Human Capital Business Partner

Job Type: Regular People are at the heart of our success. Our culture encourages collaboration, transparency, and accountability in order to generate value and achieve sustainable results. Being part of the team means committing to an environment where everyone’s impact truly matters. At Agropur, accountability means owning challenges and taking concrete action to achieve results.

The Human Capital Business Partner acts as a strategic advisor, labor relations expert and operational partner to plant management and employees. The incumbent of this position ensures the balance between business objectives, compliance with the collective agreement, legal compliance and the maintenance of a healthy and productive work environment. An environment that empowers you to take action:
Recognition of years of service for vacation calculation;
Flexible group insurance plan including telemedicine services;
Employee assistance program;
Annual bonus Opportunities to invest in yourself (career development, etc.);
Pension plan with company contributions;
Salary scale 005: $: 84 600$ à 105 800$ (Salary will be determined based on skills, education, training & experience related to the position.) (Base salary will be determined based on your academic background, experience, training, and skills related to the position.)

• Strategic partnership with plant management
• Act as a trusted advisor to the director and managers in a unionized environment
• Is responsible for ensuring the execution of the HC action plan in the site (Talent Management, Performance Management, Culture and Engagement, etc.)
• Interpret and integrate the requirements of the collective agreement into business and operational decisions.
• Support management in change management (reorganization, modernization, new practices).
• Labour Relations and Union Management:
  Act as a content expert in labour relations. Interpret, apply and enforce the collective agreement and internal policies. Support managers in disciplinary management (investigations, disciplinary notices, administrative measures). Manage the full grievance cycle (analysis, responses, union meetings, arbitration as required). Maintain professional and constructive relations with union representatives. Participate in the preparation and support of collective bargaining (analysis, data, strategy).
• Manager Support and Operational Leadership:
  Supporting managers in the consistent and fair application of HR rules and practices. Develop managers' skills in labour relations and the management of unionized teams. Advise on the management of complex issues: absences, performance, behaviours, conflicts. To act as a balance between administrative rigour and a human approach. Talent management in a unionized context:
  Support staffing, assignment, internal movement and seniority processes. Support performance management and skills development, in accordance with union rules. Facilitate the integration of new employees into a unionized environment.
• Health, Safety & Absence Management:
  Collaborate with OHS teams and joint committees. Advise managers in the management of occupational injuries, disabilities and accommodations. Rigorously apply the contractual clauses related to absences, insurance and return to work. Contribute to a culture of prevention and shared accountability.
• Work climate, mobilization and communication:
  Monitor and manage key indicators: work climate, grievances, absenteeism, turnover. Contribute to initiatives that promote engagement, respect and collaboration. Act as a credible intermediary between management and the union in sensitive situations. Support organizational communication and proactive management of human issues.
• Governance, compliance…