KNOWLEDGE, SKILLS, AND ABILITIES:

• Strong HR Acumen: Deep knowledge of HR processes and working knowledge of most HR disciplines.
• Ability to build relationships and trust with strong skills in coaching and mentoring.
• Analytical and problem-solving skills, with the ability to see hidden problems and look beyond the obvious for answers, uses data to make decisions.
• Excellent conflict management and negotiation skills – can bring others together and reconcile differences.
• Strong knowledge of employment laws and practices, including OHSA.
• Excellent computer skills in a Microsoft Windows environment – including Excel, PowerPoint, Word and demonstrated skills in database management and record keeping. Experience with HRIS.
• Strong oral and written communication.
• Good interpersonal, verbal and presentation skills with the ability and passion to engage with others authentically, establish trust, build long-lasting relationships - influence at all levels.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills and time management skills; multi-tasking and prioritizing, planning work activities efficiently to meet deadlines and high-level goals; managing multiple projects simultaneously.
• Ability to perform in a fast-paced environment.
• Ability to travel up to 20%

EDUCATION AND EXPERIENCE:

• Bachelor’s Degree required. Master’s Degree a plus.
• CHRP required; CHRL would be an asset.
• 5+ years’ experience in an HR Partner/Generalist/ related business role.
• 5+ years working in a unionized manufacturing environment.
• Experience supporting multiple sites would be an asset.

• Day-to-day Human Resources support to front line and senior level leaders and employees.
• Provide organizational development for the organization by measuring organizational effectiveness (organizational health and organizational performance) and capability and analyzing data to determine root causes and identify interventions. Partner with internal and external resources with expertise to address the issues, oversee implementation and evaluate results.
• Analyze trends and metrics in partnership with broader HR group to develop solutions, programs and policies.
• Partner with hiring managers and talent acquisition team to strategize search approaches (internal and external) and assist in recruiting process to include preparation of job descriptions, identifying key competencies, interviewing, and offer formulation.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
• Provides performance management guidance to leaders (coaching, counseling, career development, disciplinary actions).
• Consult and counsel and proactively coach managers regarding compensation alignment and equity in preparing new hire salary recommendations, internal transfers, market adjustments, and promotional recommendations.
• Provide counsel, guidance and coaching to line leaders/management on adherence to company policies and procedures as well as compliance with federal, provincial and local employment laws and regulations.
• Champions and participates in Employee Engagement activities and initiatives.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring compliance. Partner with legal department or outside council as needed/required.
• Serve as a vital link between local operations, functional and corporate teams, and fostering collaboration between local HR teams and corporate HR and Enterprise Services and across teams within the regional facilities being supported.
• Support health, safety, and environmental initiatives and programs and facilitate a safe and healthy culture.
• For union facilities: Interprets the collective bargaining agreements for management, resolves conflicts with union stewards, administers grievance procedures through Step II and maintains effective working relationships with union stewards and representatives.