Senior Business Partner, People & Culture
Glenbow
Opportunity: Full-Time Permanent Position
Hiring Manager: Stephanie Pahl, Chief of Staff
Closing Date: March 7, 2025
Salary Range: $97,000 – $112,000
To apply, please visit Glenbow.org/Careers.
Glenbow is an equal opportunity employer and values different perspectives, backgrounds, identities and lived experiences. We are committed to building a diverse team and encourage candidates from underrepresented groups to apply. Should you have special accommodation needs, please let us know.
About Glenbow
Glenbow is an arts and culture museum undergoing a complete reimagining of what a museum can be. Every member of our team, regardless of job title, is focused on serving our community and reimagining the museum experience.
Our team is passionate about making art accessible to everyone. We are dedicated community builders, working to shape the future of arts and culture in Calgary and beyond. Working at Glenbow also means being part of an organization that recognizes its role in reconciliation and is working toward building an equitable community.
The Opportunity
Reporting to the chief of staff, the senior business partner, people & culture will act as a trusted advisor and partner across all levels of the organization including the management and senior leadership teams. They will provide advice, guidance and support on all matters within the employee life cycle including recruitment, onboarding, employee and labour relations, performance management, conflict resolution, recognition, and retention.
The senior business partner, people & culture must possess a strong combination of strategic human resources expertise, excellent communication skills, and a proven ability to build relationships. They must have a deep understanding of business operations and experience aligning human resources strategies with overall organizational goals.
Embodying a people-first mindset, the senior business partner, people & culture understands the importance of a strong organizational culture based on shared values and acts as a resource for all employees with this in mind.
Key Responsibilities
Human Resources and Employee Relations
- Provide strategic guidance in a variety of HR matters including performance management, discipline, talent acquisition, compliance, conflict resolution, compensation and benefits, and culture development, in alignment with Glenbow’s overall strategic priorities and values.
- Create, implement, and monitor processes and tools to support the employee lifecycle including recruitment, onboarding, orientation, performance management and offboarding.
- Develop new and revise existing HR policies and procedures, including creation of communications plans, training and processes to monitor staff compliance. Liaise with legal counsel when required.
- Act as a resource to employees on HR matters, sharing appropriate internal and external resources to support resolution of issues.
- Ensure HR practices and policies comply with legal and regulatory requirements in all jurisdictions where Glenbow operates.
- Act as point of escalation for complex leaves of absence or disability management cases with support from Glenbow insurance providers.
- Participate as a key member of the Diversity, Equity, Inclusion, Belonging and Accessibility Management Council, and develop and implement strategies to promote diversity, equity and inclusion within the organization.
- Contribute to the development of annual strategic priorities for the People & Culture area and associated budget and key performance indicators to support identified priorities.
Labour Relations - Act as strategic partner to the chief of staff and Senior Leadership Team during the bargaining process as a primary member of the management bargaining committee.
- Develop bargaining proposals and strategies and oversee implementation of the Collective Agreement.
- Navigate and resolve complex labour relations issues such as grievances, investigations, and large-scale organizational changes in accordance with the Collective Agreement.
- Ensure organization-wide compliance and consistent interpretation of the Collective Agreement, considering associated policies and legislations.
- Develop and provide management training in labour relations to build organizational competency.
- Act as a primary relationship manager with CUPE, leading the development of strong management and union relations to foster organizational culture.
- Work with the advisor, people & culture to ensure accurate and timely union reporting.
Administration
- Develop and analyze HR metrics to identify trends and opportunities for improvement in HR processes and practices.
- Work closely with the Payroll Administrator to use the existing payroll system to issue timely and accurate quarterly reports to management on individual employee hours, vacation balances, leaves of absences and salary changes, to drive strategic decision-making regarding workforce planning.
- Monitor and report employee milestones such as probation review periods, long service and seniority, with support from the payroll administrator.
- Contribute to the annual renewal of benefits through identifying trends in the sector, employee surveying, collecting anecdotal information and providing feedback on recommendations made by third-party brokers.
- Prepare standard employment documents when required (e.g. offer letters, onboarding packages and interview guides).
Qualifications, Education and Experience
Qualifications
- Demonstrated ability to identify and address complex HR issues and develop creative solutions to meet business needs.
- Embody a people-first mindset, understanding the importance of a strong organizational culture.
- Exceptional judgement, intuition and critical thinking abilities.
- Ability to manage sensitive or high-risk situations with confidentiality and tact.
- Attention to detail and accuracy of facts, data and information.
- Excellent organizational and operational skills, with an ability to handle multiple competing priorities.
- Demonstrated conflict resolution and problem-solving skills.
- Strong interpersonal, communication, and relationship building skills.
- Ability to manage change effectively and drive change initiatives to achieve desired outcomes.
Education & Experience
- Minimum five (5) years of progressive experience in a field related to human resources or people and culture.
- Minimum three (3) years of experience in a labour relations environment.
- A bachelor’s degree or diploma in human resources, business administration, or a related field is required. A combination of education and experience will be considered.
- Demonstrated experience and understanding of Alberta Employment Standards Code, Labour Code, and Occupational Health & Safety regulations.
- Previous experience and understanding of human resources information systems and payroll systems, report generation, KPI development, and creating metrics for success and evaluation of initiatives.
- Experience in coaching, advising, and liaising with staff at all levels within an organization, including senior leadership and management.
- Knowledge of Microsoft Office programs.
- Chartered Professional in Human Resources (CPHR) designation an asset.
