HR Manager

**Full Job Description**
**Position Summary**

The Human Resources Manager acts as a member of, and trusted advisor and coach to the senior leadership team. This role will provide superior leadership and partnership on all aspects of HR for the business unit. This role will develop and execute people strategies, including the implementation of HR programs and initiatives that align to business objectives. Communicating needs proactively with the HR team and business unit leaders, you will seek to develop integrated solutions. In addition, the HR Manager will be responsible for several organization effectiveness outcomes for the entire business unit; some of the areas will include talent development including leadership development, change management and employee engagement.

**Duties**

Recruitment and Talent Management
- Create and implement recruitment strategies for labor needs and meet business objectives.
- Lead full cycle recruitment, providing support to hiring managers
- In partnership with senior leaders identifies and shapes talent development strategy. This includes, but not limited to, designing competency models, recommendations on leadership and organization behaviors, diversity strategies, development and execution of training and development plans, evaluating their effectiveness to ensure ROI is delivered.

Tools and Reporting
- Ensure accuracy and integrity of data in system and Payroll.
- Monthly headcount report for leadership meeting.
- Provides framework and support on organizational change management initiatives including building out tools and frameworks, evaluating effectiveness and go-forward recommendations.
- Responsible for annual pulse survey; analyze data, reporting results and build action plans.

Policies/Procedures/Projects
- Identify and work with the HR team to improve existing and/or develop new HR policies, procedures, programs, practices to support the business
- Ensure compliance with all policies and procedures, as well as relevant legislation.
- Oversee the employee handbook for business locations (US and Canada).
- Define employee engagement goals and strategies with senior leaders to drive increased engagement

Performance Management
- Support the performance management review process
- Monitors timely completion of annual reviews, reports status completion to Senior Leaders.
- Investigate and support the resolution of employee relations issues in partnership with management to ensure all complaints and/or concerns are addressed

Compensation
- Lead compensation analysis to ensure competitive pay practices
- Advise leaders on total compensation and proactive management of the compensation cycle, as well as managing ongoing compensation issues

Career Development and Planning
- Partner with leadership to assess leadership capability and ensure development and succession plans are in place to support current and future business requirements
- Partner with senior leaders to identify training and development opportunities

Compliance
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

Other Ad-hoc Duties:

- Other ad-hoc duties as required including - facilitating resolution of complex employee relations situations and investigations, coordinating employee moves, handling unemployment claims, delivering employee/manager training sessions on various topics, conducting exit interviews, managing workers compensation administration, overseeing visa and immigration matters, assisting Manager with strategic HR duties as required, regularly visits workforce and dedicates face time to ensure employee support through interaction and feedback, regularly conducts employee presentations and roundtables and ensures appropriate follow-up as necessary, meets with line management on a regular basis to communicate issues and suggest improvements on current personnel processes, serves as a strategic business partner for region management when it comes to people planning, forecasting, retention, and talent identification/preservation.

**Qualifications**
- 6-10 years of relevant experience
- Bachelor’s degree in Human Resources or relevant field
- CHRL designation preferred but not required
- Excellent verbal and written communication, including ability to influence others.
- Works effectively with all levels and plant and office individuals in the organization

(employee, supervisor, manager, operations manager, and vice-president level individuals).
Demonstrated focus on building positive, productive business relationships.
- Always conducts self in a highly professional manner and always working with a high degree of discretion in an environment that requires complete confidentiality. Ability to use sound judgment and diplomacy when dealing with emotionally charged situations.
- Self-starter, takes initiative, looks for process improvements.
- Ability to work within fast-paced,