Post Secondary Degree or Certificate from an accredited University/College
Human Resources Designation (CHRP; SHRM; etc.)
Minimum of 5-7 years of related Human Resources experience
Sound knowledge of employment legislation and regulations
Proficiency in MS Office and HRIS familiarity
Strong consulting and analytical skills
Excellent written and verbal communication skills
Responsibilities
Support business strategy by providing HR leadership and coaching
Advocate for change to enhance employee engagement
Develop and administer regional HR policies and practices
Review and benchmark HR policies to improve business performance
Act as a confidential resource for employees and managers
Participate in dispute mediation and provide conflict resolution guidance
Develop leadership skills of local managers
Benefits
Comprehensive health and wellness programs
Professional development opportunities
Collaborative work environment
Support for work-life balance
Engagement in strategic business initiatives
Full Job Description
Employment Status: Regular
Time Type: Full time
Job Summary:
The Human Resources Manager is responsible for managing, developing and implementing all HR programs, including employee relations, performance management, compensation and benefits, disability management, acquisitions, training and development, succession planning and change management, to ensure that all initiatives are supporting the region's business strategies in their assigned areas, with minimal supervision. The HR Manager participates on leadership teams for their office(s) and is responsible for promoting, communicating, coaching and implementing HR initiatives and providing input in their development as required.
Principal Duties & Responsibilities:
Contributes to and supports in the business strategy by providing sound HR leadership coaching and advice in order to identify, prioritize, and build organizational capabilities, behaviors, structures, and HR processes which reflect current laws and compliance, corporate values and objectives, regional culture, work environment and employee needs
Act as an advocate of change to improve employee engagement by; delivering tailored HR solutions in the areas of employee relations, compensation and benefits, training and development and performance management. May reach out to the RHRBP or Corporate HR to obtain input and guidance, as required
Works with Managers in the development and administration of regional HR policies and practices, and provides guidance and coaching to build strong business relationships with local management and established credibility with employees.
Review and benchmark the internal and external environment to improve the HR policies and initiatives and enhance overall business performance
Acts in the capacity of an independent confidential resource for employees and managers on a wide variety of issues in support of an effective and positive work environment, by responding to manager and employee questions and concerns in a timely fashion, identify any patterns or trends in the issues presented, and develop potential solutions for long term resolution.
Participates in dispute mediation and collaborates with Managers on the appropriate actions. Provides guidance on issues, which include conflict resolution, roles and relationships, performance, and training. May obtain input and guidance as required from the RHRBP.
Works on developing leadership skills of local managers and provides guidance on how to manage/deal with issues and/or challenges.
Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes
Maintain close contact with the cross functional Corporate HR team to work in synchronization with the other business units
Accountability for managing and collaborating with the Corporate Total Rewards Team and HR colleagues to coordinating processes and emerging issues in the following areas: Total Rewards, Payroll, Performance Management; Employee and Leadership Development; Employee Engagement; Organizational Development; Change Management, Recruitment; Talent Management; On-boarding and Orientation; Succession Planning; Diversity and Employee Relations.
Maintains detailed confidential personnel records for the office(s) and ensures all records are accurately updated in a timely matter.
Understands the business mission, challenges and strategic initiatives in order to influence and drive the business' agenda for their assigned office(s).
Takes part in organization design/succession planning discussion/ process with the local leadership teams to ensure alignment with overall business strategy.
Responsible for working with Talent Management team and the Regional HRBP to proactively recruit in alignment with the talent acquisition strategy and designated metrics; participates and may facilitate in the recruitment process by interviewing for management levels, and above.
Manages employment contracts and ensures corporate and legislative guidelines are met.
Provides support in the use of HR systems, tools and processes.
Works with Regional HRBP to ensure HR services and support is delivered to their locations in a consistent manner.
Communicates with Regional HRBP to ensure that issues and concerns are raised and addressed in a proactive manner.
Lead and support collective bargaining and labour negotiations
Manage grievances and related dispute-resolution processes
Interpret and administer collective agreements
Partner with leaders on employee relations, performance management, attendance, and workplace matters
Coach and advise managers on labour-relations practices and employee issues
Develop and maintain productive relationships with union representatives
Preferred Education & Experience:
Post Secondary Degree or Certificate from an accredited University/College
Human Resources Designation (CHRP; SHRM; etc)
Sound knowledge of employment legislation and regulations
Minimum of 5-7 years of related Human Resources experience
Demonstrated standard level proficiency in MS Office, Outlook, Excel, PowerPoint, internet/intranet applications and preferably HRIS familiarity
Ability to build strong business insights and apply that learning when making recommendations
Excellent written and verbal communication
Solid consulting and analytical skills; focused on results, skilled at building strong professional relationships at all organizational levels
Demonstrated competencies in several aspects of HR Management, (i.e. succession planning, performance management; total rewards; labour relations; coaching)
Strong oral, written communication skills in English, second language preferred
Ability to work with a wide variety of personalities in varying situations
Proven ability to handle confidential and contentious issues
