Human Resources Manager

Why work for Lafarge?:
As the global leader in innovative and sustainable building materials, we’re committed to shaping a **greener**, **smarter** and **healthier** world. At Lafarge Canada Inc., **safety** comes first, **collaboration** matters and **diversity** is celebrated with people who share our desire to continually **make our materials better.**
Do you have the drive, the skills, and the passion to join us?
Overview:The Human Resources Manager is a strategic business partner, providing human resources support to our Cement Manufacturing, Sales and Logistics business in British Columbia. The HR Manager is responsible for talent management activities and initiatives within the business and is accountable for providing timely, concise information, guidance and coaching to our managers, aligned with HR policies, procedures and processes. This includes providing day-to-day support of the HR activities and initiatives in the following areas: employee/labour relations, performance management, retention, recruitment and staffing, compensation and benefits, training and development, project management, analytics and process improvement. The incumbent will identify key HR issues and play an important role in supporting key business objectives.
Responsibilities**:*Health, Safety & Environment*
- Demonstrates a commitment to a safe work environment. Understands the safety objectives of the organization and supports these efforts in a visible manner.
- Maintains a working knowledge of safety policies and regulations to ensure duties of self and others are performed in a safe manner.
- Participates in and supports the business Environmental, Health & Safety committees or improvement teams.
- Collaborates with the safety organization on safety training initiatives.

**Talent Management*
- Supports the implementation of HR strategy to assure appropriate employee resources are available to achieve planned results. Works with line managers to identify organizational issues that impact the attainment of business objectives.
- Works with management teams to effectively manage talent and create robust succession pools at all levels of the organization.
- Identifies key talent and ensures strong development and career planning in place and ensures implementation.
- Supports talent development activities.
- Engages line managers in actively managing and developing future talent.
- Manages the Talent Identification and Succession Planning and People for Tomorrow processes for the market.

**Recruitment & Staffing*
- Collaborates with the Talent Acquisition team to support recruiting and staffing activities for the area of responsibility including screening, interviewing and selection.
- Participates in campus recruiting activities to support the business.
- Oversees new hire administrative processes, employee onboarding and training.

**Performance Management*
- Coordinates the performance management process which includes objective setting, individual development plans, mid-year reviews and annual performance appraisals.
- Works with management in addressing performance issues and provides consultative support as required. This may include assisting managers with the development of performance improvement plans.

**Learning & Development*
- Supports managers in identifying learning and development opportunities and resources, programs, and tools to support employees’ development.
- Partners with the Learning & Development team to assist in program development, facilitation, coordination/logistics, communication, and measurement of training effectiveness.

**Employee/Labour Relations*
- Acts as primary contact for day-to-day HR employee issues including: advising management on employee and labour relations issues, overseeing or conducting investigations, interpreting policies, providing oversight on disciplinary letters/action, and counseling employees.
- Ensures compliance with various regulatory and legislative requirements, as well as trains managers in the same.
- Engages with the Labour Relations team on grievance management, collective bargaining, employment and labour policy development and labour strategy.
- Works with the business and appropriate company resources to resolve any litigation or legal issues.
- Supports implementation of corporate Human Resources programs and policies for the business.
- Anticipates and identifies issues and recommends solutions to resolve.

**Compensation & Benefits*
- With support from the Retirement, Compensation & Benefits teams, coordinates compensation and benefits activities such as bonus, merit increases, special pays, tuition reimbursement, compensation analysis, and job evaluation.
- Understands local market conditions to ensure fair and equitable pay practices.

**Project Management & Team Objectives*
- Works collaboratively across the Country and with HR team on assigned projects
- Uses a professional project management approach to complete assigned projects, includ