Human Resources Manager

Position Summary

Key Responsibilities

Workforce Planning, HR Strategy, and Talent Management

• Lead workforce planning to align staffing, skills, and labour resources with operational and long-term business needs.
• Partner with leadership to implement HR strategies supporting growth, retention, productivity, and workforce stability.
• Analyze workforce trends, staffing gaps, absenteeism, turnover, and labour market challenges; recommend proactive solutions.
• Oversee recruitment planning, sourcing, selection, workforce pipelines, and onboarding coordination.
• Support succession planning for critical roles, internal talent development, and leadership continuity.
• Monitor attrition and turnover trends and recommend retention strategies.

Labour Relations and Collective Agreement Administration

• Lead labour relations with the local UFCW union and act as a management representative on collective agreement matters.
• Administer and interpret collective agreement provisions consistently across the facility.
• Manage grievances, including review, investigation, response, resolution, and required meetings or proceedings.
• Coach supervisors and managers on unionized workplace matters, contract interpretation, and employee relations practices.

Employee Relations, Discipline, and Workplace Support

• Advise supervisors and management on employee relations, attendance, performance, workplace concerns, investigations, and conflict resolution.
• Ensure employee matters are handled fairly, consistently, confidentially, and in compliance with company policies and legal requirements.
• Administer progressive discipline, documentation, follow-up, and termination procedures when required.

Legal, Regulatory, and Government Compliance

• Ensure compliance with employment standards, labour laws, human rights, accommodation, leave, and other HR regulatory requirements.
• Stay current on legislative and case law changes affecting HR practices, policies, and collective agreement administration.
• Administer unemployment claims and represent the company in related hearings, complaints, audits, or agency inquiries.

HR Policies, Procedures, and Continuous Improvement

• Develop, communicate, administer, and update HR policies and procedures supporting business needs and compliance.
• Review HR practices and recommend improvements to increase efficiency, consistency, employee service, and HR effectiveness.
• Support HR programs that strengthen engagement, accountability, compliance, and operational alignment.

HR Records, Reporting, and HRIS Management

• Maintain accurate employee records, personnel files, HR documentation, and HRIS data.
• Prepare HR reports, metrics, and KPIs to support operational decision-making and compliance.
• Use HR data to monitor workforce activity, attrition, turnover, retention risks, and process improvement opportunities.

Leadership, Supervision, and HR Operations

• Supervise HR staff, including work direction, performance support, and service delivery.
• Coordinate HR operations to provide timely support to employees, supervisors, and management.
• Promote responsive HR service and support management decisions with sound advice, policy interpretation, and documentation.

Internal Communications and Employee Information

• Manage HR-related internal communications, including workplace updates, policy changes, notices, and announcements.
• Oversee communication channels such as bulletin boards, newsletters, and employee-facing notices.
• Ensure communications are timely, accurate, professional, and accessible.

Other Duties

• Perform other related duties as assigned to support the effective operation of the Human Resources department and the organization.

Qualifications

• Post-secondary education in Human Resources, Business Administration, Industrial/Labour Relations, or a related field; bachelor’s degree or equivalent experience preferred.
• Minimum five years of progressive HR experience, including management or supervisory responsibility.
• Experience in a unionized environment, including collective agreement administration, grievances, labour relations, and employee relations.
• Strong knowledge of employment standards, labour legislation, human rights, accommodation, and HR compliance requirements.
• Experience with workforce planning, recruitment strategy, succession planning, retention, attrition, and turnover analysis.
• Strong knowledge of Canadian Immigration and pathways.
• Experience administering HR policies, benefits, employee records, HR reporting, and HRIS systems.
• Ability to coach managers on employee relations, discipline, performance, attendance, and investigations.
• Strong leadership, communication, conflict resolution, analytical, organizational, and decision-making skills.
• Ability to maintain confidentiality, exercise sound judgment, manage priorities, and build effective relationships with employees, management, union representatives, and external stakeholders.
• CPHR, CHRP, or equivalent designation is considered an asset.