HR Manager

3 weeks ago

Portage la Prairie, Canada McCain Foods (Canada) Full time

**Position Title**:Manager HR Portage

**Position Type**: Regular - Full-Time

**Position Location**: Portage La Prairie

**Grade**: Grade 06

**Requisition ID**: 20038

We know the importance that food plays in people's lives - the power it has to bring people, families and communities together. Our purpose is to bring enjoyment to people’s lives through great tasting food, in a way which reflects our values.

**Overall Purpose**

McCain Foods is seeking a dynamic Human Resources Manager/Business Partner to join the leadership team at our Portage, Manitoba potato manufacturing plant.

The role holder will be a strategic HR partner to deliver the shared business goals, strategies and initiatives. The role holder will be responsible for a site-specific approach to organizational and people capability building, long term resource and talent management planning and execution, using business insights to drive change in people management practices as well as advising and making recommendations on the people implications of organization change.

**Job Summary**:
The HR Manager will plan, develop, and direct the various Human Resources and employee relations programs and initiatives within the plant manufacturing organization to ensure that corporate, regional, and local Human Resources strategies and priorities are met. As a strategic business partner to the local manufacturing leadership team, the HR Business Partner will provide consultation and Human Resources expertise on matters relating to:

- Employee Engagement
- Talent Acquisition
- Learning & Development
- Leadership Development
- Human Capital
- Rewards and Recognition
- Employee Relations
- Community Relations
- Safety, Health & Wellness
- Continuous Improvement

**Responsibilities**:

- Provide leadership and support to the local Manufacturing Leadership Team to create, roll out and/or assess people strategies and processes, including performance management: Performance Excellence Program (PEP), Key Performance Indicators (KPI), and Performance Improvement Plan (PIP); employee development, Managing for Daily Improvement (MDI), organizational capability; succession planning (Leadership Development Review (LDR), staffing plans); and compensation and benefits. Share learnings from processes with corporate HRBPs, Talent Management and Total Rewards. Partner as needed for solutions based on business needs.
- Collaborate with Plant Manager and the leadership team to define and execute organizational effectiveness concepts to support MDI in the areas of team formation, development, cross-training, advanced leadership, team development and engagement.
- Develop appropriate employee relations strategies. Interpret Human Resources policies and recommend appropriate courses of action to ensure effective employee relations practices. Review and approve all plant employee handbooks and policies. Partner with client groups to ensure effective employee problem-solving processes are in place, such as peer review and open door policies.
- Provide input for quarterly and annual business planning, and outlines resourcing and “people” implications / considerations
- Supports McCain people leaders within client group to develop effective management and leadership behaviours, giving people leaders the tools to succeed as managers / leaders
- Model and uphold the employee code of conduct, including conducting the more complex or advanced investigations at the location
- Counsel and coach employees and managers/supervisors on corrective action. Participate in review of disciplinary procedures for manufacturing client groups to ensure compliance with state and federal law and company policies and procedures.
- Drive organizational effectiveness, optimal plant staffing and sustainable cost advantage strategies.
- Provide consultation related to workforce and resource planning, performance management, change management delivery, and employee relations within a plant client group
- Compile workforce analytics to develop people insights, sharing with Sr. HR Business Partner(s) and Regional VP, HR
- Provide input to CoEs to define and implement forward-thinking workforce strategies and solutions to meet business environment needs
- Change management - Support change execution, supporting client group in understanding and embracing changes
- Develop the annual wage recommendations in conjunction with Plant Management and Regional Leadership Team. Provide oversight and direction regarding hourly compensation administration. Counsel and assist on salary administration in coordination with Rewards Team.
- Engage in various special projects at the direction of the Director, HR Business Partnerships and/or VP HR Potato. This includes but is not limited to Human Resources strategy and analysis and the development of the Annual Operating Plan (AOP).
- Lead Talent Review Process at local site and execute on all action and follow up items.
- Refer employees to the Employee Experience

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