- Bachelor's degree in HR Management or Business Administration or in a related field. PHR, SPHR, SHRM or SHRM SCP certifications preferred.
- 5-10+ years of professional work experience working as an HR Generalist / HR Business Partner
- Labor Relations Experience
- Must be knowledgeable of federal, provincial, and local employment laws.
- Servant leadership orientation with a focus on HR as a credible activist within an organization.
- Professional communication skills
- Ability to work independently and make sound business decisions on local issues.
- Able to maintain confidence and offer sound advice.
- Supervisory experience (at least one direct report in an HR organization)
- Industry experience helpful but not required.
- Ability to work long hours in a sedentary position sitting, talking, looking at a computer, charts/graphs and performing repetitive motions.
- Ability to move objects and materials of at least 25lbs.
- Ability to collaborate with manufacturing team members as needed in an environment that can be noisy.
- Ability to follow safety guidelines and wear required PPE when onsite.
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HR Manager - Quebec, Canada - Harbour Industries Canada
Description
Harbour Industries CanadaCome join a team where People make the differenceAs a part of Marmon Holdings, Inc., a highly decentralized organization, we rely heavily on people with the aptitude, attitude, and entrepreneurial spirit to drive our success, and we're committed to attracting and retaining top talent.
Marmon Industrial Energy & Infrastructure (MIEI) – Farnham, Quebec Is one of six specialty wire, cable, and tubing solution manufacturing companies located throughout North America. We have over 100 years of innovative engineered solutions for critical, industrial, and commercial applications.The HR Manager at Marmon Industrial Energy & Infrastructure is a strategic business partner that will collaborate with all levels of the organization in creating solutions that empower everyone to realize their full potential. The HR Manager reports to Group HR Director. With assistance from various centers of excellence at the group and corporate level the HR Manager will focus on several key focus areas:
Business Partnership
As the lead HR resource for Marmon IEI @ Farnham it will be critical to form a relationship with employees and leaders at all levels with the aim of maximizing performance through people. The HR Manager will provide coaching, counsel, and guidance on various matters including engagement, performance, development, total rewards, and conflict resolution. The HR Manager will actively pursue a broad understanding of the business, its short- and long-term goals, and the behavioral dynamic of the organization and credibly act to drive better business outcomes and promote a coaching culture.
Talent Acquisition
By taking ownership of recruitment efforts with the support of the Group Talent Acquisition Specialist (including new hire and transfer processes) the HR Manager will be responsible for recruitment, selection and retention of Farnham employees at all levels. In doing so, the HR Manager will partner with local Leadership in maintaining staffing levels to budget and preparing for future staffing needs and strategic hires associated with succession planning.
The expectation will include the establishment of ongoing, diverse talent pipelines that build the best current and future capability into the organization. Special projects will include enhancing the employer brand and value proposition, investing in and formalizing intern and co-op programs, and implementing Targeted Selection (copyright/tm) methodologies to increase fit and retention over time.
Talent Management
The HR Manager will utilize talent review, performance management, and succession planning tools to enhance the capability of engaged employees at every level of the organization. The HR Manager will proactively engage local leadership in identifying critical roles, calibrating existing team performance and potential, and identify action plans to effectively build talent pools, bench strength, and leadership capabilities at multiple levels within the Marmon IEI @ Farnham business.
The HR Manager will create and support pro-active organization level employee engagement programs that will increase retention, develop career paths, and provide broader access to curated curriculum, training, and development.
General and Administrative Responsibilities:
: Understands, follows, and enforces all established safety, health, quality, and Company policies, procedures, and recognized practices. Provides effective guidance and coaching to Plant Leadership, relating to employee concerns, problems, and disciplinary action to comply with company policies. Administers Collective Bargaining Agreement.
: Partner with Marmon Holdings shared services to effectively administer company plans. Administer job catalogue, job descriptions, local compensation market practices, enrollments, and make recommendations to leadership regarding total rewards outcomes.
: Keep abreast of legislation affecting human resources; trains management and monitors company policies to ensure compliance. Ensure all employees and managers are professionally trained to use tools and resources for effective leadership and people management (Workday). The HR Manager is also responsible for the investigation and administration of unemployment and worker compensation claims, record keeping, and documentation.
Requirements:
Working Conditions and/or Physical Requirements:
Marmon Industrial Energy and Infrastructure (Farnham) adheres to the principle of Equal access to employment and makes employment decisions without regard to, and prohibits discrimination on, race, colour, sex, gender identity or expression, pregnancy, sexual orientation, civil status, age expect as provided by law, religion, political convictions, language, ethnic or national origin, social condition, a handicap or the use of any means to palliate a handicap, or any other characteristic protected by law.
Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.
