POSITION SUMMARY:

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

This role will develop and execute people strategies, including the implementation of HR programs and initiatives that align to business objectives. Communicating needs proactively with the HR team and business unit leaders, you will seek to develop integrated solutions. This position will be required to travel up to 10% of the time, within North America.

DUTIES:

Recruitment and Talent Management

• Create and implement recruitment strategies for labour needs and meet business objectives.
• Lead full cycle recruitment, providing support to hiring managers
• In partnership with senior leaders identifies and shapes talent development strategy. This includes, but not limited to, designing competency models, recommendations on leadership and organization behaviours, diversity strategies, development and execution of training and development plans, evaluating their effectiveness to ensure ROI is delivered.

Tools and Reporting:

• Ensure accuracy and integrity of data in HRIS system (Success Factors) and Payroll.
• Monthly headcount report for leadership meeting.
• Provides framework and support on organizational change management initiatives including building out tools and frameworks, evaluating effectiveness and go-forward recommendations.
• Responsible for annual pulse survey; analyze data, reporting results and build action plans.

Policies/Procedures/Projects:

• Identify and work with the HR team to improve existing and/or develop new HR policies, procedures, programs, practices to support the business
• Ensure compliance with all policies and procedures, as well as relevant legislation.
• Oversee the employee handbook for business locations (US and Canada).
• Serve as a subject matter expert to leaders on people-related issues to solve complex organizational challenges and serve as a coach and advisor to the business leaders
• Define employee engagement goals and strategies with senior leaders to drive increased engagement

Performance Management:

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

Compensation:

• Lead compensation analysis to ensure competitive pay practices
• Advise leaders on total compensation and proactive management of the compensation cycle, as well as managing ongoing compensation issues

Career Development and Planning:

• Partner with leadership to assess leadership capability and ensure development and succession plans are in place to support current and future business requirements
• Partner with senior leaders to identify training and development opportunities

Compliance:

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Other Ad-hoc Duties:

• Other ad-hoc duties as required including – facilitating resolution of complex employee relations situations and investigations, coordinating employee moves, handling unemployment claims, delivering employee/manager training sessions on various topics, conducting exit interviews, managing workers compensation administration, overseeing visa and immigration matters, assisting Manager with strategic HR duties as required, regularly visits workforce and dedicates face time to ensure employee support through interaction and feedback, regularly conducts employee presentations and roundtables and ensures appropriate follow-up as necessary, meets with line management on a regular basis to communicate issues and suggest improvements on current personnel processes, serves as a strategic business partner for region management when it comes to people planning, forecasting, retention, and talent identification/preservation.

REQUIREMENTS:

• Bachelor's Degree in Business, Human Resources or equivalent
• 6 to 10 years hands on experience in Human resources
• Minimum 3 years of leadership experience, managing a team.
• Strong knowledge and experience with Ontario Labor Laws.
• Previous experience in manufacturing.
• Previous experience using HRIS systems
• CHRP or CHRL - preferred
• Previous experience with unions - preferred.
• Excellent verbal and written communication, including ability to influence others.
• Works effectively with all levels and plant and office individuals in the organization (employee, supervisor, manager, operations manager and vice-president level individuals). Demonstrated focus on building positive, productive business relationships.
• Always conducts self in a highly professional manner and always working with a high degree of discretion in an environment that requires complete confidentiality. Ability to use sound judgment and diplomacy when dealing with emotionally charged situations.
• Self-starter, takes initiative, looks for process improvements.
• Ability to work within fast-paced, dynamic/changing priority environment.
• Demonstrated organizational and time management skills. Ability to manage multiple and changing priorities. Ability to be flexible to changing, and sometimes short-lead time needs of organization.
• Proactively follows up with and acts as example to managers in follow-up and planning-basis on recruiting matters.
• Excellent interpersonal skills, including ability to work effectively with a variety of individuals from a variety of disciplines and job levels.
• Analytical ability, with a process improvement approach.
• Interest/ability to work within matrix HR environment, ability to work effectively with a variety of HR administrative and professionals from different units/parts of the organization.
• Solid working knowledge base in contemporary HR practices.
• Desire and ability to understand other business disciplines/processes/demands outside of HR discipline.
• Ability to work independently with limited, remote supervision.
• An effective team player is a must.
• Interest and takes action in keeping abreast of up-to-date and leading edge human resources practices at the local, and national employment market level. Regularly enhances knowledge through training, networking and business reading. Shares knowledge and expertise with HR team and clients.