HR Manager

• The Human Resources Manager (HRM) is responsible for the strategic human resource planning and strategies to support sustainable and profitable business operations with a focus on acting as a business partner.
• The incumbent will support the Head of HR for Eastern Canada (ECAN) and line managers by identifying key HR issues and developing action plans to support the business objectives.

• Demonstrate strong leadership, teamwork, customer focus, and operational support ensuring full compliance with Health & Safety policies and procedures.
• Work closely with the Health and Safety team, when required during investigations, or in the implementation of initiatives.

• Support the Head of HR (ECAN) through the implementation of HR strategies to assure appropriate employee resources are available to achieve planned results.
• This includes working with line managers to identify and resolve organizational issues that support the attainment of business objectives.

• Responsible for coordinating performance management activities for the business such as Individual Development Plans (IDP), annual performance appraisals, annual bonus & salary increase processes, staffing & recruiting, learning and development, employee engagement, compliance and employee/labor relations.
• The HRM is also a key contributor in the preparation, updating and implementation of Human Resources programs, policies and procedures across the business.
• The HRM must also take on an advisory role with assigned client groups on organizational policy matters and by actively engaging with other HR team members around best practices to drive consistency and proper benchmarking.

• The HRM is responsible to understand the vision and mission of the organization and recognize the value drivers and measurements that affect growth and financials.
• Through the utilization of HR metrics the HRM will be responsible to analyze HR related company performance, understand data/trends and make evidence based decisions in partnership with the business.
• The HRM is responsible to understand and contribute towards the return on investment of HR activities and initiatives.

• The HRM acts as a subject matter expert in regards to the company culture and the employee value proposition.
• The HRM is personally focused on driving a high performance culture and building a highly engaged work environment in all aspects of their role.
• The HRM must also play a strategic role in change management and will influence employee and managerial buy-in and reduce factors that cause resistance in adapting to change.

• Dependent on business requirements, the HRM will work with Learning and Development and the larger HR team to identify training & development opportunities and resources required for targeted employee populations.
• The HRM will participate in the creation and/or facilitation of training programs as needed.
• The HRM will support development activities for all employees in assigned market areas and must engage line managers in actively managing and developing future talent.
• The HRM also supports the developmental activities of employees in key development programs.

• The HRM will provide recruitment and selection support to the market areas; the HRM will work with HR partners to prepare compensation packages and employment terms.
• The HRM supports new employee orientation and the onboarding experience to foster a successful integration.
• By leading the talent management process, the HRM ensures that the organization develops, engages and retains the Right People, with the Right Skills, and the Right Motivation.
• Further, the incumbent works closely with business to enhance employee engagement .

• The HRM has a duty to ensure legal compliance by knowing and applying applicable human resources legislative requirements, conduct investigations, maintain records and represent the organization at hearings.
• The HRM must tactfully influence the business to ensure legal compliance in terms of applicable legislation (i.e.: ESA, LRA, Human Rights, etc.).
• The HRM must provide recommendations on best practices and legal obligations in the ongoing support of their respective business client groups, ensuring the resolution of any litigation or legal issues with the business, functional groups and centers of excellence.

• The HRM will support local managers in the first line resolution of Employee/Labour Relations issues such as disciplinary matters.
• The HRM will participate in and/or lead Collective Bargaining negotiations and grievance arbitration.
• The incumbent must also address employee performance issues and provide consultative support as required.

• The HRM must partner with HR Shared Services to identify and implement processes necessary to eliminate duplication of work, create process efficiencies, manage communications and reduce overall administrative burden.

• Reports directly to the Head of HR (ECAN)
• Collaborates with HR Directors, HR Managers and other HR team members in ECAN and WCAN
• Works closely with, General Managers/Functional Directors/Plant Managers, and business line managers
• Works closely with the shared services functions (MyLife/ABS) to ensure adequate employee service levels

• Talent Review process
• Recruitment support
• Employee development support
• HR partnerships and consultation

• Geography: Eastern Canada (Ontario, Quebec, and Nova Scotia)
• Product lines: Aggregates, Cement, Ready-Mix Concrete, Corporate Functions (national and international)
• Client group size: 400 to 600 employees, salaried and hourly, unionized and non-unionized
• Direct Reports: None at this time

• Bachelor's degree in HR or related degree.
• Graduate level degree preferred.
• Minimum 5-7 years of experience in Human Resources with demonstrated knowledge in some of the functions of human resources including talent development, performance management, policy development, succession planning, compensation, recruitment strategy
• HR Designations Recommended: CHRP or greater

• Must have the ability to build relationships and get up to speed quickly on needs of the business and offer solutions.
• Must be capable to handle difficult situations with the capability to push back and positively influence stakeholders.
• Proficiency in employee relations practices, including exposure to investigations, mediation/conflict resolution is required.
• In depth knowledge of HRIS systems, HR process automation, HR data analytics, reporting and KPIs
• Proven ability to leverage HR technologies (cloud computing, artificial intelligence, machine learning, etc.) to create a sustainable, productive, and engaged work environment
• Must be able to manage lead and participate in multiple ongoing projects
• Must have demonstrated leadership experience, as well as exposure to Organization Development / Effectiveness.
• Work effectively in a highly complex and matrixed organization
• Resiliency to handle shifting priorities and maintain demeanor in high intensity situations
• Bilingualism (English/French) is an asset coupled with strong communication and active listening skills

• Business Acumen
• Managerial Courage
• Approachability
• Managing Vision & Purpose
• Interpersonal Savvy
• Drive for Results

LafargeHolcim