Human Resources Manager (Contract)

CoreFactor is searching for a Human Resources Manager on a contract basis for a client in the GTA.

The Human Resources Manager is an in-house position with a mandate to build strong compliant and scalable people practices and strategies that align with business objectives for both Canadian and US employees. The manager will lead on culture practices and provide expertise and support in the areas of Performance Management Employee Relations Employee Engagement Diversity & Inclusion Policy and Procedure Development health care benefit coordination Health and Safety and HR Compliance.

Roles and Responsibilities:

Organizational Development

• Partner with the President and Senior Management in creating/formulating communicating and implementing the organizations Vision Values and overall business plans and objectives.
  
• Identify monitor and consciously create a workplace culture that is consistent with the identified Vision and Values of the organization and supports the attainment of the Companys business plans and promotes greater levels of employee engagement.
  
• Work with the Senior Management team to coordinate a Company-wide process of organization development that addresses issues such as organization design job design headcount forecasting succession planning skills/knowledge development key employee retention and change management.
  
• Partner with leadership on workforce planning to align headcount with business needs and budgets.
  

Performance Culture & Employee Experience

• Lead performance management processes including goal setting performance reviews and calibration support for managers.
  
• Manage employee relations matters including investigations performance improvement plans and termination processes in partnership with legal counsel when required
  
• Support and implement leadership development manager training and employee learning programs
  
• Contribute to the design and rollout of people programs focused on engagement career development and organizational effectiveness.
  
• Act as a primary HR lead for the organization serving as an escalation point for complex employee relations matters.
  
• Manages employee communication and feedback through such avenues as Company meetings employee engagement surveys suggestion programs and newsletters.
  
• Manages the Company-wide committees including the social and health and safety committees.
  
  

Talent Management

• Assess current and future staffing needs of the organization and develop/execute appropriate talent acquisition plans and programs. Works with Senior Management to develop overall staffing strategy and supporting initiatives/programs: temporary agencies behavioral assessments contingency/retainer-based search firms testing methods screening/selection protocols and job descriptions etc.
  
• Drives outstanding execution of the talent strategy and enhances and builds on current approaches and programs in areas of recruitment talent management and total rewards and recognition in Canada and the U.S.
  
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain strategic hires.
  
• Provide guidance coaching and support to people managers on performance management including terminations role changes and promotions employee development and day-to-day HR practices.
  
• Track analyze and report on core HR metrics (e.g. turnover time-to-hire engagement insights)
  

Onboarding and Offboarding

• Develop and maintain the onboarding documentation that assists with instructing other departments on the tools and requirements for a successful enrolment of all new employees. Ensure that all onboarding requirements are in place prior to the Orientation meeting of all new hires. Own the onboarding process ensuring each task owner completes their tasks to ensure a seamless and welcoming onboarding.
  
• Establish and conduct Orientation meetings with all new employees. Organize training materials for temp orientation and collect and file signed-off training materials.
  
• Lead the Offboarding process to ensure that all necessary tasks are taken care of for terminated employees including but not limited to exit interviews and the return of all company property.
  
• Own the HRIS and HCM (Dayforce) as the single source of truth for employee data ensuring data accuracy and security.
  

Performance Management

• Coordinates a Performance Management Program encompassing performance planning and assessment recognition reward training succession and leadership development to ensure employee engagement greater customer value and ultimately improved business results.
  
• Develops implements and coordinates the Management Team on evaluation processes and techniques in support of the Performance Management Program.
  
• Works with the President and Senior Management to develop annual Goals and Objectives for all staff members in support of the Annual Business and long-term strategic plans.
  
• Participation in at least one salary survey per year.
  
• Assist in working with each department on a training Matrix for new employees and new processes. Keeping all records of training matrix and evaluations for performance measurements.
  
• Assist in scheduling arranging or conducting training programs both internal and external requirements for all departments.
  

Health Care Benefits

• Oversee benefits administration and ensure programs remain competitive and compliant within Canada and the US.
  
• Monitors best practices in benefits through research and up-to-date information on available products.
  
• Administers all Company benefit enrolment for new staff and updates or changes for current staff; including training with the insurance brokers on Canadian and US benefits package such as Health and Dental Life and LTD and 401K retirement plans owning updating the HRIS in regards to benefits
  

Policies/Procedure/Legislation Compliance

• Ensure 100% compliance with Canada & US employment and labour laws including ESA human rights legislation and workplace health and safety requirements.
  
• Maintain update and enforce employee handbooks policies procedures and practices aligned with local regulations.
  
• Ensure staff is educated on all policies and procedures in the workplace so that the Organizations liability is reduced and efficiency is increased.
  
• Keeps employment records up to date and accurate files for payroll performance reviews salary adjustments and any disciplinary actions.
  
• Liaison with government agencies for all employee terminations including attending mediation meetings or applying for appeals on wrongful dismissal cases if required.
  
• Prepares employment contracts in compliance with the terms and conditions of the Company.
  
• Point person for discussion with Employment Counsel for dealing with best practices on employee termination contract agreement negotiations and all employment-related matters.
  
• Writes job descriptions in conjunction with Department Managers for each current employee and new hire.
  
• Updates and maintains Company Policy and Procedures Manual.
  
• Develops and process forms and procedures for the enrolment of new employees.
  
• Conducts enrolment and orientation for all new employees including any necessary health and safety training and review of the Company Operating Procedures and Health and Safety Manuals.
  
• Assist the JHSC to establish toolbox monthly training; including training materials and guidelines. Keeping all records of the training current and up to date with the Safety committee.
  

Health and Safety

• Participates as a Management Representative on Joint Health and Safety Committee.
  
• Maintains required records and procedures for the Joint Health and Safety Committee.
  
• Updates and maintains the Health and Safety Manual.
  
• Works with Manufacturing and Logistics Supervisor staff to promote a safe work environment by ensuring that all staff is wearing prescribed Personal Protective Equipment; enforcing the proper use of equipment; adhering to all Environmental Health and Safety standards policies and procedures.
  
• Oversees the legally mandated training requirements for JHSC members and First Aiders.
  
• Produces procedures to assist in reducing workplace accidents WSIB claims and incidents.
  

Requirements