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We are a purpose-driven, dynamic and sustainable pension plan. An industry leading global investor with teams in Toronto to London, New York, Singapore, Sydney and other major cities across North America and Europe. We embody the values of our 600,000+ members, placing their best interests at the heart of everything we do.
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The HR Manager, HRBP, will be part of the HR Business Partner group, reporting to the HR Director, HRBP team. This role has a mandate to use data-driven recommendations and partner with senior business leaders to develop and execute HR strategies. This individual will provide strategic advice and counsel to the senior leaders and will be accountable partnering with the Communities of Expertise (COE) on key talent programs including talent management, succession planning and resource planning as well as support key business driven talent initiatives. The HR Manager will help support corporate functions at OMERS and will have exposure to all business lines within the organization.
Responsibilities:
- Align with business leaders in the creation and execution of overall business strategies focused on talent and people initiatives.
- Advise senior business leaders on potential HR contributions, solutions, implications and risks of proposed business initiatives.
- Consult and translate business needs into HR plans and programs that support the achievement of business goals and objectives.
- Help to support and cultivate the organizational culture, advocating organizational values and effective leadership.
- Drive talent management with respect to the talent review and succession processes to ensure the most effective use of talent and resources.
- Understand, assess and respond to complex situations and provide strategic and innovative solutions to drive results
- Share information, observations and learnings with partners and colleagues in a manner intended to drive continuous improvement and operational effectiveness across the channel.
- Provide guidance, coaching and advice to senior leaders on a range of HR functions including organization design, workforce strategy, succession planning and talent planning
- Collaborate on and influence succession management and leadership development programs.
- Lead the analysis of HR metrics to gain insight from various data sources and leverage trends to support proactive decisioning.
- Participate in cross-function projects as required
- Participate in HR learning and development initiatives
- Participate in other related activities and/or special projects as assigned
- Partner with your clients to build and execute HR strategies that enable the business’ growth plans.
- Develop innovative solutions and programs to deliver results for our business or navigating and resolving employee relations issues, while being a champion of organizational culture and values
- Diagnose problems, identify appropriate solutions, influence the business leaders with data-driven recommendations, and drive change
Qualifications:
- 5+ years of HR experience across multiple HR disciplines (e.g. employee relations, talent management including executive pipeline and succession management, organization development, etc.)
- Completed post-secondary education, preferably in Human Resources Management or Business Administration
- Professional HR designation is an asset, or working towards completion
- Ability to diagnose issues, root cause and generate good alternative approaches and solutions
- Ability to challenge the status quo in a constructive manner using a consultative approach.
- Effective leadership, executive coaching, conflict resolution and relationship management skills
- Effective communication skills (listening, verbal, written, presentation preparation and delivery)
- Excellent time management skills with proven organizational and multi-tasking proficiency – able to respond quickly and efficiently
- Analytical skills and attention to detail with ability to use data to make decisions and solve problems
- Ability to work with employees at all levels with confidence working at senior levels
- Ability to consult, impact and influence at senior levels
We believe that time together in the office is important for OMERS and Oxford, the strength of our employees, and the work we do for our pension members. In delivering on our pension promise, keeping us connected to our work and each other, our flexible hybrid work guideline requires teams to come into the office 4 days per week.
As one of Canada’s largest defined benefit pension plans, our people-first culture is at its best when our workforce reflects the communities where we live and work — and the members we proudly serve.
From hire to retire, we are an equal opportunity employer committed to an inclusive, barrier-free recruitment and selection process that extends all the way through your employee experience. This sense of belonging and connection is cultivated up, down and across our global organization thanks to our vast network of Employee Resource Groups with executive leader sponsorship, our Purpose@Work committee and employee recognition programs.
