeing that the company's business objectives are met.Essential Functions:Directs the HR activities of an airport/or cluster of locations with less than 600 team members and low to medium sales volume that are collectively managed by location Operations leaders of Food & Beverage and RetailManages the full team member life cycle including attraction, selection, onboarding, engagement, development, retention, and offboarding; plans and optimizes each stage of a team member's tenureDevelops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training and performance management issues as they ariseEstablishes and nurtures a visible and positive presence and among team members at all levels; provides HR policy guidance and interpretationWorks closely with the Regional People and Culture Director to communicate trends and utilize strategic planning tools/processes to analyze the business; recommends and implements strategies and tactical solutions to continuously improve the businessEnsures that team member relations issues are proactively addressed before escalating; advises management on how to reduce risk and maintain complianceConducts confidential and thorough employee investigations; prepares detailed documentation that is communicated effectivelyEstablishes and maintains positive labor relations; acts as a resource to Operations managers to guarantee they understand the CBAActively participates in arbitrations, grievances, and contract negotiationsLeads change initiatives that embrace forward-thinking values and drive continuous improvement; promote a culture of continuous engagement, learning, and developmentEnsures HR practices comply with company policy and legal requirements; partners with corporatePeople & Culture and Legal to resolve matters as necessaryMaintains knowledge of current trends, technical, regulatory, and statutory related to the HR function as well as F&B; and Retail operations to ensure delivery of appropriate advice and counselReporting Relationship:The HR Business Partner I reports to the Regional Director of People & Culture OperationsMinimum Qualifications, Knowledge, Skills, and Work Environment:The combination of educational and professional experience must exceed 5 years:In a leadership role: Requires 2-4 years of experience leading a team of professionals, executing Human Resources strategy, and maintaining team member relationships.In a technical role: Requires 5-7 years of Human Resources experienceA bachelor's degree in a program related to the functional area can count for three of the five-year requirementAn MBA or a master's level degree in a program related to the functional area can count for an additional two years of the five-year requirementIn the industry: 3-5 years of Hospitality, Food, Beverage, and/or Retail experience preferredSpecialized Training:SHRM-SCP or HRCI-SPHR certification preferredAdvanced knowledge of various areas of Human Resources, including recruiting, employee relations, labor relations, training and development, benefits, and compensationTraining that leads to an in-depth understanding of HR policies and practicesTraining that leads to in-depth knowledge of relevant state and federal employment regulations and statutesSpecialized Skillset/Competencies/Traits:Excellent customer service, communication, interpersonal skillsAbility to exercise a high level of professionalism, confidentiality, and discretionCan ability to read and comprehend correspondence, policies,



and legal documents and translate concisely so team members can easily understandAbility to build collaborative partnerships and work cross-functionallyProficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentationsProficiency with HRIS and business software/systems; has the ability quicklylearn new systemsRequires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processesDemonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goalsBusiness acumen and mindset required to understand the long-term implications of People and Culture decisions and to advance organizational goalsLocation/Travel:Requires on-site attendance to assigned location(s) five days per week. May require up to 50% travelAll job requirements are subject to change to reflect the evolving position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and Provincial Laws).Dufry, Hudson and HMSHost are equal prospect employers and do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, other non-merit factors or any other prohibited grounds of discrimination found in provincial human rights statutes.Source: HMSHost

📌 Hr Business Partner I (Calgary)
🏢 HMSHost
📍 Calgary