Human Resources Business Partner (HRBP)

Highlights of the job

We are hiring a full-time temporary Human Resources Business Partner position for up to 1 8 months working out of Edmonton, AB . We welcome applications from internal and external candidates .

We have an exciting opportunity for a business-minded Human Resources Business Partner (HRBP) to join our Human Resources team. Reporting to the Associate Director, HR Operations, you will serve as a trusted advisor to leaders within North American Commercial Services , helping them navigate workforce challenges and achieve business objectives through effective people strategies. By building strong relationships and understanding unique business needs, you will provide HR consulting services and tailored people solutions that support organizational performance, employee engagement, and culture across both unionized and non-unionized environments.

As a strategic partner and problem-solver, you will support leaders through a wide range of complex people matters, including performance management, workplace investigations, discipline, terminations, grievance management, dispute resolution, organizational design, and workforce planning. You will help leaders balance business needs, employee experience, and risk while navigating employment legislation, collective agreements, company policies, and HR programs. Additionally , you will contribute to talent management, total rewards, employee engagement, and organizational initiatives that strengthen our culture and support long-term business success.

Where we work: This position is eligible for our hybrid work program, offering the flexibility to work remotely while requiring a minimum of two days per week onsite. Initial onboarding will be completed onsite.

What you’d be responsible for

- Contributing to the people strategy components of business unit plans and providing input into broader HR strategy.
- Serving as a strategic partner to front-line and mid-level leaders on a wide range of labour and employee relations issues, including complex workplace investigations, progressive discipline, performance management, attendance management, and dispute resolution.
- Coaching leaders through sensitive people's challenges, mediating conflicts, and identifying emerging risks to inform early interventions.
- Providing guidance and interpreting employment legislation, company policy, and applicable collective agreements.
- Building and maintaining effective working relationships with union representatives and support leaders through grievance procedures and dispute resolution pathways.
- Facilitating and guiding leaders through the HAY job evaluation process for both new and existing roles, ensuring accurate role design, internal equity, and alignment with organizational standards.
- Managing and guiding leaders through discipline and termination processes in alignment with collective agreements, HR policies, and employment legislation or standards.
- Driving and supporting discussions related to engagement, diversity and inclusion, succession planning, organization design, job design, and workforce planning.
- Advocating for business units needs to ensure Total Rewards, Talent Management, and HR programs are informed by operational realities.
- Developing, implementing, and assessing HR processes to ensure compliance and mitigate organizational risk.
- Support growth initiatives and structure changes from mergers, acquisitions, and company-wide programs.

What’s required to be successful

- A degree in Business, HR Management, or a related area is required.
- 5+ years of progressively responsible Human Resource experience including a combination of working in a unionized environment, labour relations, employee relations, compensation, and talent management is required .
- Knowledge of relevant employment legislation (e.g., Human Rights, Privacy, Psychological Safety, WCB, Employment Standards).
- Proven ability to collaborate with, influence, and coach leaders at multiple levels.
- Exceptional communication and presentation skills, with the ability to tailor messaging to diverse audiences.
- Proven ability to collaborate with union stakeholders using an interest-based approach, balancing organizational needs with fair and principled dispute-resolution practices.
- High integrity and discretion when handling confidential or sensitive information.
- Strong analytical, systems -thinking, and demonstrated ability to manage competing priorities in a dynamic environment.
- Course work or experience in arbitration and mediation, coaching, conducting investigations, trauma informed practices, or DEI is considered an asset.
- Facilitation experience is considered an asset.
- CPHR designation is considered an asset.

As our best candidate

You are an engaging, respected, and credible HR professional who builds trusted partnerships across all levels of the organization. You thrive in complex environments and

are skilled at balancing employee, leader, union, and business needs while delivering

practical and effective solutions.

Your experience has made you a trusted resource on workforce matters, including

employee and labour relations, organizational design, talent management, and organizational effectiveness. You are comfortable navigating ambiguity, managing sensitive

situations, and providing thoughtful guidance on complex people issues.

You are skilled at gathering information, identifying risks and opportunities, and developing

solutions that support both business objectives and positive employee outcomes. Through

your collaborative approach, sound judgment, and strong influencing skills, you help

leaders build high-performing teams and inclusive workplace cultures. You work eff ectively

across functions, build consensus among diverse stakeholders, and consistently

demonstrate professionalism, accountability, integrity, and a commitment to being easy to

do business with.

Other important facts about this job

Jurisdiction: Professional

Hours of work: 80 hours biweekly

Travel r equirements: O ccasional travel may be required 2 - 3 times a year to various EPCOR sites within Western Canada.

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Please note the following information:

- A requirement of working for EPCOR is that you are at least 18 years of age, successfully attained a high school diploma (GED, or equivalent level of secondary education) and legally entitled to work in Canada. (A copy of a valid work permit may be required.)
- If you are considered for the position, clearance is required on all applicable background checks (which may include criminal, identity, educational, and/or credit) and professional reference checks. Some EPCOR positions require an enhanced level of background assessment, which is dictated by law. These positions require advanced criminal record checks that must also be conducted from time to time after commencement of employment.
- A technical/practical assessment may be administered during the selection process and this exercise will be used as a part of the selection criterion.
- To meet the physical demands required of some positions, candidates must be in good physical condition and willing to work in all weather conditions. Clearance on pre-placement medical and drug and alcohol testing may be required.
- P rior infractions for unsafe driving behaviours will be evaluated and considered for non-selection regardless of current demerits on file .
- If you are required to provide your own personal reliable vehicle : Successful applicants must provide their own vehicles with appropriate insurance in accordance with EPCOR’s Employee Mileage Reimbursement Policy. You will be reimbursed in accordance with EPCOR’s Employee Mileage Reimbursement Policy.
- Use of AI: Our recruitment process may use technology assisted tools, including artificial intelligence, to support application screening and certain assessment steps. All recruitment activities, including hiring decisions, are led by our hiring managers and talent acquisition team.