Human Resources Manager

Shawflex; Old Toronto; On-site; CAD 80,000 - 100,000; Full time

Job summary

A leading company in Ontario is seeking a Human Resources Manager to join their leadership team. This role involves developing HR strategies, managing recruitment, and ensuring compliance with labor laws. The ideal candidate will have extensive HR experience and strong leadership skills.

Qualifications

• 6 to 10 years hands-on experience in Human Resources.
• Minimum 3 years of leadership experience managing a team.

Responsibilities

• Lead full cycle recruitment and talent management strategies.
• Support performance management review process and employee relations.

Skills

Communication

Leadership

Analytical

Interpersonal Skills

Education

Bachelor's Degree in Business

Human Resources

Tools

HRIS (Success Factors)

Job description

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Full Job Description

POSITION SUMMARY:

Reporting to theVice President, Human Resources and dotted line to VP & GM, Shawflex,the Human Resources Manager acts as a member of the Shawflexleadership team. This role will provide superior leadership andpartnership on all aspects of HR for the business unit.

This role will develop and execute people strategies, includingthe implementation of HR programs and initiatives that align tobusiness objectives. Communicating needs proactively with the HR teamand business unit leaders, you will seek to develop integratedsolutions. This position will be required to travel up to 10% of thetime, within North America.

DUTIES:

Recruitment andTalent Management

• Create and implement recruitmentstrategies for labour needs and meet business objectives.
• Lead full cycle recruitment, providing support to hiringmanagers
• In partnership with senior leaders identifies andshapes talent development strategy. This includes, but not limited to,designing competency models, recommendations on leadership andorganization behaviours, diversity strategies, development andexecution of training and development plans, evaluating theireffectiveness to ensure ROI is delivered.

Tools and Reporting:

• Ensure accuracy andintegrity of data in HRIS system (Success Factors) and Payroll.
• Monthly headcount report for leadership meeting.
• Provides framework and support on organizational changemanagement initiatives including building out tools and frameworks,evaluating effectiveness and go-forward recommendations.
• Responsible for annual pulse survey; analyze data, reportingresults and build action plans.
• Identify andwork with the HR team to improve existing and/or develop new HRpolicies, procedures, programs, practices to support the business
• Ensure compliance with all policies and procedures, as wellas relevant legislation.
• Oversee the employee handbook forbusiness locations (US and Canada).
• Serve as a subject matterexpert to leaders on people-related issues to solve complexorganizational challenges and serve as a coach and advisor to thebusiness leaders
• Define employee engagement goals andstrategies with senior leaders to drive increased engagement

Performance Management:

• Support the performance management review process
• Monitors timely completion of annual reviews; reports statuscompletion to Senior Leaders.
• Investigate and support theresolution of employee relations issues in partnership with managementto ensure all complaints and/or concerns are addressed

Compensation:

• Leadcompensation analysis to ensure competitive pay practices
• Advise leaders on total compensation and proactive managementof the compensation cycle, as well as managing ongoing compensationissues

Career Development and Planning:

• Partner with leadership to assess leadershipcapability and ensure development and succession plans are in place tosupport current and future business requirements
• Partner withsenior leaders to identify training and development opportunities

Compliance:

• Maintainsin-depth knowledge of legal requirements related to day-to-daymanagement of employees, reducing legal risks and ensuring regulatorycompliance.

Other Ad-hoc Duties:

• Other ad-hoc duties as required including - facilitatingresolution of complex employee relations situations andinvestigations, coordinating employee moves, handling unemploymentclaims, delivering employee/manager training sessions on varioustopics, conducting exit interviews, managing workers compensationadministration, overseeing visa and immigration matters, assistingManager with strategic HR duties as required, regularly visitsworkforce and dedicates face time to ensure employee support throughinteraction and feedback, regularly conducts employee presentationsand roundtables and ensures appropriate follow-up as necessary, meetswith line management on a regular basis to communicate issues andsuggest improvements on current personnel processes, serves as astrategic business partner for region management when it comes topeople planning, forecasting, retention, and talentidentification/preservation.

REQUIREMENTS:

• Bachelor'sDegree in Business, Human Resources or equivalent
• 6 to 10years hands on experience in Human resources
• Minimum 3 yearsof leadership experience, managing a team.
• Strong knowledgeand experience with Ontario Labor Laws.
• CHRP or CHRL - preferred
• Previous experience withunions - preferred.
• Excellent verbal and writtencommunication, including ability to influence others.
• Workseffectively with all levels and plant and office individuals in theorganization (employee, supervisor, manager, operations manager andvice-president level individuals). Demonstrated focus on buildingpositive, productive business relationships.
• Always conductsself in a highly professional manner and always working with a highdegree of discretion in an environment that requires completeconfidentiality. Ability to use sound judgment and diplomacy whendealing with emotionally charged situations.
• Self-starter,takes initiative, looks for process improvements.
• Ability towork within fast-paced, dynamic/changing priority environment.
• Demonstrated organizational and time management skills.Ability to manage multiple and changing priorities. Ability to beflexible to changing, and sometimes short-lead time needs oforganization.
• Proactively follows up with and acts as exampleto managers in follow-up and planning-basis on recruiting matters.
• Excellent interpersonal skills, including ability to workeffectively with a variety of individuals from a variety ofdisciplines and job levels.
• Analytical ability, with aprocess improvement approach.
• Interest/ability to work withinmatrix HR environment, ability to work effectively with a variety ofHR administrative and professionals from different units/parts of theorganization.
• Solid working knowledge base in contemporary HRpractices.
• Desire and ability to understand other businessdisciplines/processes/demands outside of HR discipline.
• Ability to work independently with limited, remotesupervision.
• An effective team player is a must.
• Interest and takes action in keeping abreast of up-to-dateand leading edge human resources practices at the local, and nationalemployment market level. Regularly enhances knowledge throughtraining, networking and business reading. Shares knowledge andexpertise with HR team and clients.

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