Human Resources Manager

The Staffing Alternative Inc.; Mississauga; On-site; CAD 90,000 - 120,000; Full time

Job summary

The Staffing Alternative Inc. seeks an experienced Human Resources Manager to join a growing organization in Ontario.

Reporting to the Director of Human Resources, this role provides leadership to HR operations and to an HR Generalist, guiding policies, labour relations, OH&S, and development initiatives. The successful candidate will balance day-to-day HR operations with strategic people initiatives and work across the organization to foster a positive workplace culture in Mississauga and the

Qualifications

• Post-secondary education in Human Resources Management or a related field.
• 5–8 years of progressive HR experience.
• At least 2 years of experience in a people leadership or team lead capacity.
• CHRP designation required, or actively working toward the designation.
• Minimum 5 years of experience in Employee & Labour Relations and Occupational Health & Safety.
• Strong knowledge of Ontario employment legislation including ESA, OHSA, and Labour Relations Act.

Responsibilities

• Lead HR policies and procedures development, review, and communication.
• Oversee employee and labour relations matters and disciplinary processes.
• Coordinate learning and development programs and onboarding.
• Handle talent acquisition lifecycle from sourcing to onboarding.
• Support workplace safety programs and WSIB/WCB claims management.
• Partner with leaders on performance management and succession planning.
• Drive employee engagement and workplace culture initiatives.

Education

CHRP designation

Tools

HRIS

ATS

Payroll systems

SharePoint

Job description

We are seeking an experienced Human Resources Manager to join a growing organization in Ontario. Reporting to the Director of Human Resources, this position will serve as a key operational leader within the HR function and provide leadership to an HR Generalist.

The HR Manager will oversee a broad range of HR functions, including employee and labour relations, HR compliance, occupational health and safety, learning and development, talent acquisition, performance management, employee engagement, and workplace culture.

This is a hands‑on leadership role suited to an HR professional who is comfortable balancing day‑to‑day operations with longer‑term people initiatives.

Key Responsibilities

HR Operations, Policies & Compliance

• Lead the development, review, implementation, and communication of HR policies and procedures.
• Monitor compliance with applicable employment, health and safety, labour relations, and human rights legislation.
• Interpret and provide guidance on Ontario employment legislation, including the ESA, OHSA, and Labour Relations Act.
• Support the development and maintenance of occupational health and safety programs.
• Coordinate workplace investigations and recommend appropriate corrective actions.
• Support employee relocations, internal mobility, transfers, promotions, and succession planning initiatives.
• Periodically visit operational sites to ensure HR programs and practices are aligned with business needs.

Employee & Labour Relations

• Act as a primary resource for employee and labour relations matters.
• Coach and advise managers on performance management, employee relations, disciplinary matters, and workplace issues.
• Manage performance improvement plans and support disciplinary processes through to termination when required.
• Oversee employee leaves, return‑to‑work programs, and attendance management.
• Support WSIB/WCB claims management and liaise with relevant providers and stakeholders.
• Facilitate mediation and conflict resolution when required.
• Escalate complex or executive‑level employee relations matters to the Director of Human Resources.

Learning & Development

• Develop and maintain the organization's learning and development calendar.
• Coordinate management training, leadership development, and supervisory training programs.
• Support high‑potential employee programs, individual development plans, and succession initiatives.
• Partner with leadership to identify development needs and implement relevant learning programs.
• Support onboarding, compliance training, and employee development initiatives.
• Coordinate learning initiatives related to diversity, equity, and inclusion.
• Support applicable government funding or tax‑credit submissions related to eligible training investments.

Talent Acquisition & Talent Management

• Lead the full‑cycle recruitment process from sourcing through offer and onboarding.
• Partner with hiring managers to define requirements, manage recruitment processes, and close vacancies.
• Oversee job postings, ATS activity, candidate pipelines, interviews, offers, and recruitment documentation.
• Build and maintain employer branding initiatives, including career pages, social media presence, and career events.
• Develop relationships with colleges, universities, community organizations, and industry associations.
• Manage relationships with external recruitment agencies and provide timely candidate feedback.
• Support compensation discussions and offer approval processes.
• Partner with the HR Generalist on recruitment technology, ATS administration, and sourcing strategies.
• Support performance management and internal mobility initiatives.

Employee Experience & Engagement

• Lead employee engagement initiatives and workplace culture programs.
• Develop communication initiatives that support employee engagement and organizational objectives.
• Support diversity, equity, inclusion, and belonging initiatives.
• Coordinate employee recognition and wellness initiatives.
• Support community partnerships and employee‑focused programs.
• Partner with HR team members on new‑hire check‑ins and employee engagement follow‑up.

Qualifications & Experience

• Post‑secondary education in Human Resources Management or a related field.
• 5–8 years of progressive HR experience.
• At least 2 years of experience in a people leadership or team lead capacity.
• CHRP designation required, or actively working toward the designation.
• Minimum 5 years of experience in Employee & Labour Relations and Occupational Health & Safety.
• Strong knowledge of Ontario employment legislation, including ESA, OHSA, and Labour Relations legislation.
• Experience working in a unionized environment is considered an asset.
• Experience within the construction sector is preferred.
• Strong knowledge of Microsoft Office, including Excel, Word, and Outlook.
• Experience with HRIS, ATS, payroll, or HR technology platforms is an asset.
• Working knowledge of SharePoint and intranet platforms is an asset.

Knowledge & Skills

• Strong understanding of employment, health and safety, human rights, and labour relations legislation.
• Knowledge of WSIB/WCB, STD/LTD, claims management, and related processes.
• Excellent employee relations and conflict resolution skills.
• Strong coaching and advisory capabilities with managers and employees.
• Excellent communication, interpersonal, and relationship‑building skills.
• High level of confidentiality and professional discretion.
• Strong organizational, analytical, and problem‑solving abilities.
• Excellent attention to detail and accuracy.
• Strong planning, prioritization, and execution skills.
• Ability to work effectively in a fast‑paced and continuously evolving environment.
• Demonstrated tact, diplomacy, flexibility, active listening, and influencing skills.

What You'll Bring

The ideal candidate is a hands‑on HR leader who can confidently navigate employee relations, labour relations, compliance, talent acquisition, and employee development while building strong partnerships with leaders across the organization.

If you are an HR professional looking for an opportunity to take ownership of a broad HR portfolio and contribute to both operational excellence and long‑term people initiatives,