HR Manager

5 months ago

Ottawa, Canada Lafarge Canada Full time

Whatever you do, you'll make a difference at Lafarge Canada. Because we know that your passion and curiosity are the natural resources the world needs. Thanks to our teams' energy, commitment and ideas, we are reinventing how the world builds to make Canada greener and smarter for all.

HR Manager

**Requisition ID**:4543**Location**:Ottawa, ON, CA, K2H 7T5
- Mississauga, ON, CA, L4V 1S7
- Bath, ON, CA, K0H 1G0**Pay Type**:Salary- Travel Requirement: 31-40%**WHO IS LAFARGE?**
As a global leader in innovative and sustainable building solutions, Lafarge is enabling greener cities, smarter infrastructure and improving living standards around the world. With sustainability at the core of our strategy, we are becoming a net-zero company, with our people and communities at the heart of our success. We are driving circular construction as a world leader in recycling to build more with less. It’s all thanks to our 7,000 talented people around the world who are passionate about building progress for people and the planet through four business segments: Cement, Ready-Mix Concrete, Aggregates and Solutions & Products.

**WHO ARE LAFARGE PEOPLE?**
Lafarge people are passionate about finding better ways to build. They embrace innovation and improvement with a pioneering spirit. They work as trusted partners, creating better solutions and experiences for their customers, communities, and colleagues.

**Objective**
- The Human Resources Manager (HRM) is responsible for the strategic human resource planning and strategies to support sustainable and profitable business operations with a focus on acting as a business partner.
- The incumbent will support the Head of HR for Eastern Canada (ECAN) and line managers by identifying key HR issues and developing action plans to support the business objectives.

**Responsibilities**
- Health & Safety:
- Demonstrate strong leadership, teamwork, customer focus, and operational support ensuring full compliance with Health & Safety policies and procedures.
- Work closely with the Health and Safety team, when required during investigations, or in the implementation of initiatives.
- Human Resources Planning & Strategy:
- Support the Head of HR (ECAN) through the implementation of HR strategies to assure appropriate employee resources are available to achieve planned results.
- This includes working with line managers to identify and resolve organizational issues that support the attainment of business objectives.
- Human Resources Policies & Programs:
- Responsible for coordinating performance management activities for the business such as Individual Development Plans (IDP), annual performance appraisals, annual bonus & salary increase processes, staffing & recruiting, learning and development, employee engagement, compliance and employee/labor relations.
- The HRM is also a key contributor in the preparation, updating and implementation of Human Resources programs, policies and procedures across the business.
- The HRM must also take on an advisory role with assigned client groups on organizational policy matters and by actively engaging with other HR team members around best practices to drive consistency and proper benchmarking.
- Business Acumen & Analytics:
- The HRM is responsible to understand the vision and mission of the organization and recognize the value drivers and measurements that affect growth and financials.
- Through the utilization of HR metrics the HRM will be responsible to analyze HR related company performance, understand data/trends and make evidence based decisions in partnership with the business.
- The HRM is responsible to understand and contribute towards the return on investment of HR activities and initiatives.
- Corporate Culture & Change Management:
- The HRM is personally focused on driving a high performance culture and building a highly engaged work environment in all aspects of their role.
- The HRM must also play a strategic role in change management and will influence employee and managerial buy-in and reduce factors that cause resistance in adapting to change.
- Learning & Development Programs:
- Dependent on business requirements, the HRM will work with Learning and Development and the larger HR team to identify training & development opportunities and resources required for targeted employee populations.
- The HRM will participate in the creation and/or facilitation of training programs as needed.
- The HRM will support development activities for all employees in assigned market areas and must engage line managers in actively managing and developing future talent.
- The HRM also supports the developmental activities of employees in key development programs.
- Talent & Performance Management:
- The HRM will provide recruitment and selection support to the market areas; the HRM will work with HR partners to prepare compensation packages and employment terms.
- The HRM supports new employee orientation and the onboarding experience to foster a suc

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