Role Responsibilities

Reporting to the Director of Human Resources, this role provides strategic HR advisory services across the Alberta Sheriffs Police Service (ASPS), partnering with executives and leaders to address complex workforce and employee relations matters. Working collaboratively across HR disciplines, the position develops integrated people solutions that advance both the People & Learning Strategy and broader organizational priorities.

The Human Resources Business Partner (HRBP) serves as a strategic advisor and partner to leadership, delivering integrated human resource solutions that support organizational objectives and workforce effectiveness across assigned portfolios. Working closely with executives and management teams, the HRBP proactively identifies emerging workforce challenges, analyzes underlying issues, and provides evidence-informed recommendations that balance organizational priorities, employee impacts, and risk considerations. Leveraging a comprehensive understanding of business goals, workforce dynamics, and broader HR strategies, the HRBP enables informed decision-making and helps drive sustainable organizational performance

HRBPs must continually assess and work to gain knowledge of the clients, the business context, as well as corporate APS direction to ensure the provision of consistent, effective and integrated HR advisory services to clients.

Key Responsibilities:

• Provide strategic HR advice and guidance to ASPS leaders, managers, officers, and staff on complex employee relations, labour relations, workforce, and people-related matters.
• Support workforce planning by identifying current and future workforce needs, skills gaps, recruitment priorities, and organizational design considerations.
• Partner with Talent Acquisition and business leaders to develop effective staffing strategies and support recruitment processes that meet operational needs.
• Provide advice on job design, classification, compensation, position data, and organizational structure to support effective workforce alignment.
• Deliver proactive employee and labour relations support, including issue resolution, grievance handling, collective agreement interpretation, discipline, conduct, attendance, and performance management.
• Coach and support managers in resolving workplace issues early and managing formal processes where required.
• Support disability management, accommodation, medical clarification, return-to-work planning, and duty-to-accommodate obligations in collaboration with HR partners.
• Build and maintain effective relationships with leaders, employees, unions, HR colleagues, and other stakeholders to support consistent and integrated HR service delivery.
• Represent ASPS, where required, on labour-management committees and support stakeholder consultations.
• Provide advice on HR policies, legislation, collective agreements, codes of conduct, ethics, and related directives.
• Contribute to employee engagement, organizational development, wellness, leave management, health and safety, diversity and inclusion, and performance management initiatives.
• Research, analyze, and develop recommendations, briefing materials, training, and project deliverables to support HR programs, best practices, and ASPS strategic priorities.

ASPS Competencies

Competencies are behaviours that are essential to reach our goals in serving Albertans. We encourage you to have an in- depth understanding of the competencies that are required for this opportunity and to be prepared to demonstrate them during the recruitment process.

This link will assist you with understanding competencies:
https://www.alberta.ca/system/files/custom_downloaded_images/psc-alberta-public-service-competency-model.pdf

• Systems Thinking Understands how workforce planning, employee and labour relations, classification, recruitment, organizational design, policy, legislation, and ASPS operational priorities are connected, and provides integrated HR advice that considers broader business impacts.
• Drive for Results Establishes clear priorities, manages sensitive and complex HR matters, and follows through on recommendations, deliverables, and client commitments to support timely, practical, and defensible people-related outcomes.
• Develop Networks Builds trusted relationships with ASPS leaders, managers, officers, employees, unions, HR colleagues, Talent Acquisition, classification, disability management, and other partners to support consistent, coordinated, and responsive HR service delivery.
• Agility Adapts advice and approaches in response to changing operational needs, emerging employee relations issues, legislative or policy changes, workforce pressures, and evolving ASPS priorities while maintaining sound HR practice.
• Creative Problem Solving Analyzes complex workplace issues, identifies root causes and risks, and develops practical solutions and recommendations related to employee relations, performance, attendance, accommodations, workforce planning, and organizational effectiveness.
• Build Collaborative Environments Promotes constructive working relationships and supports leaders, employees, unions, and HR partners in resolving workplace issues, strengthening communication, and advancing shared people and business outcomes.
• Develop Self and Others Supports manager capability by coaching leaders on HR processes, employee relations, performance management, attendance, accommodations, and related obligations, while continuing to build personal expertise in HR best practices, legislation, policy, and ASPS business needs.

Qualifications

An undergraduate degree in Human Resources or a related field. Plus one (1) year of progressive labour relations experience within a unionized public sector environment.

• A CPHR designation is preferred. An equivalent combination of experience and education may be considered.

Assets

• Strong knowledge of human resources, including employee and labour relations, workforce planning, organizational development, and HR advisory services.
• Experience providing practical, defensible, and client-focused HR advice in a unionized or complex public sector environment.
• Ability to interpret and apply collective agreements, employment legislation, HR policies, and workplace directives.
• Strong skills in resolving workplace issues, supporting grievance processes, workplace investigations, performance management, attendance, discipline, and conduct matters.
• Ability to build effective relationships with leaders, employees, unions, and HR partners while supporting accommodation, return-to-work, recruitment, and broader HR initiatives.

Equivalency:

• A related 2-year diploma from a recognized post-secondary institution and 3-years or related experience.
• A related 1-year certificate from a recognized post-secondary and 4-years of related experience.
• Directly related education or experience considered on 1-year of education for 1-year of experience; or 1-year of experience for 1-year of education.

Minimum recruitment standards outline the minimum education and experience required for appointment to a job classification.

Notes

Please note there is one (1) permanent, full-time, in-person position available.

Work Schedule: Monday to Friday, 8:15 a.m. to 4:30 p.m., 36.25 hours per week

• Please note a cover letter explaining how you meet the requirements and assets of the role is required.
• Final candidates will be required to undergo security screening.
• Valid Class 5 Alberta Driver's License or equivalent is required.
• Any costs associated with obtaining the required documents/checks, as noted or interview travel expenses will be the responsibility of the candidate. Out-of-province applicants can obtain the required documents/checks from the province they currently reside in.

Links and information on what we have to offer:

• Working for the Alberta Public Service
• Public Service Pension Plan (PSPP)
• Alberta Public Service Benefit Information
• Professional learning and development
• Research Alberta Public Service Careers tool
• Positive workplace culture and work-life balance.