Employee Relations and Training Manager

**JOB PURPOSE**:
Reporting to the VP, Human Resources, the Employee Relations, and Training Manager engages with client groups and develops and implements policies, programs and processes that that will facilitate a positive employee experience and high-performance culture. This role is an ambassador of the Conestoga WAY and plays and important role in cultivating talent and a culture that reflects our values.

**KEY JOB FUNCTIONS / ROLES / RESPONSIBILITIES**:

- As part of the HR leadership team, this role is responsible for HR operations including employee relations, performance management, legislative compliance, training and development, employee engagement and change management.
- Actively seeks feedback to continuously improve programs and processes
- Responsible for Employee Relations and Training business plans and budget
- Responsible for the development and implementation of programs, policies, and practices to address the needs of salaried staff in conjunction with the Talent and Organizational Development Manager
- Provides ongoing HR support to salaried staff departments
- Provides leadership and coaching to direct reports by holding regular one to ones and providing ongoing support to enhance their performance and development
- Implements employee relations and training and development strategies based on business needs and priorities
- Accomplishes results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting solutions; evaluating milestone accomplishments; evaluating optional courses of action and changing assumptions and direction as required
- Guides manager and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and emphasizing organization values
- Complies with federal, provincial and local legal requirements, advising management on needed actions
- Updates job knowledge by seeking opportunities for personal development including but not limited to conferences, webinars, books and professional associations.
- Interacts with all external organizations impacting employee relations.
- Demonstrates and promotes the Conestoga WAY
- Develops and reviews personal development plan ensuring that it includes goals that support the key initiatives of the organization as well as personal development goals
- Ensures personal development plan is implemented

**QUALIFICATIONS**:

- Post-secondary Human Resources education - University degree preferred
- CHRL preferred
- Minimum 7 years' experience in Human Resources
- Minimum 3 years' managerial experience in Human Resources

**KEY COMPETENCIES**
- **
Accountability and Initiative**
- Regularly reviews each employee's accountabilities and expectations with them to ensure that they are clearly understood
- Guarantees the on-time delivery of products and services with absolute quality and safety for their team
- **Service Excellence**
- Appropriately consults with other departments prior to making decisions that impact the customer experience
- Actively looks for opportunities to enhance the customer experience
- **
Communicating with Clarity**
- Proactively meets with the senior leadership team to confirm which messages are to be shared with employees
- When communicating messages to employees, ensures that they are clearly delivered in a clear and consistent manner
- Adopts genuine and caring communication style when having difficult conversations with others
- **
Leading Change**
- Creates improvement plans to move their department forward and align with company goals
- Actively seeks ideas or suggestions from employees on how to make things better (i.e., through people, products, or processes)

**WORKING CONDITIONS**
- Works an occasional weekend and early/late hours to support different shifts and requirements
- Cold environment at times
- Noise levels may exceed 85 DbA (hearing protection is provided) at times
- Working in congested and high forklift traffic areas at times
**KEY PERFORMANCE INDICATORS**
- Implementation of annual business plan
- Adherence to Annual Training Plan with materials updated for all courses
- Internal Job postings: Open roles at Level 3+ vs. total number of roles
- Discipline Compliance: HR meets timelines for issuance of disciplines
- Drive action planning: 100% of all action plans items completed prior to next engagement survey