S Human Resources Manager

Job Title: HR MANAGER

Department: Human Resources

Supervisor: General Manager; dotted line to Director of HR

I. SCOPE OF POSITION

The Human Resources Manager manages and administers a range of HR programs and services covering health & safety, employment/employee relations, recruitment, training and development and compensation and benefits. The position requires in-depth knowledge and understanding of the collective agreement, Company policies and employment laws. In the absence of the HR Manager, the General Manager or his designate will assume the responsibilities of this position.

II. PRINCIPAL RESPONSIBLITIES

Within the limits of applicable policies, procedures and established plans, he/she has authority to take action and make decisions. The assignment of work or delegation or responsibility does not relinquish responsibility for results. Performance will be measured by the extent to which the responsibilities have been fulfilled.

Functional Responsibilities

Safety

Using in-depth knowledge and understanding of occupational health and safety laws and practices, provide leadership and support to Health & Safety activities.

• Participate in H&S Committee/H&S programs including developing plant safety policies/practices as required.
• Ensure new employee orientation practices include appropriate safety components
• Ensure ongoing safety training programs such as WHMIS are maintained.
• Review all workplace incidents/accidents reports; ensure follow-up on recommendations.
• Develop Job Safety Analysis & Physical Demands Analysis for each job.
• Manage Workers’ Compensation claim files and process including appeals of questionable or other claims where cost relief is possible.
• Review Workers’ Compensation statements monthly, requesting corrections as required.
• Manage company ESRTW and modified work programs.
• Review Workers’ Compensation statements monthly, requesting corrections as required.
• Ensure H&S statistics are filed as required by law and Company policy

Employee/Labour Relations

Using in-depth knowledge and understanding of the collective agreement, employment law and Company policies, ensure appropriate application of same, providing interpretation and review as needed.

• Assist in the resolution of employee grievances, complaints and arbitrations, formulating & providing responses as necessary
• Ensure regular Union (Association)/Management meetings are held; lead meetings and ensure proper follow-up on any issues/concerns.
• Establish CPAC -
• Attend discipline meetings, document events and ensure follow-up of recommendations with supervisors.
• Assist supervisors/managers with conflict resolution.
• Talent Management

Using in-depth knowledge and understanding of Company polices and employment law, review and take action to ensure employment is effectively managed according to policy, law and regulations.

Staffing

• Utilizing knowledge of business cycles and/or plans, use a variety of recruiting tools to ensure positions are filled as required in a timely and cost-effective manner.
• Coordinate hourly & salaried employee terminations; prepare appropriate documentation, working with Corporate HR as required.
• Coordinate lay-offs in accordance with provisions in the collective agreement.

Onboarding

• Deliver a program for new employees

Performance Management

• Coordinate and monitor performance review processes.
• Develop performance improvement plans with supervisors as needed; ensure plan is implemented and completed.

Training

• Evaluate training needs; source programs (internal & external), arrange training and/or conduct in-house training as needed.
• Ensure that mandated programs are delivered as required (for example, C-TPAT, safety)
• Ensure maintenance of appropriate training records.

Development

• Obtain information re: needs/requests; review with GM.
• Review with Manager to build a development plan if determined to be appropriate. Present to employee.

Succession Planning

• Work closely with GM to develop an internal succession plan as necessary.

Compensation & Benefits

• Using the Hood Job Evaluation program, evaluate all new salaried job descriptions and any revised job descriptions; submit to Head Office for review & approval.
• Participate in local salary surveys when requested; share results with Head Office.
• Supervise the administration of the group pension and benefits programs; assist employees as necessary.
• Monitor claims, taking action as necessary.
• Maintain the EAP program

General Administration

• Maintain up-to-date job descriptions for all positions.
• Ensure necessary employment records are maintained
• Understand and comply with the Job Safety Analysis (JSA), SQF & safety policies & procedures.
• Other projects and duties as assigned from time to time

Managerial Responsibilities

• Provide indirect supervision and direction to PR/HR Administrator pertaining to HR functions.
• Participate in developing and implementing effective HR strategies.
• Ensure staff are fully conversant with their individual responsibilities and have personal goals consistent with department and Company goals.

III. KEY WORKING RELATIONSHIPS

• Consult, participate and work with employees, supervisors, management and union.
• Contact with consultants, insurance company, lawyer.
• Work with Corporate HR and Director of HR.
• Maintain contact with professional organizations; keep current on latest “Best Practices” and implement where appropriate.

IV. FUNCTIONAL REQUIREMENTS

• Regular use of computers, telephones & misc office equipment
• Must organize complex tasks & meet deadlines.

V. PHYSICAL DEMANDS

• Little physical effort required.

VI. WORK ENVIRONMENT

• Office

VII. QUALIFICATIONS

Education & Experience

• University/College Degree and 5– 7 years HR generalist experience preferably in an industrial, unionized environment OR College Diploma/Associates Degree with 10+ years experience in an industrial, unionized environment.

Skills

• Computer Literate
• Superior oral & written communication skills
• Negotiation/presentation skills
• Solid understanding of business fundamentals