Direct Human Resources policies and practices for the organisation and implement procedures and programs to achieve profitability and business objectives. Provide a range of services to the Canadian Leadership Team and business unit on human resource matters including talent management, resourcing, remuneration, performance management, learning and development and retention strategies. The Manager will support an integrated, values based approach to human resources management, aligned to annual and long-term strategic initiatives. She/he will partner with the business to nurture an employee oriented company culture that emphasizes quality, continuous improvement, and high performance.
Responsibilities and Tasks:
• Support and drive the HR strategy and vision o Connecting Work and Talent
• Performance Management: Drive and deliver performance management partnering with the Canadian team to ensure development of a superior workforce. Create and deliver innovative solutions to managing performance.
• Be a model to the Canadian team, the Senior Management Team and the business overall in regards to:
• Workforce Planning, Talent Management & Staff Retention – Support and maintain a corporate workforce and succession plan, in addition to annual Talent Management Reviews, and initiate appropriate action in relation to the organisation’s use and development of employees. Develop and implement programs to ensure retention of key staff, and lower employee turnover. Design, deliver and develop solutions for learning and development needs and acceleration of key talent.
• Learning and Development - ensure L&D activities are planned to meet current and future organisation and employee needs. Provide necessary internal compliance education and materials to managers and employees including workshops, manuals, employee handbooks etc. Present compliance training programs to employees as necessary.
• Recruitment – leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Assists with interviewing, leads the recruitment and selection process..
• Compensation – Regularly review market competitiveness, benefit and reward structures, internal relativity and equity in line with global leveling and corporate policy guidelines. Work in conjunction with Global Human Resource & Compensation group on annual salary review and reward programs, preparation of remuneration review information to enable business unit managers to conduct reviews effectively and efficiently. Advise on competitive conditions and internal remuneration anomalies.
• Policy Development – Develops and reviews all HR policy and procedure for Canada in line with current employment legislation and/or organisational changes.
• Business Partnering – Partners with managers to provide HR advice on all issues as they arise, and works with managers to improve poor employee performance. Seeks legal advice when necessary to solve employment disputes.
• Legal requirements - maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
• Tertiary Qualification 7+ years HR experience
• Must hold current CHRP or CHRL designation
• Previous experience in an HR function within a small to medium sized business
• **Must be fully bilingual (English / French)
• Ability to make quality decisions in the face of ambiguity
• Ability to adapt and learn to new situations, and within a constantly changing business environment
• Ability to drive success with and through people, building a talent pool for the Canadian business and inspiring others by example.
• Proven experience of supporting business units with a true blend of strategic and operational responsibilities.
• Ability to build strong relationships at all levels of the business, suppliers, service providers, international colleagues and Canadian business partners
• Excellent interpersonal and communication skills
• Demonstrated effective people and workload management skills
• Excellent written and verbal communication skills
• Ability to actively listen and resolve conflict, as well as support, encourage, motivate and direct staff
• A capacity to embrace and foster cultural change
• Exceptional commercial acumen