Human Resources Business Partner

Work. Wonders.

Get inspired - Adjust Your Altitude in Alberta Canada come and be a part of this amazing organization. 

At Travel Alberta, we are redefining what it means to be a tourism and economic development leader in Canada. As the provincial destination management organization, we’ve embraced an ambitious goal: doubling Alberta’s tourism sector to $25 billion in annual visitor spending by 2035. This bold vision reflects our commitment to transforming Alberta into a premier destination for both visitors and investors, driving sustainable economic growth while creating unforgettable itineraries and experiences that showcase our breathtaking landscapes, vibrant cities, and rich cultural heritage.

Role Summary - This is a 24 Month Term Contract Role
Reporting to the Director, People & Culture, our Human Resources Business Partner (HRBP) is a hands-on, execution-focused role responsible for managing payroll and providing day-to-day support across team member relations, learning and development, performance management, HR analytics, policy administration, and facilities/safety coordination. This role executes initiatives directly , ensures payroll accuracy, timeliness, and compliance, and delivers practical solutions that support leaders and team members— it does the work rather than leading others .

Operating with structured autonomy, the HRBP identifies opportunities, implements solutions, and removes operational bottlenecks to elevate the Director of People & Culture. This role champions continuous learning and responsible AI integration, driving tested, measurable efficiencies across HR, streamlining workflows, enhancing data insights, and improving overall HR effectiveness through ethical, validated AI solutions.

Additionally, the HRBP manages the Personal Score Card program and executes related initiatives, reinforcing organizational expectations for accountability, ownership, adaptability, and strong partnerships. This role is designed to do the work, provide actionable support, and keep operations moving , not to lead teams or people.

Key Responsibilities

1. Payroll Administration – Primary owner of Payroll Execution (20%)

• Execute full-cycle payroll each pay period with accuracy and compliance.
• Validate timekeeping, wage changes, shift differentials, bonuses, and deductions.
• Maintain and audit payroll data to ensure integrity and prevent errors.
• Process payroll changes and retroactive adjustments.
• Partner with Finance/external providers to finalize payroll runs.
• Respond promptly to payroll inquiries, offering clear and empathetic support.
• Ensure adherence to federal, state, and local payroll regulations.
• Support year-end payroll processes including T4s, reconciliations, and taxable benefits.
• Identify opportunities for AI-assisted validations to increase accuracy and reduce manual errors.

2. Learning, Development & Performance Management (20%)
Learning & Development

• Support onboarding and orientation for new team members.
• Administer the internal Learning Management System including assignments, user management, tracking, and reporting.
• Coordinate training logistics, materials, schedules, and attendance.
• Gather and assess training feedback to support continuous improvement.
• Facilitate classroom sessions, including technical, operational, and capability-building programs, modeling continuous learning and adaptability.
• Promote and integrate AI-enabled learning tools to improve content relevance, personalization, and effectiveness.

Performance Management

• Lead full administration of the annual Personal Score Card program.
• Facilitate all required annual technical learning sessions.
• Provide guidance to leaders and team members on goal-setting, expectations, and alignment with organizational priorities.
• Support calibration discussions to ensure fairness and consistency.
• Use data and AI-supported analytics to assess performance trends and identify development needs.
• Reinforce culture anchors—ownership, accountability, continuous learning, and open communication.

3. Team Member Relations, HR Compliance & Collective Agreement Administration (20%)

• Serve as first point of contact for team member inquiries and workplace support.
• Coach leaders on performance conversations, learning and development, and HR best practices.
• Monitor compliance with employment legislation.
• Manage all WCB related matters.
• Manage all team member leaves of absence and return to work planning and leader support.
• Utilize AI-enabled ER documentation and workflow tools to enhance consistency.

Collective Agreement Administration

• Interpret, communicate, and apply collective agreement provisions.
• Support leaders and team members in understanding contractual rights and obligations.
• Track relevant timelines (e.g., seniority lists, probationary periods).
• Partner with labor representatives where appropriate to maintain strong working relationships.

4. Policy Administration & Handbook Management (10%)

• Maintain, update, and distribute HR policies in alignment with legal standards and organizational practices.
• Lead annual and ad hoc Team Member Handbook updates.
• Communicate policy changes clearly and effectively.
• Apply structured version control and use AI-enabled tools to support content review and clarity.

5. Engagement & Pulse Surveys (10%)

• Manage cadence, distribution, and tracking of engagement and pulse surveys.
• Analyze survey data and prepare actionable insights, using AI tools for sentiment and trend analysis where applicable.
• Support leaders in developing and tracking action plans when needed.
• Identify emerging organizational trends and cultural opportunities.

6. HR Metrics, Reporting & Dashboard Management (10%)

• Maintain HR dashboards and reporting tools.
• Deliver insights and data narratives that support strategic, evidence-based decisions.
• Maintain data integrity across HRIS systems and reporting platforms.
• Champion AI-supported analytics to enhance forecasting, trend identification, and efficiency.

7. Administration, Facilities & Safety Support (5%)

• Provide administrative support to the Chief Financial and Operating Officer assisting with travel bookings and expense management.
• Collaborate with Facilities/EHS on safety initiatives, audits, and compliance.
• Assist with workspace planning, seating and parking planning, and facility coordination including ordering supplies and vendor relationships.
• Manage fleet.
• Participate in emergency preparedness planning and communication.
• Promote safety as a cultural anchor centered on accountability and proactive risk awareness.

8. HR Generalist Development and Mentorship (5%)

• Act as a trusted advisor and resource for HR Generalists, providing elementary guidance, coaching, and support to enhance their professional growth and effectiveness.
• Serve as a sounding board for HR Generalists to test assumptions, explore solutions, and navigate complex HR challenges.
• Identify and facilitate opportunities for HR Generalists to gain exposure to strategic initiatives, cross-functional projects, and key business interactions to accelerate their learning curve.
• Recommend resources, tools, and experiences that expand knowledge and practical HR expertise.
• Foster an environment of continuous learning, encouraging critical thinking, problem-solving, and confidence in handling HR responsibilities.
• Support HR Generalists in developing skills and insights that advance both their individual capabilities and contributions to the broader HR function.

AI & Continuous Improvement Champion (Integrated Expectation)
The HRBP:

• Identifies HR processes suitable for AI enhancement.
• Ensures AI workflows are tested, validated, measured, and ethically applied.
• Partners with IT, Operations, Facilities, and leadership to support digital transformation.
• Models curiosity, innovation, and continuous learning.
• Promotes organization-wide AI literacy and responsible usage.

Culture Anchors in Action

• Continuous Learning: Engages in ongoing professional development and fosters growth in team members through facilitation, performance coaching, and the exploration of AI tools and HR technology to enhance operational efficiency.
• Adaptability : Responds effectively to evolving HR systems, policies, and technologies, ensuring seamless support for recruitment, benefits administration, and team member programs.
• Open Communication : Acts as a transparent, accessible, and responsive HR partner, providing guidance and clear information to team members, business leaders, and external stakeholders.
• Strong Partnerships : Collaborates across departments and roles to deliver integrated HR solutions, support recruitment, and ensure alignment with organizational goals.
• Ownership & Follow-Through : Takes full responsibility for payroll backup, performance programs, PSA and Sunshine List administration, recruitment, and all HR deliverables, ensuring accuracy and completion.
• Creative Problem-Solving : Leverages data, AI insights, and innovative approaches to improve HR processes, optimize recruitment efficiency, and enhance team member experiences.

Required Qualifications
1. Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.

2.  Technical Skills:

• Hands-on experience with HRIS platforms, specifically ADP, Learning Management System administration, and workforce analytics dashboards, with the ability to ensure data integrity and generate actionable insights for business decision-making.
• Expert-level proficiency in Excel and advanced MS 365 applications required.
• Exposure to AI tools, HR automation, predictive analytics, and/or digital workflow systems strongly preferred, with demonstrated curiosity and adaptability to leverage emerging technologies for HR solutions.

3.  Experience:

• 5+ years of progressive HR experience, including direct responsibility for payroll administration in a high-volume, fast-paced environment.
• Experience working with collective agreements, labor relations, and/or unionized environments preferred, with the ability to interpret, apply, and communicate contractual requirements clearly to stakeholders.
• Proven experience as a forward-facing HR Business Partner, providing strategic guidance and solutions to client groups independently from direct leadership.
• Demonstrated expertise managing leaves of absence (e.g., medical, disability, parental, workers’ compensation) and coordinating return-to-work planning, ensuring compliance while promoting a supportive employee experience.
• Solid working knowledge of benefits and pension/retirement plans, including enrollment, eligibility, vendor coordination, and responding to employee inquiries.
• Experience facilitating training, workshops, or classroom learning sessions, translating complex policies or data into practical, actionable insights for employees and leaders.
• Strong background in performance management tools and processes, including goal-setting, coaching, calibration, and documentation, with a focus on driving employee development and business outcomes.

​​​​​​​​​​​​​​4.  Certifications:

• HR certification (PHR, SPHR, SHRM-CP/SCP, CHRP, etc.) preferred, not required.
• Additional training or certification in AI literacy, HR technology, workforce analytics, or digital transformation considered an asset.

​​​​​​​5.   Problem-Solving Abilities:

• Demonstrated ability to think strategically and holistically, connect insights from data and trends to organizational priorities, and provide forward-thinking recommendations.
• Consistently exercises sound judgment, maintains strict confidentiality, and delivers high-quality results while managing competing priorities.

​​​​​​6.   Communication Skills:

• Proven capability to build trusted partnerships, influence senior leaders, and communicate effectively with clarity, even in sensitive or complex situations.

*We kindly thank all agency partners, we will NOT require support to fill this role. We kindly request no phone calls nor emails*