HR Business Partner

Why work for the Town of Canmore For starters, you can take great pride in our collaborative organization, its positive work culture and our amazing group of talented people who genuinely care about our community and accomplish outstanding work each and every day for its citizens. As a municipal government organization, the Town of Canmore exists to serve the community and visitors to Canmore. The organization is committed to supporting a triple bottom line sustainable future for all by promoting wellness and active living, being leaders in environmental stewardship, and ensuring the effective and efficient use of taxpayer dollars.

Position

Overview

The Human Resources Business Partner (HRBP) provides responsive, practical, and consistent human resources support to assigned client groups. The role partners with leaders and employees on day-to-day employee and labour relations matters, attendance and disability management, performance management, workplace investigations, conflict resolution, policy interpretation, and legislative compliance.

Working under the guidance of the Manager of People & Culture and in collaboration with the Human Resources Business Partners and the broader Human Resources team, the HRBP supports the fair and consistent application of collective agreements, Town policies, employment legislation, and people practices. The HRBP builds trusted relationships, supports timely issue resolution, and contributes to a respectful, inclusive, healthy, and productive workplace.

Core Accountabilities:

Employee and Labour Relations

Provide day-to-day advice and coaching to leaders and employees on employee relations, workplace conduct, conflict, attendance, performance, and the application of Human Resources policies and procedures.

Interpret and support the consistent application of collective agreements, policies, procedures, employment legislation, and established Human Resources practices.

Support grievance administration by gathering information, preparing documentation, attending meetings, tracking timelines, and assisting with responses and resolution options.

Build constructive working relationships with union representatives and support labour-management discussions, grievance meetings, and other labour relations activities.

Conduct or support fair, timely, and objective workplace reviews and investigations involving respectful workplace concerns, harassment, misconduct, conflict, or policy violations.

Prepare clear investigation plans, interview notes, findings, recommendations, and related correspondence, applying procedural fairness and the balance of probabilities.

Support leaders with performance management, probation reviews, coaching, performance improvement plans, progressive discipline, and termination processes.

Maintain complete, accurate, and confidential employee and labour relations records and case files.

Disability, Accommodation and Attendance Management

Coordinate occupational and non-occupational disability cases, including medical leaves, workplace accommodations, modified work, and return-to-work planning.

Engage with employees, leaders, medical professionals, benefit providers, Workers Compensation Board representatives, and other partners to support safe and sustainable return-to-work outcomes.

Review functional abilities and workplace restrictions, identify reasonable accommodation options, and document accommodation and return-to-work plans in accordance with applicable legislation and Town practices.

Monitor case progress, required documentation, follow-up dates, and changes to restrictions while protecting medical confidentiality.

Provide guidance to leaders on attendance management and support a fair, consistent, and non-disciplinary approach to disability-related absences.

Identify attendance and disability trends and recommend practical preventative or early-intervention actions.

Human Resources Advisory and Case Management

Manage an assigned portfolio of Human Resources matters, assess risk and urgency, and escalate complex or high-risk issues to the Manager of People & Culture or a Senior HRBP.

Provide employees and leaders with timely, respectful, and solution-focused Human Resources service.

Prepare correspondence, briefing notes, case summaries, reports, and recommendations that are accurate, objective, and appropriate for the audience.

Collaborate with Human Resources colleagues on recruitment, onboarding, organizational changes, policy implementation, employee engagement, and other operational priorities as required.

Use Human Resources systems and workforce information to track cases, identify trends, and support continuous improvement.

Contribute to the development and review of Human Resources procedures, templates, tools, and educational resources.

Respectful Workplace, Wellness and Inclusion

Promote respectful workplace practices, psychological health and safety, employee wellbeing, inclusion, and the Town of Canmore values.

Support early and informal resolution of workplace concerns through coaching, facilitated conversations, mediation, or other appropriate approaches.

Apply Human Rights and duty-to-accommodate principles in Human Resources advice and case management.

Demonstrate cultural awareness and contribute to Human Resources practices that support reconciliation, equity, diversity, and inclusion.

Health and Safety

Understand and carry out responsibilities for supervisors and workers as outlined in the Town of Canmore Health and Safety Directive.

Demonstrate commitment to a safe and healthy environment for employees, visitors, workers, and interest holders.

Participate in incident reviews, investigations, inspections, audits, or corrective action planning when Human Resources support is required.

Participate in inspections, audits, and incident reviews

Key Competencies

Client Service: Delivers timely, practical, respectful, and appropriate Human Resources support. Clarifies needs, communicates expectations, and follows through on commitments.

Judgment and Problem Solving: Gathers relevant information, considers policy, legislation, risk, fairness, and precedent, and recommends reasonable options. Recognizes when a matter requires escalation.

Relationship Building: Develops trusted working relationships with employees, leaders, union representatives, and colleagues while maintaining neutrality and professional boundaries.

Communication: Communicates sensitive or complex information clearly and respectfully. Produces accurate, objective, and well-organized documentation.

Conflict Resolution: Supports constructive conversations, listens to differing perspectives, and uses appropriate informal or formal approaches to resolve workplace concerns.

Confidentiality and Integrity: Handles personal, medical, labour relations, and organizational information with discretion and in accordance with privacy requirements.

Organization and Accountability: Prioritizes competing cases, tracks commitments and deadlines, maintains reliable records, and takes ownership of assigned work.

Learning and Adaptability: Seeks guidance and feedback, builds technical knowledge, and adapts to changing legislation, collective agreements, operational needs, and Human Resources practices.

Education, Experience & Certifications

Required

Degree in Human Resources Management, Labour Relations, Business Administration, or a related discipline.

Minimum 5 years of progressive Human Resources generalist or advisory experience, including direct experience supporting employee relations matters.

Experience working with performance management, workplace conflict, investigations, attendance management, disability management, accommodations, or return-to-work processes.

Working knowledge of Alberta employment-related legislation, including employment standards, labour relations, human rights, occupational health and safety, workers compensation, and privacy requirements.

Ability to interpret policies, procedures, legislation, and collective agreement language and apply them consistently to workplace situations.

Strong judgment, organization, documentation, interpersonal, written communication, and conflict-resolution skills.

Ability to manage multiple sensitive matters, meet deadlines, and maintain confidentiality and professional boundaries.

Preferred/Asset

CPHR designation or active progress toward the designation.

Experience in a unionized workplace, including grievance administration and interaction with union representatives.

Experience in municipal government, the broader public sector, or a complex multi-service organization.

Training or certification in workplace investigations, mediation, conflict resolution, disability management, psychological health and safety, or trauma-informed practice.

Experience using a Human Resources information system and maintaining confidential employee case records.

Alberta Class 5 Driver’s License.

Salary &

Benefits

Hiring Range- $47.02 - $52.66. Pay rate will be calculated based on successful candidate’s related work experience and education

Full -time permanent position

Competitive benefits package, & health spending account

Generous RRSP matching plan

Personal development & learning opportunities

Positive work culture

Work-Life Balance

Closing Date for Applications: This posting will remain open until 9:59 pm MDT on October 22, 2026.

How to Apply: To apply, please combine your cover letter and resume into a single document (PDF or Word) and click on the "APPLY NOW" link below. To help us learn more about you, in your cover letter please clearly detail the following:

Why do you want to be the Human Resources Business Partner for the Town of Canmore Human Resources team?

What skills, experience, and (most importantly) attitude will you bring to enhance the team and enrich our community?

Your level of familiarity with the Town of Canmore’s various and unique work environments?

Your level of familiarity with the labour market in our community and how it may impact municipal services?