HR Manager - Innisfail

HR Manager · Innisfail Alberta · R26_0247 · Full time · Johns Manville is committed to delivering positive and powerful experiences, because we are successful only when our employees and customers thrive. · We are passionate, we care about people, we perform at a superior level, ...

Job description

HR Manager
Innisfail Alberta
R26_0247
Full time

Johns Manville is committed to delivering positive and powerful experiences, because we are successful only when our employees and customers thrive.

We are passionate, we care about people, we perform at a superior level, and we protect others and our environments.

As the HR Manager for Canada, you will serve as Johns Manville's primary HR leader and subject‑matter expert for Canadian operations.

This role is far more than traditional HR support—it's a chance to directly influence business performance, employee engagement, and organizational culture across our Canadian manufacturing locations.

You will be the trusted advisor to plant leadership teams, guiding the full spectrum of HR strategies including workforce planning, leadership development, talent management, employee relations, and compliance.

You'll shape how JM attracts, develops, and retains talent while ensuring our people practices both meet Canadian employment standards and strengthen our competitive advantage.

This role is ideal for an experienced HR leader who enjoys autonomy, builds strong partnerships, and can translate business needs into meaningful HR solutions.

Keys to Success (What Great Looks Like)
To excel in this role, you will be someone who:

• Operates as a Strategic Business Partner

Understands operational goals and aligns HR strategies to drive results.
Anticipates workforce needs and develops proactive solutions.
Communicates clearly, confidently, and persuasively with leaders at all levels.

• Owns Canadian HR Expertise & Compliance

Serves as the organizational authority on Canadian employment law.
Balances legal compliance with practical, business‑aligned solutions.
Navigates complex issues with sound judgment and discretion.

• Builds High‑Trust Relationships

Coaches managers to lead effectively and address root‑cause challenges.
Builds rapport with employees at all levels—from hourly manufacturing staff to senior leadership.
Cultivates positive labor and employee relations that strengthen engagement.

• Leads with Influence, Not Just Authority

Guides change initiatives with clarity and empathy.
Supports leaders in adopting new processes, systems, and ways of working.
Uses data to inform decisions and influence strategy.

• Executes With Excellence

Manages multiple priorities with strong project leadership.
Drives HR processes—compensation, succession, payroll coordination, benefits renewals—accurately and on time.
Investigates issues thoroughly and resolves them thoughtfully.
Core Responsibilities
Strategic HR Leadership
Serve as the dedicated HR leader for multiple Canadian manufacturing locations (250+ employees).
Partner with plant leadership teams to design and execute people strategies aligned with annual business goals.
Provide coaching and consultation on performance, leadership effectiveness, and organizational development.
Talent, Culture & Employee Relations
Lead recruitment, succession planning, and employee development initiatives.
Foster a culture of open communication, strong engagement, and positive employee relations.
Conduct investigations and resolve complex employee issues with professionalism and fairness.
Compliance & HR Operations
Maintain comprehensive knowledge of Canadian employment laws and ensure policy and practice compliance.
Lead annual HR processes for Canada: compensation planning, wage reviews, succession planning, benefits renewals, and disability management.
Support payroll and benefits administration in partnership with corporate HR and Finance.
Provide Canadian HR reporting, analytics, and insights.
Change Management & Organizational Support
Serve as a key change agent for new HR programs, systems, and organizational initiatives.
Support non‑Insulation Systems Canadian plants as the HR consultant for Canada.
Drive community engagement and represent JM within local organizations.

Requirements:
Bachelor's degree in Human Resources or related field (or 12+ years HR experience without a degree).
8+ years of progressive HR generalist experience with exposure to multiple HR disciplines.
Demonstrated success supporting manufacturing, industrial, or similarly complex environments.
Expert understanding of Canadian employment legislation, HR best practices, and compliance standards.
Strong coaching, counseling, and conflict‑resolution skills.
Proven ability to build strong partnerships across operations, finance, payroll, and cross‑functional teams.
Experience handling complex investigations and sensitive employee matters.
Advanced communication skills—verbal, written, facilitation, and executive presentation.
Ability to work effectively across diverse cultures and with employees at all levels.
Proficiency in Microsoft Office suite.
Flexibility to work outside standard hours as required and willingness to travel up to 20%.

Preferred Qualifications:
CHRP/CHRL certification.
Experience supporting multiple Canadian provinces.
Experience working for a U.S.-based company with cross-border HR exposure.
Canadian payroll and benefits administration experience.
Strong influencing and negotiation skills.
Why You'll Want This Job
You are the HR leader for Canada
You'll have autonomy, influence, and the ability to shape the HR landscape across JM's Canadian operations.
Your work directly impacts business success
You will partner closely with plant leadership to drive performance, build capability, and strengthen culture.
High visibility and strategic impact
This role interacts regularly with U.S. HR leadership, Canadian operations leaders, and cross‑functional teams.
A role for builders, not maintainers
You'll have the freedom to enhance programs, improve processes, and champion new ways of working.
A people‑first company that values your expertise
Johns Manville invests in employees, encourages continuous improvement, and values HR as a strategic business partner.
Opportunities for growth and expanded leadership

This role can be a launchpad for broader HR leadership opportunities across North America or within JM's global HR organization.

#P #D
Please Keep in Mind
If you do not meet 100% of these requirements, we at JM still want to hear from you.

So, if you are interested in the role, we encourage you to apply so we can learn how your skills and talents can contribute to our team.

Why Johns Manville

Johns Manville is a proud member of the Berkshire Hathaway family of companies, serving customers in more than 80 countries, supplying innovative products to the construction, aerospace, automotive, filtration and energy industries.

With a more than 160-year legacy, we understand that our story continues to grow only with the right people saying, thinking and doing the right things.

Make your story our story.
Diversity & Inclusion
Johns Manville believes diversity and inclusion in our workplace is critical for the long-term success of our company.

We are committed to retaining, developing and attracting a diverse workforce that fosters an inclusive work environment in which all employees are treated with dignity and respect.

This is the right thing to do for our employees, our company and our communities.

About Us

Johns Manville is a proud member of the Berkshire Hathaway family of companies, serving customers in more than 80 countries, supplying innovative products to the construction, aerospace, automotive, filtration and energy industries.

With a more than 160-year legacy, we understand that our story continues to grow only with the right people saying, thinking and doing the right things.

Make your story our story.
Johns Manville believes diversity and inclusion in our workplace is critical for the long-term success of our company.

We are committed to retaining, developing and attracting a diverse workforce that fosters an inclusive work environment in which all employees are treated with dignity and respect.

This is the right thing to do for our employees, our company and our communities.