Accountabilities and Responsibilities
Reporting to the President of Canada, the Manager, HR is responsible for the leadership and operational direction of the HR team, working as a cohesive unit with other managers you will develop, support and implement strategic plans to grow the business, support the organizations profit targets and develop a highly skilled and superior workforce.
- Participate in the development of the Canadian strategic plan and support its implementation.
- Provide recommendations for the development of medium- and long-term strategies, capital plans, and the yearly operating plan.
- Continuously evaluate the business structure and staffing levels to ensure the business resources reflect current market conditions and demand for services. Establish contingency plans to enable effective and efficient deployment as necessary.
- Ensure standardized procedures, policies and effective processes are developed, adopted and complied within the region.
- In conjunction with Business Development identify opportunities, develop client relationships and assist in the procurement of contracts.
- Provide leadership and focus on continuous improvement initiatives and change projects.
- Provide information to corporate management by reporting business results, opportunities, trends, promotional activity, and competitive information.
- Work with other Regional Managers to maximize cross-functional effectiveness.
- Uphold and promote organizational Values.
- Provide support to the other regions by sharing best practices.
- Participate or even leads in high-level business risk assessment, analyze risks related to accomplishment of the organization’s business objectives and recommend risk mitigation.
- Assure all business processes are in compliance with company policy.
- Monitor and promote initiatives to ensure their successful completion on time and within budget.
Specific Role Accountabilities
- Oversee the day-to-day HR operations.
- Attend to the recruitment of suitably qualified personnel to meet requirements of operating and functional areas and participates in workforce planning for projects.
- Focal point and responsible for all Industrial Relations matters including negotiations of Union Collective Agreements.
- Accountable to develop training programs, including orientation and induction as necessary, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
- Ensure personnel records and statistics are maintained.
HUMAN RESOURCES MANAGER
Specific Role Accountabilities (Continued)
- Design, review and maintain all employee contract templates to ensure they meet legislative requirements.
- Work together with other Regions to supply sufficient manpower.
- Contribute to plans made to meet estimated human resource requirements.
- Supervise the operation of job evaluation and performance appraisal programs.
- Conducts research on remuneration and benefits used in other companies, and make recommendations for improving the effectiveness of existing company programs.
- Coordinate and advise management of possible effects resulting from the transfer and promotion of employees.
- Educate and assist managers with grievance and personnel issues.
- Deal with Workers Compensation matters.
- Negotiate and maintain the company’s Income Protection Insurance Policy.
- Point of contact for Employer Advisor groups.
- Contribute HR information and details for tender submissions.
- Provide monthly flash reports on activities, follow-up and forecasts.
- Manage HR operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions.
- Create a high performance culture by collaborating with the leaders and employees to establish a positive work environment, by leveraging the team’s diverse talents.
- Assist management in the interpretation and application of human resources policy, practices and guidelines.
- Develop robust talent management plans to attract, retain, develop, and engage talent throughout the organization.
- Coach functional leaders on complex leadership and HR issues including talent/performance goals and HR/talent implications of business decisions.
- Build organizational alignment and capability through development and/or facilitation of appropriate senior leader focused interventions (i.e. team effectiveness, goal development and alignment, manager capability, etc.).
- Lead, coach and mentor direct reports to support high performance, employee development and succession planning, and support them in doing so with their reports.
- Set expectations for direct reports with respect to corporate strategy, objectives, annual plans and personal behavior.
- Recognize and develop individual and team potential, and mentor the Company’s future leaders.
- Develop career plans for team members together with Managers.
HUMAN RESOURCES MANAGER
HSE and Quality Management Responsibilities
- Ensure that all work is conducted in accordance with the requirements of the organization’s Quality Management System.
- Assist with the revision of policy documentation as required.
- Assess and manage risk for the safety of personnel, the environment and for the business.
- Ensure that all work is conducted in accordance with the requirements of the organization’s Health, Safety and Environmental Management System, observing in addition any site specific and/or statutory requirements.
- Actively promote and proactively model the company’s focus on safety when interacting with all current and future employees and clients.
- To be part of a global organization that has been in operation for 80 years and in Canada for 25 years. The organization has experience mammoth growth over the last three years and is expecting one to three new acquisitions in the near future.
- Opportunity for the successful candidate to play a significant role in upcoming acquisitions.
- To be an integral part of the leadership team and be involved in development of global Human Resources Strategies.
- This role will play both a day to day and strategic role.
- Some travel, both international (for Global HR meetings) as well as national (to visit other Canadian sites).
- The successful candidate will manage a team of three.
Indeed - 7 months ago