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Mgr, Human Resources

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Date: Sep 29, 2021

Location: Lima, Ohio, United States

Company: Husky Energy

Posting End Date:  OCT 17, 2021

Posting will expire at 11:59 pm local time.

 

On January 1, 2021, Husky and Cenovus combined to form a resilient integrated energy leader. Husky is now part of the Cenovus group of companies.

 

One of Husky’s advantages is that we are an integrated oil and gas company. From exploration to development, production, refining and marketing, we’ve got it all! Combine this with a range of learning and development tools and an inclusive work environment, and you are well-positioned for a successful career at Husky.

 

We have training, mentoring and career development programs and resources to help you develop both personally and professionally – as an employee or a leader. We offer many internal leadership and business skills courses along with tuition reimbursement programs for qualified employees. Every year, a significant number of our employees are able to take on new roles within the company thanks to our strong focus on hands-on learning and development.

 

Job Summary

Acting as a strategic partner to the Sr Manager SHRP, the Manager HR Lima Refinery will monitor internal and external people trends that may impact the business area’s ability to deliver on its strategy and plan, execute the Cenovus and business area People plan to advance business performance, and develop and execute special HR projects to close gaps identified in the business area’s organization capacity, capability, and people experience. The role works closely with other field HRBPs as well as the HR Centers of Expertise and the People Services Team to deliver programs and services in alignment with the business and people strategy and plans.

 

This role will lead and facilitate an integrated approach to employee development, talent reviews, succession planning and internal development and mobility to enable leaders to meet current and future performance requirements.

 

Deliver Client Service

 

Gather feedback from clients regularly to ensure planning, projects, services and support being provided aligns to business area needs.  Provide advice on organization design, organizational and team effectiveness, workforce planning, talent development, succession planning, attrition and retention.  Support the execution of annual HR Programs such as leadership development, succession planning, employee development, performance management, mentoring, and compensation. Collaborate with the People Service Centre to ensure consistent and quality delivery of services to clients (recruitment, employee changes, etc)

 

Manage risk

 

Provide advice and consultation to management and employees on performance and conduct. Report and address employee concerns in accordance with Company policies.

 

Continuous Improvement

 

Influence and support the development and delivery of fit for purpose governance, programs, processes and services within the COEs and service delivery teams of the HR Department. Represent the business area’s needs in HR program development and planning and continuous improvement; provide COEs with input that reflects the perspective of client group and results in fit for purpose programs and services

 
Core Responsibilities

  • Partners with Calgary Human Resources and Sr Manager SHRP to manage the implementation and drive effectiveness of HR best practices. Partners with subject matter experts across the HR COEs (Talent Acquisition, HR Analysts for Benefits & Payroll, Technical Training, Labor Relations, Learning and Development and Total Rewards) to improve overall operational performance.
  • Independently manages complex HR projects such as process automation, process integration, policy/procedure development and other projects as assigned.
  • Actively supports Sr Manager SHRP regarding site opportunities: including facilitating meaningful discussions, sharing information, providing decision making tools, and other resources to drive collaboration and results.
  • Assists in the development and approval of workforce strategy and workforce plan for the site that is coordinated and aligned with business objectives. Partners with cross-functional teams and operations to identify and clarify critical human capital gaps.
  • Provides both leaders and employees with coaching, consultation, and guidance on the effective management of people, structure, resourcing, and relationships.
  • Assists leaders and employees at all levels with developing and consistently demonstrating effective communication and conflict management.
  • Develops, monitors, and supports Sr Manager SHRP in an annual budget process that includes HR services, employee recognition, benefits administration, etc.
  • Coordinates the use and administration of insurance brokers, insurance carriers, pension administrators and other outside sources.
  • Provides the necessary education and materials to managers and employees including company policies, refresher training on important legal matters, etc.
  • Build trust and collaborate with teams.
  • Partners with Sr Manager SHRP, HR team members and site leadership to identify workforce gaps, risks, and areas of opportunity for the facility which ensures that the organization possesses the necessary workforce volume & capability to effectively and efficiently deliver core services while managing labor cost and developing future bench strength.
  • Excellent at processing complex data and synthesizing data and information into actionable business insights and recommendations.
  • Delivers people solutions that are efficient, effective, and flexible.
  • Identifying opportunities for automation and reduction of manual processes and partner with teams across HR, Finance, Legal, IT, and Corporate Planning.
  • Develop program materials and templates required to deploy the Workforce Planning processes and to educate business leaders, HR team members HR partners and other key stakeholders.
  • Uses the enterprise HRIS to eliminate administrative tasks empower employees and streamline organizational needs.
  • Demonstrated team partnership, leadership, influencing and communication experience
  • Demonstrated track record of handling with highly sensitive data, and exercising proven judgement and discretion
  • Demonstrated experience navigating a complex and a fast-paced working environment
  • Experience across a wide variety of HR center of excellence
  • Ability to work collaboratively in a relationship-oriented, fluid, and matrixed environment
  • HR Strategic Planning and workforce planning
  • Employee relations and conflict management
  • Experience with HR program design and or delivery in areas such as:
    • Performance management
    • Learning and development
    • Succession planning, leadership development
    • Compensation and Rewards
    • Organization and team effectiveness and development
    • Diversity and inclusion
    • Risk management
  • Business Acumen – understand the business operations, functional and external environment and apply business tools and analysis that inform HR initiatives and operations consistent with overall strategic direction
  • Leadership and Organizational navigation – to navigate the organization and accomplish HR goals to create a compelling vision and mission for the function’s HR that aligns with the strategic direction and culture of the Company. To lead and promote change, manage implementation of HR initiatives and promote the role as a key business partner.
  • Integrity –maintain high levels of personal and professional integrity and act as an ethical agent promoting core values, integrity and accountability of the Company.
  • Relationship Management – create and maintain a network of professional contacts within and outside the function, HR Department and Company to work as an effective member of the team
  • Communication – craft and deliver concise informative verbal or written communications, listen to and address concerns and transfer, translate or influence from one level or team of the organization to another. Strong client focus, demonstrated success with quickly learning a client business, building relationships and getting results the client sees as valuable
  • Collaboration and Consultation – work with stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of organizational interventions and build support for solutions. Proven ability to work independently and collaboratively in a multi-disciplinary team
  • Critical thinking – collect and analyze quantitative and qualitative data, interpret and promote findings that inform business decisions

 
Experience

  • Minimum 10 years related HR experience in performance management, learning and development, succession planning, leadership development, compensation/benefits and Rewards, organization and team effectiveness and development, diversity and inclusion and risk management.
  • Prior experience in a union, manufacturing environment
  • Experience working on and/or leading projects with strong consulting skills and the ability to influence from a non-authoritative position.
  • Highly skilled in the use of MS Office Applications. (Word, Excel, PowerPoint)
  • Excellent organizational and planning skills to set and exceed established goals, schedules, and deadlines.
  • Proven ability to work in a team environment dealing with people from various disciplines to achieve goals, and to identify and resolve problems.
  • Able to make sound judgments requiring confidentiality, tact, and diplomacy
  • Well-developed communication skills to clearly explain benefits information to staff at various levels.
  • Experience with SAP, Workday (or similar HRIS)

 

Education & Professional Designations

  • An undergraduate degree in Human Resources, Business Administration or related field of study
  • Master's degree preferred.
  • SHRM-SCP or SHRM-CP certification preferred.

 

Safety Sensitive

  • Safety Sensitive: No
  • Employment of a final candidate selected for this position will be conditional upon successful completion of required pre-employment medical and alcohol/drug assessments.

 

Organizational Competencies

  • Drives for Results
  • Forward Thinking
  • Change Agility
  • Develops Potential
  • Communicates Effectively
  • Works Collaboratively

 

Please note that pre-employment background checks are pre-conditions to Husky employment offers and must be completed successfully before you are confirmed to start with Husky.

                      

Husky Energy is an affirmative action employer and we are committed to providing equal employment opportunities to qualified applicants without regard to age, disability, genetic information, gender, gender identity, sexual orientation, race, color, religion, veteran status, or other personal or physical characteristics protected by law.

 

Husky Energy is an integrated Canadian energy company headquartered in Calgary, Alberta.  The Company operates Upstream and Downstream business segments, with operations in Canada, the United States, China and Indonesia. 

 

Husky's balanced growth strategy focuses on consistent execution, disciplined financial management and safe and reliable operations.