Human Resource Manager

The ideal candidate will support the full scope of Human Resources responsibilities and partner with the organization on strategic initiatives. They will maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices.

Functional Responsibilities

Safety

Using in-depth knowledge and understanding of occupational health and safety laws and practices, provide leadership and support to Health & Safety activities.

Participate in H&S Committee/H&S programs including developing plant safety policies/practices as required.

Ensure new employee orientation practices include appropriate safety components

Ensure ongoing safety training programs such as WHMIS are maintained.

Review all workplace incidents/accidents reports; ensure follow-up on recommendations.

Develop Job Safety Analysis & Physical Demands Analysis for each job.

Manage Workers’ Compensation claim files and process including appeals of questionable or other claims where cost relief is possible.

Review Workers’ Compensation statements monthly, requesting corrections as required.

Ensure H&S statistics are filed as required by law and Company policy

Employee/Labour Relations

Using in-depth knowledge and understanding of the collective agreement, employment law and Company policies, ensure appropriate application of same, providing interpretation and review as needed.

Assist in the resolution of employee grievances, complaints and arbitrations, formulating & providing responses as necessary

Ensure regular Union(Association)/Management meetings are held; lead meetings and ensure proper follow-up on any issues/concerns.

Establish CPAC -

Attend discipline meetings, document events and ensure follow-up of recommendations with supervisors.

Assist supervisors/managers with conflict resolution.

Talent Management

Using in-depth knowledge and understanding of Company polices and employment law, review and take action to ensure employment is effectively managed according to policy, law and regulations.

Staffing

Provide a recruiting service to ensure positions are filled as required in a timely and cost-effective manner.

Coordinate hourly & salaried employee terminations; prepare appropriate documentation, working with Corporate HR as required.

Coordinate lay-offs in accordance with provisions in the collective agreement.

Onboarding

Deliver a program for new employees

Performance Management

Coordinate and monitor performance review processes.

Develop performance improvement plans with supervisors as needed; ensure plan is implemented and completed.

Training

Evaluate training needs; source programs (internal & external), arrange training and/or conduct in-house training as needed.

Ensure that mandated programs are delivered as required

Ensure maintenance of appropriate training records.

Development

Obtain information re: needs/requests; review with GM.

Review with Manager to build a development plan if determined to be appropriate. Present to employee.

Succession

Work closely with GM to develop an internal succession plan as necessary.

Compensation & Benefits

Using the Job Evaluation program, evaluate all new salaried job descriptions and any revised job descriptions; submit to Head Office for review & approval.

Participate in local salary surveys when requested; share results with Head Office.

Supervise the administration of the group pension and benefits programs; assist employees as necessary.

Monitor claims, taking action as necessary.

General Administration

Maintain up-to-date job descriptions for all positions.

Ensure necessary employment records are maintained

Other projects and duties as assigned from time to time

Experience with Unions in a manufacturing or distribution facility a must.