Human Resources Manager

Purpose:  To provide proactive HR support, guidance, counsel and input to maximize the effectiveness of the client group it supports in a Union environment. Advise management on the interpretation and application of HR policies, procedures, programs, and employment law. The primary areas of responsibility for this position include: Staffing, Employee Relations, Job Promotions, Policy Administration, Employee Attendance/Counseling, Discipline/Terminations, Leave of Absences, and Benefits.

Primary Responsibilities (Include but are not limited to):

  • Develop and manage employee relations policies and programs consistent with corporate values, business goals
  • Act as the first contact for labor mediation, alternative dispute resolution, negotiation, and conflict resolution with local union representative and Frontline management that fosters a productive, engaged environment
  • Collaborate with Frontline management on a variety of employee related activities such as conflict resolution, administering discipline and the grievance process, employee engagement, and training
  • Develop understanding and experience with the sensitive political and social issues at the relationship between Quest and the union internal bargaining agents
  • Provide guidance to Front Line management on best practices regarding employee communication, positive employee relations to maintain an engaged workforce
  • Identify organization and associate needs on an on-going basis and assist operations management in developing and implementing responses
  • Partner with business leaders to link HR planning to business needs
  • Promote associate satisfaction through effective communication
  • Coach and consult with leadership on performance management and efforts/plans for respective staff and their leadership effectiveness
  • Support performance management initiatives and integrating balanced assessments, goal setting and development processes and provide feedback
  • Optimize organizational effectiveness by assisting operations management in defining essential work and organizational structure
  • Partner with operations leaders to develop staffing strategies for fluctuations in customer demand ensuring that the best candidates are consistently selected
  • Develop succession plan for key positions in current and expansion operations
  • Guide exempt hiring decisions consistent with succession plans and skills needs
  • Assess development needs and deliver or implement training programs to strengthen associate knowledge and competencies.
  • Develop and administer hourly production salary compensation programs; review and guide individual salary decisions consistent with pay-for-performance guidelines 
  • Maintain current and accurate HR documentation (e.g. employee files, job descriptions, organization charts, policies, process documentation)
  • Coordinate and prepare defense of company against legal action as it relates to treatment of employees in cases involving employment, retention, discipline, disability management, etc.
  • Develop key measurement tools and track results to meet corporate reporting requirements and leading to continuous improvement in HR processes and results

Direction of others:

  • Supervises location HR team; provides work assignments, performance feedback, coaching, development opportunities, and assists in balancing work load

Qualifications and Skills Required:

  • 4-year degree in Human Resources or Business Administration
  • 5-10 years of experience in human resources with significant previous experience in HR leadership of manufacturing facility in a union environment
  • Solid knowledge of Canada’s labor and employment law
  • Strong organizational effectiveness strategies and performance management
  • Excellent communication and relationship building skills with all levels of associates
  • Follow through and excellent customer service skills; ability to manage heavy workload and conflicting priorities
  • Demonstrated ability to develop and continuously improve human resource processes to meet business needs
  • Excellent analytical and creative problem-solving skills
  • Embodies corporate values; ability to work in a collaborative, team environment
  • Proficient facilitation, coaching skills and excellent presentation skills


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