HR Manager

This is an 18-month contract covering a maternity leave.

Job Summary:
The HR Manager will provide strategic and operational support to internal client groups in Canada. Responsibilities include developing, communicating, and implementing HR policies and programs, as well as assisting in hiring, coaching leaders through change, organizational design, performance management, employee relations, legal compliance, and participating in divisional and corporate projects.

Primary Duties and Responsibilities:

Client Group Support:

Performance Management:

Drive annual Talent Review processes, ensuring leader accountability for follow-up activities.
Collaborate with leaders to ensure completion of developmental activities.
Organizational Design:

Oversee the organizational structure and identify opportunities for team effectiveness.
Maintain and update organizational charts for client groups.
Staffing/Turnover:

Counsel managers on candidate selection and analyze exit interviews.
Provide compensation information and collaborate with the Compensation team for budgeting.
Maintain job descriptions in compliance with legislation.
Open requisitions and coordinate with the Talent Acquisition team for hiring.
Engagement:

Support initiatives like Engagement Surveys and Leadership Training to enhance talent retention.
Coordinate workshops and training opportunities.
Lead Employee Engagement Survey initiatives.
Employee Relations:

Guide management in resolving employee relations issues.
Conduct objective investigations and ensure policy compliance.
Manage disability claims in partnership with benefit providers.
Employee Programs:

Lead the Social Committee for employee events and coordinate wellness and recognition programs.
Administer the Canada Benefit Program and Auto Reimbursement Program.
Partner with external consultants for annual benefit plan renewals and training.
HR Project Work:

Research and present plans for key HR initiatives.
Assist in data preparation and communication for HR initiatives.
Participate in the North American Annual Merit planning process.
Other Responsibilities:

Perform additional duties as assigned by leadership.
Education and Experience:

Post-secondary degree in Human Resources Management.
7-10 years of experience in an HR environment.
Required Qualifications:

Strong communication, interpersonal, and organizational skills.
Proven ability to manage a dynamic workload.
Proficiency in MS Word, Excel, PowerPoint, and Access.
Ability to work effectively with executives, customers, and vendors.
Strong sense of urgency and confidentiality.
Exceptional written and verbal communication skills.
Work Environment:

Hybrid role with in-office attendance required on Tuesday, Wednesday, and Thursday.

Advantages
Impactful Leadership: Opportunity to shape HR strategies that directly influence organizational culture and employee engagement, leading to improved retention and performance.

Strategic Role: Involvement in high-level decision-making processes, allowing the candidate to contribute to business growth and organizational effectiveness.

Diverse Responsibilities: Exposure to a wide range of HR functions, including recruitment, change management, performance management, and learning and development, enhancing skill set and experience.

Collaboration and Partnerships: Chance to build strong relationships with executives and cross-functional teams, fostering a collaborative work environment and networking opportunities.

Flexibility and Innovation: Ability to implement modern HR practices, such as remote work strategies and employee feedback systems, promoting a progressive workplace culture.

Professional Development: Opportunities for continuous learning through certifications, training programs, and exposure to industry best practices, which can enhance career advancement.

Global Experience: Working in a role that may involve international teams or locations, providing insights into global HR practices and cross-cultural communication.

Employee Advocacy: The chance to be an advocate for employees, helping to create programs and policies that support their needs and career growth.

Recognition and Rewards: Opportunity to develop and implement recognition programs that acknowledge employee contributions, boosting morale and job satisfaction.

Stability and Growth: Joining a company that is focused on growth and employee development can provide job security and career advancement opportunities.

Responsibilities
Client Group Support
 Performance Management
o Participate in annual Talent Review for client groups, driving leader ownership of follow up
activity throughout the fiscal year in alignment with budgetary and strategic planning
o Communicate and partner with client group leaders to drive buy-in and completion of
developmental activities for the annual Performance Management process

 Organizational Design
o Provide continued oversight of current organizational structure and identify opportunities for
enhancement of team effectiveness through reporting structures
o Consistent and regular update and maintenance of internal client group organizational charts
 Staffing / Turnover
o Counsel managers on candidate selection; conduct and analyze exit interviews when needed.
o Provide up to date compensation information and market pricing, working directly with the
WHQ Compensation team to ensure appropriate budgeting for open positions and external
and internal offer recommendations
o Maintenance of job descriptions in direct partnership with functional leadership and in
compliance with legislation
o Open requisitions and work directly with the Talent Acquisition team for timely hiring and
offer approvals
 Engagement
o Support Learning and Organizational Development team in key initiatives including
Engagement Survey, Leadership Training, and identification of Career Pathing and
developmental opportunities in response to organizational challenges such as talent retention
o Coordinate communication and administration of client group specific workshops, training,
and developmental opportunities
o Attend educational workshops; review professional publications; establish personal networks;
participate in professional societies in tandem with corporate office.
o Leads Employee Engagement Survey initiatives
 Employee Relations
o Guide, counsel, and approve actions of management team in support of resolution of
employee relations issues
o Conduct investigations applying objective analysis and recommendation, through to
conclusion

o Ensure consistency in administration and compliance with all company policies and
procedures
o Mitigate risk by keeping up to date on all relevant labor law and industry trends
o Manage all disability claims by partnering with our benefit provider on status of disability,
gradual return to work plans and accommodation process.

Employee Programs
 Lead Social Committee in planning, budgeting, and communication of employee events
 Participate in coordinating and driving the wellness & recognition program throughout the
organization
 Administered Canada Benefit Program
 Administered Auto Reimbursement Program
 Partners with external consultant on annual benefit plan renewal; create communication materials
and administered training.
 Lead employee engagement survey initiatives within region.
HR Project Work
 Research, develop, and present plans for alignment with stakeholders on key HR initiatives
 Assist in preparation of required data, client group partnership, communication, and launch of key
Human Resource initiatives as required
 Participate in division-wide North American Annual Merit planning process and execution

Qualifications
Required Qualifications
 Excellent communication, interpersonal and organizational skills
 Proven organizational skills including the ability to manage a dynamic work volume
 Solid computer skills, including MS Word, Excel, PowerPoint and Access.
 A demonstrated ability to work effectively with high-level executives, customers and vendors.
 Strong sense of urgency: timely delivery of executive administration tasks
 Ability to work independently and with others to support a strong team development
 Good judgment and a strong sense of confidentiality
 Exceptional communication skills, both written and verbal

Summary
The HR Manager will provide strategic and operational day to day Human Resources support to the internal client
groups in Canada. They are responsible for driving the development, communication, implementation, training,
and tracking of all Human Resources policies and programs. They will also play a key role in hiring, coaching
leaders through change, organizational design, performance management, employee relations, legal compliance,
and participation in both divisional and corporate project initiatives.

Randstad Canada is committed to fostering a workforce reflective of all peoples of Canada. As a result, we are committed to developing and implementing strategies to increase the equity, diversity and inclusion within the workplace by examining our internal policies, practices, and systems throughout the entire lifecycle of our workforce, including its recruitment, retention and advancement for all employees. In addition to our deep commitment to respecting human rights, we are dedicated to positive actions to affect change to ensure everyone has full participation in the workforce free from any barriers, systemic or otherwise, especially equity-seeking groups who are usually underrepresented in Canada's workforce, including those who identify as women or non-binary/gender non-conforming; Indigenous or Aboriginal Peoples; persons with disabilities (visible or invisible) and; members of visible minorities, racialized groups and the LGBTQ2+ community.

Randstad Canada is committed to creating and maintaining an inclusive and accessible workplace for all its candidates and employees by supporting their accessibility and accommodation needs throughout the employment lifecycle. We ask that all job applications please identify any accommodation requirements by sending an email to accessibility@randstad.ca to ensure their ability to fully participate in the interview process.

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