Human Resources Manager

TRG; Ridgetown; On-site; CAD 80,000 - 110,000; Full time

Job summary

A manufacturing company located in Ridgetown, Ontario is seeking a Human Resource Manager. The role involves overseeing HR operations, ensuring compliance with legal regulations, and driving employee engagement. The ideal candidate will have 5+ years of progressive HR experience in a manufacturing setting and a Bachelor's degree in Human Resources Management. This position also requires strong knowledge of labor relations and HRIS systems. The company offers a competitive salary and opportunity for professional growth.

Qualifications

• 5+ years of progressive experience in human resources management, preferably in a manufacturing environment.
• Strong working knowledge of labor and safety legislation and best practices.
• Experience with unionized workforce, labor relations, and collective bargaining is essential.

Responsibilities

• Align HR initiatives with plant objectives to support productivity, quality, and safety.
• Administer collective agreements, manage union relationships, grievance and arbitration processes.
• Oversee recruitment and onboarding for hourly and salaried plant roles.
• Coordinate training programs for safety, compliance, and job-specific skills.
• Oversee the Health and Safety Management System for the plant.

Skills

Labor relations

Conflict Resolution

Workplace investigation

Change management

DEI

Proficiency in HRIS systems

Education

Bachelors Degree in Human Resources Management

Accredited Human Resources Certificate

CHRP/CHRL/CHRE (Canada)

SHRM-CP/SCP or PHR/SPHR (US)

Tools

HRIS systems (Dayforce)

Microsoft Office Suite

Job description

The Human Resource Manager is responsible for overseeing all aspects of human resources operations within the plant, ensuring alignment with company Mission, Vision and Values, global standards, policies, procedures and legal regulations. This role serves as a strategic partner in driving team member engagement, talent development and organizational effectiveness.

RESPONSIBILITIES

• Strategic HR Leadership:
  • Align HR initiatives with plant objectives to support productivity, quality, and safety.
  • Serve as a key advisor to plant leadership on workforce-related matters.
  • Track and report key HR metrics (turnover, absenteeism, safety, environmental etc.)
  • Use data to identify trends and recommend improvements.
  • Work collaboratively with global HR team to continuously improve the global HR strategy.
  • Prepare for and support external audits or inspections
• Compliance and Labor Relations
  • Ensure compliance with local, provincial and federal employment laws, health and safety laws and regulations, environmental laws and regulations and regulations and company policies.
  • Contact for local government and legal representatives.
  • Align with changes in company shareholders and support from global leadership to complete the necessary filings with the Market Supervision Administrations.
  • Ensure the integrity and security of HR documentation (both electronic and physical) in accordance with privacy legislation, global security standards and record retention standards.
  • Lead collective bargaining negotiations, including contract preparation, proposal development and strategy formulation.
  • Administer collective agreements, manage union relationships, grievance and arbitration processes in unionized environments.
  • Uphold and adhere to the Code of Ethics and Professional Conduct.
• Employee Relations and Engagement
  • Promote a positive work environment through proactive employee relations strategies.
  • Investigate and resolve employee concerns, complaints, and conflicts.
  • Lead employee engagement initiatives and support retention strategies.
  • Administer compensation and benefit programs and wellness initiatives.
• Talent Acquisition and Workforce Planning
  • Oversee recruitment and onboarding for hourly and salaried plant roles.
  • Collaborate with operations to forecast staffing needs and manage labor planning.
  • Partner with local schools, colleges, and workforce agencies to build talent pipelines.
• Performance and Attendance Management
  • Ensuring consistency and fairness in the performance review process.
  • Tracking performance data and monitoring goal progress.
  • Implement and monitor attendance policies and corrective action processes.
  • Support supervisors in coaching, performance reviews, and disciplinary actions.
• Training and Development
  • Coordinate training programs for safety, compliance, and job-specific skills.
  • Identifying training needs based on skills and performance gaps.
  • Facilitate the creation of an Annual Training plan for all plant activities.
  • Assist with the development of Performance Improvement Plans and Personal Development Plans.
  • Support succession planning and career development for key roles.
  • Facilitate mentorship and coaching programs.
  • Promote continuous learning culture. (e.g., lunch & learns, certifications)
  • Maintain training records for all training in accordance with local legislation.
• Health, Safety and Wellness
  • Oversee the Health and Safety Management System for the plant.
  • Foster a culture of safety and accountability.
  • Organize mandatory safety training in accordance with local, provincial and federal regulations.
  • Support risk reduction, hazard identification, and continuous improvement efforts.
  • Environmental
    • Oversee the Environmental Management System for the plant.
    • Promote the global Environmental Management System with a focus on footprint reduction, recycling, and resource efficiency.
    • Ensure compliance with environmental legislation and standards.

  REQUIREMENTS

  • Bachelors Degree in Human Resources Management, Business Administration or related field.
  • 5+ years of progressive experience in human resources management, preferably in a manufacturing environment.
  • Accredited Human ResourcesCertificate or equivalent experience.
  • CHRP/CHRL/CHRE (Canada) is an asset
  • SHRM-CP/SCP or PHR/SPHR (US) is an asset
  • Experience with unionized workforce, labor relations, and collectivebargaining is essential where applicable.
  • Strong working knowledge of labor and safety legislation and bestpractices.
  • Proficiency in HRIS systems (Dayforce) and Microsoft Office Suite.
  • Experience with Workplace investigation, Change management, DEI, Conflict Resolution, Labor Relations