2 meilleures offres (human resources generalist, midhurst on) (à pourvoir)

Human Resources Services Manager
Bradford Greenhouses Limited —Springwater, ON
- De 71 000 $ à 106 000 $ par an
- Temps plein
- Microsoft Office
- Expérience en supervision
- Amélioration continue
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il y a 12 jours
Vice President of Human Resources, Federal Signal Aftermarket
Joe Johnson Equipment —Innisfil, ON
- De 200 000 $ à 260 000 $ par an
- Bilingue
- Anglais
- Baccalauréat
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Human Resources Services Manager

Bradford Greenhouses Limited -
Springwater, ON

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Détails du poste

Temps plein
De 71 000 $ à 106 000 $ par an
Il y a 12 jours

Profil recherché

CHRP
Relations de travail
Études postsecondaires
Microsoft Office
Expérience en supervision
Amélioration continue
Ressources humaines
Recrutement
SIRH
Ressources humaines
Affaires
Leadership
Compétences en communication

Description complète du poste

Summary

The Manager, Human Resources Services is responsible for managing the day-to-day delivery of HR services and programs across the Company. Reporting to the Director, Human Resources and Organizational Development, this role provides operational leadership in employee relations, recruitment, onboarding, performance management, HR policy administration, health and safety support, HR compliance, and employee lifecycle processes.

The Manager, Human Resources Services serves as a trusted advisor to leaders and employees, ensuring HR services are responsive, consistent, compliant, and aligned with company and department priorities. This role also supports the implementation of HR and organizational development initiatives, contributes to process improvements, and provides supervision and guidance to HR team members involved in service delivery. This position will provide day to day management of the HR Generalist and the HR Coordinator.

Job Duties:

HR Services

Manage the day-to-day operations of HR services, ensuring timely, accurate, and consistent support to managers and employees.
Oversee employee lifecycle processes, including recruitment, onboarding, orientation, job changes, leaves, accommodations, performance management, and exits.
Ensure HR programs, practices, and procedures are delivered in accordance with organizational policies, and employment legislation.
Monitor HR service levels, identify trends or service gaps, and recommend improvements to enhance efficiency and employee experience.
Support the development, documentation, and continuous improvement of HR processes, templates, workflows, and service standards.

Total Rewards and Compensation

Oversee compensation, benefits, and pension administration processes, ensuring accurate records, timely employee support, compliance with applicable requirements, and effective coordination with Finance, providers, and other stakeholders.

Liaise with various benefit providers and consultants to ensure accurate and timely processing and administration of the company benefits and pension programs.

Employee Relations

Provide guidance and coaching to managers on employee relations matters, including performance concerns, attendance management, workplace conflict, corrective action, and policy interpretation.
Support workplace investigations by gathering information, documenting findings, and recommending appropriate follow-up actions.
Promote consistent and fair application of HR policies and employment standards across the organization.

People & Culture

Help strengthen people and culture practices by reinforcing standards, expectations, and leadership behaviours across the business.
Support the development of a fair, respectful, accountable, and performance-oriented workplace culture.
Work with managers to improve leadership effectiveness, employee communication, team engagement, and consistency in people practices.
Embed people and culture initiatives into HR programs, policies and practices.
Partner with the Director to develop and support initiatives that improve organizational clarity, leadership capability, accountability, and employee experience.

Recruitment, Workforce Planning, and Onboarding

Oversee recruitment and selection processes to ensure positions are filled efficiently and in alignment with organizational needs.
Advise hiring managers on job postings, interview processes, candidate assessment, and hiring recommendations.
Support workforce planning by identifying staffing trends, vacancies, turnover concerns, and emerging talent needs.
Ensure onboarding processes are effective, welcoming, and aligned with organizational expectations and compliance requirements.

Performance Management and Employee Development

Support managers in the implementation of performance management processes, including goal setting, performance reviews, development planning, and performance improvement plans.
Provide advice on coaching, documentation, and difficult conversations.
Assist with identifying employee development needs and coordinating related training or learning supports.
Contribute to organizational development initiatives led by the Director, HR and OD, including engagement, culture, change management, leadership development, and succession planning.

Policy, Compliance, and Reporting

Maintain and administer HR policies, procedures, and programs, ensuring they remain current, practical, and compliant with applicable legislation.
Provide advice on employment standards, human rights, occupational health and safety, privacy, accessibility, and related workplace requirements.
Prepare HR reports, metrics, and analysis related to recruitment, turnover, attendance, employee relations, compliance, and other HR service areas.
Support audits, documentation requirements, and recordkeeping practices to ensure accuracy and confidentiality of HR information.

HRIS & Team Support

Act as the functional HR lead for the UKG Ready HRIS.
Ensure data integrity, workflow discipline, HR process administration, and effective system usage. Review regular audits to ensure data integrity.\
Work collaboratively with Finance, recognizing that Finance retains accountability for payroll accounting, financial controls, and compliance, while HR owns people policy, workforce planning, leadership capability, and organizational risk.
Lead the HR team to maintain site coverage through a rotational schedule across Barrie and Bradford, including vacation coverage as needed.

HR Team Leadership

Provide day-to-day direction, coaching, and support to HR staff involved in HR administration, recruitment, onboarding, employee records, or general HR service delivery.
Assign work, monitor priorities, and support the development of HR team members.
Foster a collaborative, service-oriented HR team culture focused on professionalism, responsiveness, confidentiality, and continuous improvement.

Qualifications

Post-secondary degree or diploma in Human Resources Management, Business Administration, Organizational Development, or a related field.
Certified Human Resources Professional designation, or progress toward designation, is preferred.
Minimum of seven years of progressive HR experience, preferably including experience in HR operations, employee relations, recruitment, and policy administration.
Previous supervisory or team lead experience is an asset.
Strong knowledge of Ontario employment legislation, human rights, occupational health and safety, and HR best practices. Experience with Near Farm ESA legislation an asset.
Experience supporting leaders with employee relations, performance management, workplace investigations, and organizational change.
Strong communication, coaching, problem-solving, and conflict resolution skills.
Ability to manage multiple priorities, maintain confidentiality, and exercise sound judgment.
Proficiency with Microsoft Office and HR information systems.

Working Conditions

Standard office environment with regular interaction with managers, employees, and external partners.
May be required to attend meetings outside regular business hours or travel occasionally to other work locations.
Handles sensitive and confidential employee information on a regular basis.

Other Duties

Performs other related duties as assigned by the Director, Human Resources and Organizational Development.

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