Human Resources Manager

Reporting to the Director, Human Resources, the Human Resources Manager serves as a strategic business partner to assigned salaried client groups and corporate support functions. This role collaborates closely with leaders and team members to drive organizational effectiveness, talent acquisition, workforce planning, employee engagement, leadership development, performance management, and employee relations.

As a trusted advisor, the Human Resources Manager aligns people strategies with business objectives, provides proactive guidance on organizational and talent-related matters, and fosters a high-performing, inclusive, and values-driven workplace culture.

Strategic Business Partnership

• Serve as a trusted advisor to leaders across assigned client groups, providing strategic guidance on workforce planning, talent management, organizational effectiveness, and employee relations.
• Participate as a member of leadership teams, leveraging HR expertise to influence decision-making and support business objectives.
• Partner with leaders to identify current and future workforce requirements, organizational capabilities, and succession needs.
• Collaborate with HR Centers of Excellence to implement talent, compensation, learning, engagement, and organizational development initiatives.
• Build strong, collaborative relationships across business functions to support a consistent and proactive employee experience.
• Partner with department leaders and the Total Rewards team to support organizational design, compensation reviews, promotions, job evaluations, and workforce changes.
• Lead and support annual HR programs, including performance reviews, talent reviews, succession planning, employee engagement initiatives, and policy implementation.

Talent Acquisition & Workforce Planning

• Lead full-cycle recruitment activities for salaried positions across assigned client groups.
• Partner with hiring leaders to develop effective sourcing strategies, talent pipelines, and succession plans to meet current and future business needs.
• Build and maintain relationships with external recruitment partners, educational institutions, and professional associations.
• Support workforce planning initiatives through analysis of talent needs, turnover trends, organizational growth, and succession readiness.
• Oversee all stages of the salaried employee lifecycle, including recruitment, onboarding, development, retention, and offboarding.
• Conduct and analyze exit interviews to identify trends, risks, and opportunities for organizational improvement.

Talent Management & Leadership Development

• Facilitate talent review and succession planning processes across assigned business units.
• Coach leaders on performance management, career development, employee engagement, and leadership effectiveness.
• Identify and develop high-potential talent and succession candidates for critical business roles.
• Partner with leaders to create meaningful development plans and career growth opportunities for employees.
• Support the implementation of learning and development initiatives that enhance organizational capability and leadership effectiveness.

Employee Relations

• Provide guidance and coaching to leaders on employee relations matters, including performance management, attendance management, workplace conduct, conflict resolution, and policy interpretation.
• Conduct workplace investigations and recommend appropriate resolutions in accordance with company policies, legislation, and organizational values.
• Support progressive discipline and performance management processes while ensuring consistency, fairness, and compliance.
• Foster positive employee relations by promoting open communication, accountability, and a respectful workplace culture.
• Identify and proactively address workplace concerns that may impact engagement, retention, or organizational effectiveness.

Organizational Effectiveness & Culture

• Partner with leaders to support organizational design, restructuring, and change management initiatives.
• Lead initiatives that enhance employee engagement, recognition, communication, inclusion, and workplace culture.
• Facilitate organizational change through effective planning, communication, stakeholder engagement, and leadership support.
• Analyze people metrics and workforce trends to identify opportunities and implement continuous improvement initiatives.
• Support production meetings, employee forums, town halls, and communication initiatives that strengthen organizational culture and employee engagement.

Compliance, Risk Management & Employee Wellbeing

• Ensure compliance with applicable employment, labour, human rights, privacy, and accessibility legislation.
• Collaborate with Health & Safety partners to address workplace concerns, mitigate risk, and promote employee wellbeing.
• Lead workplace investigations and recommend actions to manage organizational and employee-related risk.
• Support disability management, workplace accommodations, leave administration, and return-to-work programs.
• Ensure HR policies, procedures, and practices remain compliant, effective, and aligned with organizational objectives.
• Maintain awareness of legislative and regulatory changes and recommend updates to HR programs and practices as required.