Senior Manager, People & Culture

at  CSN Collision

SUMMARY:

The Senior Manager, People & Culture is responsible for leading the day-to-day execution of recruitment, onboarding and off boarding of team members for CSN Collision in Canada and the USA. This includes the design of recruitment support programs for collision centres in the CSN network, the execution of the programs when requested by licensees, the full cycle of recruiting, onboarding and offboarding for corporate staff and the design and maintenance of total compensation plans (base pay, incentives and benefits). The Senior Manager, People & Culture reports to the Director, People & Culture, and provides additional support to other departmental responsibilities on an ad hoc basis, including overall People & Culture leadership and strategy, employee engagement assessment and initiatives, merit and STIP processes, company policies, performance evaluations, department budget and corporate staffing budget.

• Develop and implement HR strategies that align with business goals and support long-term organizational growth.
• Function as a trusted advisor to senior leadership, providing insights and recommendations on people-related matters.
• Support organizational change initiatives, ensuring a smooth transition and high levels of employee engagement.
• Oversee recruitment support programs for CSN licensees, ensuring operational efficiency.
• Oversee full-cycle recruitment efforts for Corporate and Concept Store to attract top talent and enhance employer branding.
• Oversee and continuously improve the onboarding and offboarding experience to ensure a smooth transition for new hires and departing employees respectively.
• Collaborate with department leaders to forecast talent needs and develop workforce planning strategies.
• Support performance management processes, including evaluations, merit increases, and STIP processes.
• Oversee and support with initiatives that promote a positive work culture, employee satisfaction, and retention.
• Ensure accurate HR data management, reporting, and analytics to support business decisions.
• Drive continuous improvement in HR processes, leveraging HR technology to enhance efficiency.
• Foster a culture of accountability, feedback, and continuous improvement.
• Collaborate with leadership to develop competitive compensation and benefits strategies.
• Monitor market trends and ensure internal equity and external competitiveness.
• Drive initiatives to enhance total rewards offerings and employee well-being programs.
• Overseeing and developing employees in the recruitment team

QUALIFICATIONS, EXPERIENCE AND OTHER REQUIREMENTS:

• Education: completion of a bachelors degree in business or human resource management, and a track record of ongoing personal development; completion of a masters degree, and completion of or working towards CHRP, CHRL or CHRE, would be a benefit.
• Experience: at least 10 years of experience in people & culture / human resources, with at least 3-5 years of management experience.

CAREER PATH: AS CSN COLLISION CONTINUES TO GROW, OTHER CAREER OPPORTUNITIES MAY BECOME AVAILABLE.

Disclaimer: This job description may not be inclusive of all assigned duties, responsibilities, or aspects of the job described, and will evolve as CSN continues to grow
CSN is an Equal Employment Opportunity employer. Qualified applicants will receive consideration for employment regardless of age, race, colour, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. We strive to cultivate an inclusive, accessible environment, where all employees and customers feel valued, respected, and supported. We are dedicated to growing our corporate team in a way that reflects the diversity of our customers and communities in which we live and serve.
If you require an accommodation for the recruitment/interview process (including alternate formats of materials, or accessible meeting rooms or other accommodation), please let us know and we will work with you to meet your needs.
Disclaimer: CSN Collision “CSN” does not accept resumes from employment placement agencies, head-hunters or recruitment suppliers that are not in a formal contractual arrangement with us. Our recruitment supplier arrangements are restricted to specific hiring needs and do not include this or other web-site job postings. Any resume or other information received from a supplier not approved by CSN to provide resumes to this posting or website will be considered unsolicited and will not be considered. CSN will not pay any referral, placement, or other fee for the supply of such unsolicited resumes or information

• Develop and implement HR strategies that align with business goals and support long-term organizational growth.
• Function as a trusted advisor to senior leadership, providing insights and recommendations on people-related matters.
• Support organizational change initiatives, ensuring a smooth transition and high levels of employee engagement.
• Oversee recruitment support programs for CSN licensees, ensuring operational efficiency.
• Oversee full-cycle recruitment efforts for Corporate and Concept Store to attract top talent and enhance employer branding.
• Oversee and continuously improve the onboarding and offboarding experience to ensure a smooth transition for new hires and departing employees respectively.
• Collaborate with department leaders to forecast talent needs and develop workforce planning strategies.
• Support performance management processes, including evaluations, merit increases, and STIP processes.
• Oversee and support with initiatives that promote a positive work culture, employee satisfaction, and retention.
• Ensure accurate HR data management, reporting, and analytics to support business decisions.
• Drive continuous improvement in HR processes, leveraging HR technology to enhance efficiency.
• Foster a culture of accountability, feedback, and continuous improvement.
• Collaborate with leadership to develop competitive compensation and benefits strategies.
• Monitor market trends and ensure internal equity and external competitiveness.
• Drive initiatives to enhance total rewards offerings and employee well-being programs.
• Overseeing and developing employees in the recruitment tea