Human Resources Manager

Hood Packaging Corporation; East Angus; On-site; CAD 70,000 - 90,000; Full time

Job summary

A manufacturing company located in Estrie, Canada, is seeking a Human Resources Manager to oversee HR programs, employee relations, and compliance with safety regulations. The successful candidate will have extensive experience in a unionized environment and a strong background in managing health and safety initiatives. This role involves direct supervision of HR functions and collaboration with management and union representatives to ensure effective operations.

Qualifications

• In-depth knowledge of occupational health and safety laws.
• Experience in employee/labour relations in a unionized environment.
• Capable of managing workers' compensation claims.

Responsibilities

• Manage and administer HR programs related to health & safety, employee relations, recruitment, etc.
• Assist in resolving employee grievances and lead union/management meetings.
• Coordinate training, performance reviews, and onboarding processes.

Skills

Computer Literate

Superior oral & written communication skills

Negotiation/presentation skills

Solid understanding of business fundamentals

Education

University/College Degree (5–7 years HR experience) or College Diploma with 10+ years experience

Job description

I. SCOPE OF POSITION

The Human Resources Manager manages and administers a range of HR programs and services covering health & safety, employment/employee relations, recruitment, training and development and compensation and benefits. The position requires in-depth knowledge and understanding of the collective agreement, Company policies and employment laws. In the absence of the HR Manager, the General Manager or Director of HR or his designate will assume the responsibilities of this position.

II. PRINCIPAL RESPONSIBLITIES

Within the limits of applicable policies, procedures and established plans, he/she has authority to take action and make decisions. The assignment of work or delegation or responsibility does not relinquish responsibility for results. Performance will be measured by the extent to which the responsibilities have been fulfilled.

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.
• Manage company ESRTW and modified work programs.
• 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

• Utilizing knowledge of business cycles and/or plans, use a variety of recruiting tools 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 (for example, C-TPAT, safety)
• 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 Hood Job Evaluation program; submit all new salaried job descriptions and any revised job descriptions to Corporate Head Office for review, evaluation & 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.
• Maintain the EAP program
  
  

General Administration

• Maintain up-to-date job descriptions for all positions.
• Ensure necessary employment records are maintained
• Understand and comply with the Job Safety Analysis (JSA), SQF & safety policies & procedures.
• Other projects and duties as assigned from time to time
  
  

Managerial Responsibilities

• Provide indirect supervision and direction to PR/HR Administrator pertaining to HR functions.
• Participate in developing and implementing effective HR strategies.
• Ensure staff are fully conversant with their individual responsibilities and have personal goals consistent with department and Company goals.
  
  

III. KEY WORKING RELATIONSHIPS

• Consult, participate and work with employees, supervisors, management and union.
• Contact with consultants, insurance company, etc.
• Strong dotted line reporting relationship into the Director of HR Canada and Corporate HR
• Maintain contact with professional organizations; keep current on latest “Best Practices” and implement where appropriate.
  
  

Iv. Functional Requirements

• Regular use of computers, telephones & misc office equipment
• Must organize complex tasks & meet deadlines.
  
  

V.PHYSICAL DEMANDS

• Little physical effort required.
  
  

VI. WORK ENVIRONMENT

• OFFICE
  
  

Vii. Qualifications

Education & Experience

• University/College Degree and 5– 7 years HR generalist experience preferably in an industrial, unionized environment OR College Diploma/Associates Degree with 10+ years experience in an industrial, unionized environment.
  
  

Skills

• Computer Literate
• Superior oral & written communication skills
• Negotiation/presentation skills
• Solid understanding of business fundamentals