ABOUT US

Winoa Group is a global leader in steel abrasives, offering innovative surface preparation and treatment solutions. With over 60 years of expertise, we prioritize utilizing 100% recycled steel scrap in production and maintaining ISO 14001 and ISO 50001 certifications. Our commitment to environmental responsibility includes a “Green Pledge” to achieve carbon neutrality by 2050. As a trusted partner, we deliver high-quality, eco-friendly products and services to empower our clients worldwide.

POSITION SUMMARY

Reporting to the CEO, the Senior Human Resources Manager acts as a strategic business partner to senior leadership, driving the company’s HR agenda. The position supports organizational objectives by leading HR development initiatives, fostering workforce growth and managing change efforts in alignment with business vision and goals. The Senior Human Resources Manager works closely with stakeholders, including unions, to maintain positive relationships and ensure an effectively run division. As a trusted advisor, this role provides expert guidance on HR strategies, workforce planning and policy implementation, contributing to the company’s success and sustainability.

QUALIFICATIONS

• Minimum of 5 years of human resources management experience, required, in an industrial environment, preferred.
• University degree in business or related field, or equivalent education/experience, preferred.
• HR designation (i.e. CHRP, CHRL), preferred.
• Experience working within a unionized environment, required.
  Job Type: Full-time
  Pay: $110,000.00-$120,000.00 per year

Benefits:

• Extended health care
• On-site parking
• RRSP match

Work Location: In person
Application deadline: 2025-10-0

Talent Acquisition & Retention

• Direct workforce planning initiatives to attract and retain talent, ensuring adequate staffing levels to meet business demands.
• Manage end-to-end recruitment and selection processes (i.e., developing job descriptions, creating job postings, conducting candidate screenings and facilitating interviews).
• Lead onboarding and offboarding processes, integrating new hires into company policies and conducting exit interviews to identify areas for improvement.
• Identify employee development needs and gaps, implementing training programs, including coaching, to address these gaps, in collaboration with managers.
• Facilitate performance management by evaluating tools, providing training and guiding managers on processes such as evaluations.
• Maintain accurate employee records and generate reports on key workforce metrics.
• Guide disciplinary and termination processes with professionalism and adherence to company policies

Strategic & Operational Leadership

• Work closely with the leadership team to address, strategize and provide guidance on all HR matters.
• Partner with senior leadership team to optimize industrial relations, maintaining open lines of communication with union representatives through meetings, reports and negotiations.
• Advise, counsel and coach managers on a number of HR-related activities and best practices across all functions of HR (i.e., employee relations, performance management, etc.).
• Identify administrative and operational inefficiencies and suggest and implement areas for improvement, innovation and cost savings.
• Provide timely reports on HR department activities to the senior leadership team regularly.
• Develop and organize employee engagement, training and team building events.
• Coordinate with internal and external stakeholders, as required (local/international).
• Conduct market surveys and propose corrective action plans to address gaps and ensure competitiveness.
• Oversee HR team, providing leadership and guidance across all functions, including payroll management and benefits administration.
• Foster a culture of continuous improvement by empowering employees, encouraging innovation and driving growth aligned with organizational values, while leading by example.

Policies, Compliance & Risk Management

• Develop, implement and administer policies, programs and procedures, ensuring regular review and updates for relevance and effectiveness, to mitigate risk and exposure to the organization.
• Ensure organizational compliance with all applicable provincial legislative requirements, employment standards and industry regulations.
• Drive consistency in the application of policies and procedures across the organization to ensure fairness and alignment with collective agreement and organizational objectives.
• Support payroll-related reporting, including compliance with provincial and federal requirements.
• Ensure company contracts and payroll tax reports adhere to applicable legislation.

Talent Acquisition & Retention

• Direct workforce planning initiatives to attract and retain talent, ensuring adequate staffing levels to meet business demands.
• Manage end-to-end recruitment and selection processes (i.e., developing job descriptions, creating job postings, conducting candidate screenings and facilitating interviews).
• Lead onboarding and offboarding processes, integrating new hires into company policies and conducting exit interviews to identify areas for improvement.
• Identify employee development needs and gaps, implementing training programs, including coaching, to address these gaps, in collaboration with managers.
• Facilitate performance management by evaluating tools, providing training and guiding managers on processes such as evaluations.
• Maintain accurate employee records and generate reports on key workforce metrics.
• Guide disciplinary and termination processes with professionalism and adherence to company policies.

Health & Safety

• Collaborate with country GMs and Plant Managers to establish site H&S strategies aligned with organizational objectives, targeting zero accidents and occupational illnesses.
• Drive the implementation of H&S metrics, KPIs and best practices while monitoring key indicators.
• Support annual operational budget setting and improvement initiatives to enhance H&S performance.
• Oversee action plan implementation to advance H&S and foster continuous improvement.
• Ensure compliance with ISO45001 certification and conduct regulatory surveillance on H&S requirements, including legislative updates and PPE advancements.
• Develop training programs and materials to promote a culture of risk prevention and safety awareness amongst employees.
• Coach and motivate management teams to adopt H&S principles and techniques.
• Identify risks, non-conformities and improvement opportunities while supporting workplace injury investigations and implementing corrective actions.
• Maintain all records, reports and documents related to H&S.
• Ensure compliance with labour codes, update policies and contracts as per legislative changes and coordinate legal matters.
• Represent the company during labour inspections and manage related administrative tasks.
• Oversee documentation for ISO management systems.