The HR Department Manager acts as the primary HR partner for employees and managers within the corporate functions, supporting leaders across a broad range of people-related matters, including performance management, employee relations, organizational changes, workforce planning, employment conditions, talent development, and recruitment. Working closely with corporate functions leaders and the broader HR team, the HR Department Manager helps translate business needs into practical people solutions while ensuring a consistent and positive employee experience across the organization. This role requires strong business partnership skills, sound judgment, and the ability to balance operational HR support with longer-term organizational and talent priorities. Key Responsibilities HR Partnership & Workforce Planning • Act as the primary HR partner for leaders and employees within assigned Global and regional corporate functions. • Develop a strong understanding of each function's structure, priorities, challenges, and talent needs in order to provide relevant HR guidance and support. • Partner with leaders on workforce planning, organizational structure, role evolution, succession needs, and other people-related business decisions. • Support organizational changes, employee movements, promotions, transfers, and other changes impacting teams. Manager & Employee Support • Advise managers on employee relations, performance management, career development, employment conditions, policies, and day-to-day people matters. • Coach managers in addressing performance issues, providing constructive feedback, and managing sensitive employee situations effectively. • Act as a trusted point of contact for employees, providing guidance and ensuring appropriate follow-up on HR-related questions and concerns. • Support leaders in maintaining strong team dynamics, employee engagement, and effective communication. Performance & Talent Management • Coordinate and support performance management processes within assigned functions. • Partner with managers to identify development needs, career opportunities, succession considerations, and high-potential talent. • Identify training and development needs in collaboration with managers and the Learning & Development team. • Support onboarding and integration of new employees and leaders within Global corporate functions. Recruitment & Talent Planning • Partner with leaders and Talent Acquisition to identify current and future hiring needs. • Support the definition of roles, organizational needs, and candidate profiles in collaboration with hiring managers and Talent Acquisition. • Participate in key selection decisions when appropriate and support the successful integration of new hires. • Help ensure hiring decisions remain aligned with organizational structure, internal equity, and longer-term workforce needs. HR Programs, Policies & Processes • Participate and or lead the development, implementation, and continuous improvement of HR policies, programs, processes, and guidelines. • Ensure consistent application of HR practices while adapting support to the realities of different corporate functions and locations. • Partner with HR colleagues and other stakeholders on compensation reviews, employee engagement initiatives, organizational development, and other people programs. • Identify opportunities to improve HR processes, manager effectiveness, and the overall employee experience. • Support change management initiatives and help leaders communicate and implement organizational changes effectively. Qualifications • Degree in Human Resources Management, Industrial Relations, Business Administration, or a related field. • Minimum of 5 to 8 years of progressive experience in Human Resources, ideally in an HR Business Partner, HR Manager, or similar operational HR role. • Demonstrated experience supporting managers and senior leaders across a variety of HR matters. • Strong knowledge of performance management, employee relations, workforce planning, talent management, and organizational development. • Strong knowledge of Quebec labour standards and employment practices; exposure to HR practices in other jurisdictions is considered an asset. • Experience working in a multi-site, international, or rapidly evolving organization is considered an asset. • Proficiency with Google Workspace, Word, and Excel; experience with HRIS and other HR systems is an asset. • Excellent verbal and written communication skills in both English and French. • High degree of discretion, professionalism, and confidentiality. • Excellent interpersonal, organizational, coaching, and influencing skills. • Strong judgment, initiative, prioritization, and problem-solving abilities. • Ability to build trusted relationships with employees, managers, and senior leaders. • Comfortable navigating ambiguity and adapting to a constantly evolving environment. Additional Information • Full-time, Permanent Contract; • 5 paid sick/personal days; • 2 additional statutory holidays in the winter holidays; • Group Insurance, access to Dialogue online support and to an Employee Assistance Program (EAP); • RRSP with employer contribution; • Discounts on public transports, several spas, sports classes, art center, cafes, furniture and several other local businesses. Videos To Watch https://www.youtube.com/watch?v=Z4G7EKdclfU