HR Business Partner I

With a career at HMSHost, you really benefit! We Offer

• Health, dental and vision insurance
• Generous paid time off (vacation, flex or sick)
• Holiday pay
• Meal and Transportation Benefits
• RRSP with Company match
• *Company paid life insurance
• *Tuition reimbursement
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

*Benefits may vary by position so ask your recruiter for details.

Airport Location: Vancouver Airport 
Advertised Compensation: $82,400.00 to $105,153.00 

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 or Retail
• Manages 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 tenure
• Develops and maintains a position as a trusted advisor to the Operations leader(s) and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
• Establishes and nurtures a visible and positive presence and among team members at all levels; provides HR policy guidance and interpretation
• Works 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 business
• Ensures that team member relations issues are proactively addressed before escalating; advises management on how to reduce risk and maintain compliance
• Conducts confidential and thorough employee investigations; prepares detailed documentation that is communicated effectively
• Establishes and maintains positive labour relations; acts as a resource to Operations managers to guarantee they understand the CBA and Team Member Handbook as applicable
• Actively participates in arbitrations, grievances, and contract negotiations as applicable
• Leads change initiatives that embrace forward-thinking values and drive continuous improvement; promote a culture of continuous engagement, learning, and development
• Ensures HR practices comply with company policy and legal requirements; partners with corporate People & Culture and Legal to resolve matters as necessary
• Maintains 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 counsel

Reporting Relationship: The HR Business Partner I reports to the Regional Director of People & Culture Operations

Minimum 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 experience
    • A bachelor’s degree in a program related to the functional area can count for three of the five-year requirement
    • An 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 requirement
  •  In the industry: 3-5 years of Hospitality, Food, Beverage, and/or Retail experience in a unionized environment preferred
• Specialized Training:
  • SHRM-SCP or HRCI-SPHR certification preferred
  • Advanced knowledge of various areas of Human Resources, including recruiting, employee relations, labour relations, training and development, benefits, and compensation
  • Training that leads to an in-depth understanding of HR policies and practices
  • Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes
• Specialized Skillset/Competencies/Traits:
  • Excellent customer service, communication, interpersonal skills
  • Ability to exercise a high level of professionalism, confidentiality, and discretion
  • Can ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand
  • Ability to build collaborative partnerships and work cross-functionally
  • Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations
  • Proficiency with HRIS and business software/systems; has the ability quickly learn new systems
  • Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes
  • Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals
  • Business acumen and mindset required to understand the long-term implications of People and Culture decisions and to advance organizational goals
• Location/Travel:
  • Requires on-site attendance to assigned location(s) five days per week
  • May require up to 50% travel

Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”).