About this role
*Job Overview*
The Human Resources Manager (HR) provides strategic and operational leadership for all human resource functions at ReVital Polymers Inc. This position is responsible for developing and maintaining strong human resource systems that support recruitment, employee engagement, labour relations, health & safety, policy development, performance management, learning and development, workplace culture, and legislative compliance.
Working collaboratively with the General Manager & Site Director and as a key member of the Leadership Team, the HR Manager ensures employees are supported throughout the entire employment lifecycle?from recruitment and onboarding through professional development, performance management, and offboarding.
The HR Manager will lead and oversee the day-to-day functions of the HR department in support of the organization's overall business objectives. The HR Manager will provide HR support to all plant site departments and provide subject matter expertise and support to other managers, supervisors and senior administrators in the organization,
*Responsibilities*
*1. Human Resources Leadership*
* Lead the development, implementation, and continuous improvement of human resource policies, procedures, and best practices. * Ensure compliance with the Employment Standards Act, Occupational Health and Safety Act, Human Rights Code, AODA, privacy legislation, and other applicable employment legislation. * Provide strategic HR advice and guidance to managers and supervisors. * Maintain accurate and confidential employee records and HR information systems.
*2. Recruitment, Hiring & Onboarding*
* Coordinate and manage all recruitment activities including job postings, interviews, reference checks, and employment offers. * Prepare employment contracts and offer letters. * Develop and maintain effective recruitment strategies that attract qualified candidates. * Coordinate comprehensive onboarding and organizational orientation programs. * Ensure new employees receive required training, policies, and compliance documentation.
*3. Employee Relations & Performance Management*
* Coach managers in addressing employee performance concerns and workplace issues. * Assist with performance improvement plans, disciplinary processes, investigations, and documentation, grievances, and arbitrations. * Advise management on staff terminations including compliance with relevant legislation and employment standards. * Support employee relations while promoting respectful workplace practices. * Manage all aspects of administering a union collective agreement and associated management/ labour negotiations. * Coordinate annual performance review processes and ensure timely completion across departments. * Provide guidance during employee sick leaves, terminations, resignations, retirements, and exit interviews. * resignations, retirements, and exit interviews.
*4. Learning, Development & Organizational Culture*
* Lead organizational staff development initiatives that build leadership capacity and employee engagement. * Coordinate mandatory organizational training, certifications, and professional development opportunities. Support cross departmental training. * Maintain the organization's training management system, ensuring certifications and required learning remain current. * Identify emerging training needs and support continuous learning across the organization. * Promote a positive workplace culture.
*5. Employee Benefits & Compensation Administration*
* Administer employee benefit plans and function as liaison with benefit providers. * Support annual benefit renewals/reviews and employee communications. * Assist with compensation administration and job classification reviews. * Maintain employee leave records and HR documentation.
*6. Workplace Health, Safety & Wellness*
* Coordinate WSIB claims management, return-to-work planning, FAFs and accommodation processes. * Support workplace wellness initiatives an