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Human Resources Manager
3 weeks ago
In less than a decade, Magnum became one of the leading solutions for primary and remedial cementing services in North America. Now poised to also serve our customers’ soil stabilization, vac and water, and downhole tool needs, Magnum is well-positioned to provide expertise in all the services that we offer.
Under the direction the Chief Operating Officer, the Human Resources Manager is responsible for coordination and implementation of human resource practices to support a high-performance culture, emphasizing quality, productivity, and company standards. The Human Resources Manager provides consultation and support regarding human resource practices for employees, as well as advice and support to the management team. The Human Resources Manager is responsible for managing and directing all human resources department support staff.
Job Responsibilities
- Leadership
- Work closely with all areas of the business in a leadership/coaching role.
- Assist managers and leaders in understanding and implementing policies and procedures in support of organizational objectives.
- Work closely with the Chief Operating Officer on corporate projects and initiatives he delegates, such as organizational changes and restructures.
- Develop, implement, and interpret policies; ensure company compliance with related employment legislation.
- Handle human resource issues by investigating and responding appropriately.
Legal & International Initiatives
- Work collaboratively with third party legal support on high level contracts, corporate initiatives, and human resource-related questions and scenarios, as applicable.
- Act as point of contact and resource in establishing new U.S. stations from a human resources perspective, remaining cognizant of state and federal discrepancies (WCB, insurance, employment standards, etc.).
- Build out U.S. benefits documentation and training to ensure a strong understanding amongst U.S. staff of what they are entitled to. Cross train other department personnel so that they can answer employee inquiries.
- Manage and facilitate the work permit process, both from a Canadian and U.S. perspective, supporting departments in their cross-border working needs.
Compensation
- Monitor best practices in compensation and benefits in industry. Undertake salary reviews and monitor pay practices for effectiveness. Manage internal programs, practices, and communication.
- Propose initiatives to more closely tie compensation to performance through the semi-annual performance evaluation process.
- Establish documentation at both an employee and managerial level to further educate staff on their compensation packages, remaining mindful of confidential information and corporate competitive advantages.
Documentation & Metrics
- Track, monitor, and analyze turnover and attrition rates, providing recommendations on retention strategies, career development, and succession planning.
- Utilize HRIS software to maintain employee-related databases and to prepare and analyze reports.
- Oversee the maintenance and management of personnel documents and central files (employee files, training records, certifications, performance documents, etc.) in accordance with FOIP/PIPA legislation.
Employee Relations
- Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Assist in managing employee communication and feedback to measure employee satisfaction and engagement through such avenues as the employee satisfaction survey initiatives, newsletters, and one-on-one meetings.
Recruitment & Retention
- Work closely with hiring managers on strategies to find the right talent at the right time based on workforce planning and budgets.
- Work with and form relationships with management to understand the intricacies of their departments and better understand their hiring needs and job specifications.
- Manage and oversee all aspects of coordinating new hires, status changes, promotions, and exits.
- Support the absence management and return to work process, including WCB claims management.
- Manage and coordinate the semi-annual performance evaluation process, supporting both management and employees.
- Support employees and managers in performance and disciplinary matters; monitor and advise managers in the progressive disciplinary processes and the performance improvement processes.
- Review, guide, and approve management recommendations for employment terminations.
General
- Provide backup to the rest of the human resources team when immediate support is required.
- Participate in various department initiatives and projects.
- Participate in training and development activities.
- Other related duties as required.
Qualifications - Required
- Related post-secondary education in Human Resources, Business, or Organizational Development.
- 5-10 years of progressively responsible experience in a human resourc
