HR Manager

Hendrix Genetics BV; Kitchener; On-site; CAD 90,000 - 120,000; Full time

Job summary

Hendrix Genetics BV is seeking an HR Manager to lead HR delivery across multiple business units in the Canada region. You will partner with leaders to shape workforce planning, recruitment, onboarding, performance and talent management, employee relations, compensation and governance.

You will combine operational HR leadership with strategic partnering, using data and sound judgement to align people initiatives with business goals and drive a positive employee experience.

Responsibilities

• HR Business Support and Accountability: Partner with leaders and managers to provide practical HR guidance and support for all “people” matters.
• Employee Relations: Provide guidance on performance, attendance, behaviour/conduct and workplace concerns, ensuring fair and consistent practices.
• Talent Acquisition & Onboarding: Accountable for effective recruitment, selection and onboarding while promoting a positive candidate experience.
• Immigration: Accountable for recruitment, selection and immigration hiring processes for the Temporary Foreign Worker program.
• Workforce Planning: Identify current and future workforce, capability, succession and organizational needs.
• Performance & Talent Management: Support performance management, talent reviews, succession planning and employee development.
• Employee Engagement & Retention: Identify engagement and retention opportunities and support actions that strengthen the employee experience.
• Compensation & HR Governance: Ensure execution of consistent compensation practices and compliance with employment legislation, policies and HR standards.
• HR Operations & Continuous Improvement: Improve HR processes, systems and ways of working while ensuring accurate employee information.
• HR Analytics: Use workforce metrics and trends to identify risks, opportunities and priorities for management.
• Confidentiality: Maintain a high level of confidentiality/act as a trusted partner.

Job description

The HR Manager is responsible for delivering effective HR leadership and support across multiple business units and delivering an overall, positive employee experience. The role partners closely with leaders and managers to provide guidance across the employee lifecycle, including workforce planning, recruitment, onboarding, performance and talent management, employee relations, compensation, organizational development, retention and employee engagement, etc.

The HR Manager combines operational HR leadership with a strategic business partner approach, using workforce insights and data, consistent processes and sound judgment to help the organization align all things “people” with the goals of the organization.

Responsibilities

• HR Business Support and Accountability: Partner with leaders and managers to provide practical HR guidance and support for all “people” matters.
• Employee Relations: Provide guidance on performance, attendance, behaviour/conduct and workplace concerns, ensuring fair and consistent practices. Support employees with any enquiries.
• Talent Acquisition & Onboarding: Accountable for effective recruitment, selection and onboarding while promoting a positive candidate experience.
• Immigration: Accountable for recruitment, selection and immigration hiring processes for the Temporary Foreign Worker program.
• Workforce Planning: Identify current and future workforce, capability, succession and organizational needs.
• Performance & Talent Management: Support performance management, talent reviews, succession planning and employee development.
• Employee Engagement & Retention: Identify engagement and retention opportunities and support actions that strengthen the employee experience.
• Compensation & HR Governance: Ensure execution of consistent compensation practices and compliance with employment legislation, policies and HR standards.
• HR Operations & Continuous Improvement: Improve HR processes, systems and ways of working while ensuring accurate employee information.
• HR Analytics: Use workforce metrics and trends to identify risks, opportunities and priorities for management.
• Confidentiality: Maintain a high level of confidentiality/act as a trusted partner.