Location: Mississauga, Ontario

Job Schedule:  Full-time, Hybrid 4 days onsite, 1 day Remote) 

Education Requirement: College level education in Business Administration, Psychology OR Human Relations Program with a Certificate in Human Resources Management (CHRM) or equivalent experience. 

Sponsorship: No   

We are currently looking for a HRBP Senior Analyst to join our team in Mississauga, ON. 

Job Summary 

Manages the day-to-day operations of Human Resources efficiently and effectively for the NCI Business Unit to help meet NCI’s strategic goals and legal requirements. To assist in the development and implementation of H.R. strategies and services which support and contribute towards making Nissan Canada a Great Place to Work. Be a change champion by actively promoting cultural transformation initiatives and programs.

A Day in the Life:   

Job Responsibilities

The following position function statements describe the general nature and level of work being performed.  The position function statements reflect expectations of the fully trained, proficient incumbent who meets all performance criteria.

1. Strategic Workforce Planning

Involved in the development of the business plan to ensure the organization’s human resource requirements are met - scope to include timing, number, sourcing, deployment, experience and skill set including:

• Headcount planning involvement with client groups.
• Strategic initiatives – development of bench strength.
• Partner with business unit and talent management to ensure workforce diversity.

2. Talent Management

Implement programs to ensure that human resource capabilities are sufficient to meet the organization’s current and future needs; have direct involvement with management level, participate in deployment and support responsibilities for non-management staff including:

• Identification, placement and development of talent within business unit.
• Spearheading talent reviews and implementing actions
• Leading Career discussions, career development plans, individual development plans
• Leading engagement actions for the talent and creating developmental initiatives
• Carrying out retention risk assessments and create action plans as needed

3.  Management Effectiveness

Support deployment of programs at the local level as required; proactively work to ensure we are providing strategy, support and services to the business units including:

• Coaching.
• Consultant/organizational development role.
• Management counseling.
• Ensure performance management.
• Mentoring programs

4.  Employee Relations

Oversees employee relations including on boarding, exits, performance improvement plans, training, communications, corrective actions, disciplinary actions, terminations, short term and long-term disability management, Maternity leave management, benefits support (medical/insurance/pension etc)

5. Performance management and merit deployment

Work closely with COEs and Business leaders to deploy annual appraisal process by actively participating in performance calibration process, coach and guide business leaders on development actions, assessing on potential, promotion readiness and retention risk assessment. Support creates a culture of providing ongoing feedback to the employees to help build a high performing organization. Ensure a fair merit deployment exercise.

6. Talent acquisition and on boarding

Work closely with talent Acquisition team and Business to ensure quick turnaround time for filling up vacancies. Participate in conducting interviews, conduct weekly recruitment reviews, coach and guide business on effective recruitment practices, oversee compensation offers. Manage an effective On Boarding program to end for the new employees to ensure a smooth transition and integration of the new employees with the Organization.  

7. Partner with COEs and other business units to deploy best practices. Develop and implement culture change improvement initiatives that align with Nissan Way

Support and promote new ways of doing business to achieve the plan objectives while gaining a strategic advantage; identify and articulate advantageous change opportunities to senior management; develop and implement programs by brokering the expertise and resources of the entire H.R organization.

Who We’re Looking for:

Required:

Job Knowledge and Skills:

Job Knowledge: Proven track record in behavioral interviewing and employee relations, expert knowledge of employment law and sound knowledge of compensation.  Excellent planning, organizational and time management skills as well as relationship and project management skills.  Good working knowledge of MS Office. Knowledge of Workday is an asset.

Interpersonal Skills: Interpersonal skills are core to this position.  Ability to present confidential, potentially contentious and complex information with diplomacy.  Excellent interviewing, negotiation, conflict resolution, writing and listening skills.  Counsels, coaches and motivates staff in career/ personal development.  Able to work collaboratively with all levels of management and employees.  Excellent leadership capabilities.

Complexity and Problem-Solving:  Non-routine problems requiring knowledge and expertise in analysis/creativity to select possible solutions and precedents.  Problems can include tasks for which no guidelines or precedents exist.  The incumbent in this position must be able to manage multiple initiatives while ensuring the relationship between the program/process/issue at hand and its impact on other functional areas (inside and outside of H.R.) are considered and accounted for. Synergy with NNA must also be maintained.

Physical and Sensory Demands: Sensory and physical demands in this position are moderate and include listening frequently to managers and employees.  A high level of concentration required when interviewing, preparing reports and analyzing information.  Prolonged sitting in interviews and meetings.  Frequent use of computer.

Decision-making/Impact of the Position: Good analytical skills in the areas of H.R. programs, policies, budget, hiring and terminating employees and determining salaries of new hires.  Decisions have a significant impact outside of the department, but within NCI.  Positive or negative consequences will usually affect employee morale, financial loss and waste of time/process.

People Management: No direct report. However, will oversee and guide the HR intern, body shop fitness contractor, Manager of contractual staffing.

Years of Experience:

Minimum 5 to 7 years experience in HR.

Education:

A minimum college level education in Business Administration, psychology or human relations program with a Certificate in Human Resources Management (CHRM) or equivalent experience. 

Desired:

CHRP designation an asset.

Travel Required:

Occasional traveling within the country.

What You’ll Look Forward to at Nissan:

Career Growth and Continuous Learning Opportunities: Benefit from diverse career paths, cross-departmental moves, and innovative learning platforms. Enhance your skills through seminars, leadership training, and tuition reimbursement programs, all while playing a vital role in shaping the future of transportation. From day one, you'll have the support to tackle challenges and contribute to impactful solutions across our organization. 

Rewards: Be supported with a Comprehensive Benefits Package, including medical, mental health, parental leave, retirement savings & unique Nissan perks, including discounts on lease vehicles as part of our Employee Lease Program and a Vehicle Purchase Program (VPP). For more information, access our Nissan Benefits Overview Guide. 

Built for Your Best:  

https://www.youtube.com/watch?v=PXuame0vwiw&list=PLki2k0CDxrPe8V6WmEeEdhj1fosRD-JQa

Mississauga Ontario Canada

Salary Range:

This compensation range represents the minimum to midpoint base salary rates at Nissan for jobs assigned to this particular grade level. Please note that an employee’s base salary may occasionally be set above the midpoint of the salary band for this grade level, in recognition of the employee’s unique skills, work experience, education, work location, or market conditions. Compensation decisions also consider internal equity and comparisons with the base salary rates of other employees with similar backgrounds working in comparable roles. Note: Bonus, benefits, and other forms of variable compensation are not included in the base-salary range shown above.