Mission for this Position About Us
At Baffinland, we work and live beyond the Arctic Circle, mining iron ore at our Mary River Property, located in the Qikiqtani Region of Nunavut on Baffin Island; one of the world's most captivating and seldom seen destinations. We are a unique company with a strong management who have amassed specialty experience on northern mining projects through all phases of Inuit consultation, permitting, construction and operation. Our workforce brings together the modern practice of safe, sustainable mining and the enduring value of a traditional culture, which is rapidly advancing. The result is a work and community experience you won't find anywhere else. We are looking for people ready to share, build, and grow with our company.
Reporting to the Superintendent, Human Resources & Labour Relations, the HR Advisor - Inuit Relations is a key support role to facilitate the success of Baffinland's Inuit workforce throughout the full employment life-cycle.
This is accomplished by building and maintaining positive, culturally aware, and harmonious workplace relationships, and ensuring that commitments within the IIBA relating to employment, are understood and adhered to by collaborating with key personnel and stakeholders.
Key functions include assisting with onboarding and helping to establish, document and clarify expectations to ensure the alignment between employees, departments and Baffinland. This includes actively managing issues and challenges impacting the Inuit workforce such as attendance and absenteeism management, performance planning and management, employee growth and development, engagement and retention. Main Accountabilities
1. Provide consultative support and guidance to Inuit employees, front-line supervisors, members of the HR/LR team, and other stakeholders with:
• Onboarding: Assist with onboarding for new or returning Inuit employees; ensure expectations relating to workplace conduct and expectations is understood. Develop and maintain effective working relationships with Baffinland Community Liaison Officers and Inuit Cultural Advisors to ensure Inuit employees and their dependents have access to a comprehensive support network.
• Employee Relations and Engagement: Lead and participate in meetings to help identify, manage and resolve issues and challenges impacting employee engagement, success and retention. This includes but is not limited to clarifying and helping to manage the expectations of all stakeholders, acting as a referral agent and providing counseling and support to Inuit employees.
• Training and career development: Partner with front-line supervisors to help document the short and longer term interests and aspirations of employees. Ensure information and files are updated semi-annually and that updated information is summarized in reports and shared with internal stakeholders. Identify issues and challenges and ensure they are actively managed and reported on.
• Reporting: Compile information and assist with the preparation of reports and information for internal and external use. This includes but is not limited to assisting with IIBA reporting.
2. Provide consultative support and guidance to help manage and address issues impacting Inuit employee attendance.
• Participate in meetings relating to absenteeism and tardiness
• Help identify issues impacting attendance and partner with employees and front-line supervisors to identify practical and sustainable options to facilitate improvement
• Help identify and seek out internal and external support and resources for employees
3. HR program administration for Inuit employees
• Benefits and Pension: Assist with the communication of information and administration of the employee benefit and pension plans.
• Payroll: Assist managing, documenting and addressing employee payroll inquiries.
4. Performance management for Inuit employees: Actively participating in meetings with Inuit employees that relate to managing workplace performance and or conduct issues.
• Support managers and frontline supervisors by providing expertise, guidance and insights to support their development to effectively manage the Inuit workforce
• Participating in investigations, assisting with identifying options and tactical plans to help resolve the issues that impact employee performance and or conduct
5. Conduct 'exit interviews' and 'stay interviews'; document information and summarize findings and prepare reports as required
• Using a prescribed template, contact Inuit employees quarterly to obtain feedback and summarize information into a report for the site HR/LR Superintendents and Manager
• Identify issues that should be actioned or followed up on and ensure appropriate escalation or action occurs
6. Member of the IIBA Employment Committee to advise on site specific Inuit HR activities (i.e. Recruitment, Workplace Conditions Review, Annual Work Planning)
• Supported by the Sustainable Development Team, ensure that site HR practices align with the commitments made in the IIBA
7. Be a courageous safety leader, mentor and role model for Inuit employees; identify opportunities for improvement and prepare recommendations to help manage/address/resolve issues, challenges and misunderstandings Main Qualifications
- Business administration or Human Resources diploma or degree, relative experience will also be considered
- 3 to 5 years' experience working in a generalist role;FIFO or remote site operations experience an asset
- Fluency in Inuktitut & English (Required)
- Knowledge of Inuit Culture and Inuit Communities (Required)
- Proficient with MS Office (Required)
- Familiarity with SAP and Payroll Systems (ADP)
- Excellent interpersonal skills
- Experience with mining operations or industrial/construction workplaces
- Excellent organizational skills and strong attention to detail
- Excellent communication skills including the ability to communicate effectively verbally and in writing, and the ability to compose business correspondence and reports
- Adaptable, willing to learn, self-motivated and fair
- Committed to service and excellence