Position Overview


The Human Resources Business Partner (HRBP) will act as a trusted advisor across all aspects of HR including employee relations, recruitment and staffing, compensation, talent review, organization design, resource planning, and career development. Reporting to the Director of Human Resources, the incumbent will work with leaders from the business to define needs, provide input to the development of people strategies, lead HR colleagues to achieve the strategy and translate the impact via measurable results.


As an HR business partner, you can expect to be responsible for the following:

  • Champion the culture of NAC and a positive work environment.
  • Building trusted relationships with leaders in the National Access Cannabis.
  • Assist in the development, support and communication of HR Policies and Procedures. Ensures HR consistently followed and understood by all employees. Identifies and recommends policy enhancements and changes as needed.
  • Responsibility for conducting employee relations investigations (both formal and informal) and inquiries, providing consultation and guidance and recommending outcomes to resolve employee relations issues, with a key focus on maintaining a positive employee relations climate
  • Providing strategic and day-to-day leadership to drive the delivery of the business’ HR plans
  • Ensures legal and ethical compliance with provincial and federal laws.
  • Using experience, skills and knowledge of the HR industry to make an impact in key areas such as change management, organisational design, recruitment, employee engagement and talent analytics
  • Partner with leaders and employees to improve work relationships and resolve conflicts, to maintain an engaged workforce and to retain the best talent.
  • Coach/advise managers in all areas of human resources management and planning, particularly in the areas of employment legislation, talent acquisition, succession planning, employee training and development, employee relations, performance management, and workforce planning. 
  • Partner with the Talent Acquisition Team to ensure that the recruiting strategies and processes are well understood and used effectively by hiring managers.
  • Participate in recruiting efforts which includes organizing and attending Career Fairs to attract top talent and foster relationships with educational institutions across Western Canada;
  • Other duties and responsibilities as required

 HR business partner skills and competencies:

 You will be expected to hold a university degree, with a professional HR qualification from an accredited institute obtained or in-progress. The successful applicant will also be expected to have proven work experience either as an HRBP in another organisation, or as an HR Generalist with a demonstrated expertise in Employee Relations. You will also be required to have the following:

  • Communication skills– delivering the strategies of the business will require you to talk to stakeholders from around the business. As such, you will need to be able to present effectively to a different levels of seniority
  • General skills– you will need to be a true generalist, with a good understanding of the many different responsibilities of the function (eg. Learning & development, rewards, compensation & benefits)
  • Leadership– you will be working with line managers to deliver the function’s strategy. As such, you must be able to lead in the day to day operations of the business, and also on specific projects
  • Coaching skills– you will be seen as a mentor within the function and the business at large. You must be comfortable in offering advice to both your peers and junior employees
  • Strategic thinker– working closely with the Director of Human Resources to deliver and implement new programmes and initiatives, experience of thinking strategically is an absolute must
  • Industry knowledge– building a coherent and successful HR strategy will require an extensive knowledge of the trends and changes in policy and legislation that affects people at work.


 Skills & Experience

  • Knowledge of the retail industry is a strong asset. Experience in cannabis or similar regulated industry) is also an asset.
  • Experience or knowledge in designing and managing human resources programs.
  • Ability to work in a fast paced, rapidly growing and changing environment, with short timelines.
  • Excellent verbal and written communication skills.
  • Outstanding people management skills, strategic leadership abilities, and ability to develop and grow talent.
  • A collaborative work style and the ability to either take direction or work independently as the situation requires
  • Demonstrated focus on employee relations, ability to mediate conflict and negotiate positive outcome while maintaining positive, respectful relationships
  • Excellent judgment in decision-making, problem solving, and ability to clearly explain your perspective to others.
  • Highly motivated, passionate and enthusiastic.


Working Environment & Travel

  • Travel across Canada should be expected. NAC estimates that the HRBP may need to travel, on occasion, not more than 25% of time.
  • Office working environment

 Required Education & Experience

  • Minimum 5 years progressive experience in Human Resources.
  • University degree in Human Resources or a related field.
  • CHRP/CHRL designation or equivalent, considered an asset

Statement on Diversity & Inclusivity

National Access Cannabis (NAC) provides services in one of the most diverse countries in the world. The diversity of our communities takes many forms. It includes differences related to race, ethnicity, national origin, gender identity, gender expression and presentation, sexual orientation, religion, age, ability and socioeconomic status. We see diversity as an asset to our organization and communities and strive to be reflective of the communities that we serve. We commit ourselves to promoting better understanding and appreciation of our human diversity; a commitment which is best realized through our individual and collective effort.

NAC is professionally and personally committed to celebrating the rich diversity of people who work in our company, to those who live in our communities, and to those who access our services and resources.  We believe that it is critical that our services empower freedom of thought and opinion in an environment of mutual respect. All of our activities and interactions are enriched by accepting each other as we are and by celebrating our uniqueness as well as our commonality. We are guided by the principle that celebrating diversity enriches and empowers the lives of all people.

Accommodation Statement

National Access Cannabis welcomes and encourages applications from people with disabilities, as such reasonable accommodations are available upon request from a candidate with a disability, thus ensuring you can take part in all aspects of the recruitment and selection process. If as a qualified job applicant, you request an accommodation, National Access Cannabis will consult with you and provide reasonable accommodations according to your accessibility needs.  If you wish to make a request, please provide a cover letter, when applying to this position.

The successful candidate to this role will be asked to complete a background screen, which may include criminal, credit, employment and/or educational checks. All offers of employment are conditional on the receipt of satisfactory results of any applicable check.

This is an evolving position as such, the job responsibilities and title may shift to reflect a change in requirements.

How to apply:

Unless otherwise stated, applications will only be considered from candidates eligible to work in Canada, without sponsorship.

If you are interested in this position and can clearly demonstrate that you meet the requirements defined in the job description, please put #chooseme on your resume in the top right corner, complete our online application form by the  Friday April 12, 2019 closing date. 

Message to Agencies

National Access Cannabis does not accept unsolicited telephone calls, referrals or resumes from any source other than directly from candidates. We will not consider unsolicited telephone calls, referrals and/or resumes from vendors including and without limitation, search firms, staffing agencies, fee-based referral services and recruiting agencies. The submission of referrals or resumes by anyone other than a candidate directly to National Access Cannabis employees is not welcome. Unsolicited referrals and resumes sent to National Access Cannabis are deemed gratuitous, and the company will not be obligated or bound in any way to pay any referral or other fee if a person referred to us from a source other than a candidate is hired.

Notwithstanding the foregoing, resumes will be accepted from approved vendors who have written agreements in place with National Access Cannabis, and then only to the extent such agreement covers a specified position and, if required by such agreement, the submission of resumes by the vendor has been authorized in writing by National Access Cannabis for such specified position. Any resume submitted in the absence of a signed agreement will become the property of National Access Cannabis and no fee shall be due for any candidate that may be subsequently hired. 

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