HR Manager

• Advise on and support collective bargaining activities, including union grievance investigations and resolution, and manage union relationships
• Interpret and administer the Collective Agreement, manage the grievance process through all steps, and support preparation for arbitration proceedings before the Ontario Labour Relations Board (OLRB) or appointed arbitrators
• Participate in or support collective bargaining as required, including preparation of management proposals, costing of union proposals, and maintaining thorough records throughout the bargaining process
• Conduct workplace investigations in a thorough, impartial, and timely manner consistent with OHSA and Ontario Human Rights Code obligations
• Monitor employee relations compliance through participation in audits and regulatory reporting processes
• Draft, update, and communicate employee relations policies and procedures to maintain organizational compliance
• Ensure adherence to employment laws, regulations, and internal policies to minimize legal and compliance risks
• Maintain accurate and confidential employee records within HR information systems

• Employment Standards Act, 2000 (ESA) – hours of work, overtime, public holidays, leaves of absence, termination and severance obligations
• Ontario Human Rights Code – accommodation, discrimination, and harassment prevention
• Occupational Health and Safety Act (OHSA) – workplace safety obligations, harassment and violence in the workplace (Bill 168), and employer duties
• Pay Equity Act – maintenance of pay equity plans (mandatory for this facility size)
• Workplace Safety and Insurance Act (WSIA) – WSIB compliance and obligations
• Labour Relations Act, 1995 – collective bargaining, unfair labour practice obligations, and union relations
• Freedom of Information and Protection of Privacy Act (FIPPA) / PIPEDA – employee privacy and records management
• Canada Revenue Agency (CRA) – requirements related to employment and payroll

• Develop and maintain strong stakeholder relationships across all levels of the manufacturing operation
• Analyze HR metrics and workforce data to identify trends, risks, and opportunities that inform strategic decision-making
• Advise and coach managers on leadership, team performance, and people management best practices
• Conduct regular meetings with business leaders to provide HR guidance and feedback on organizational and people-related matters
• Drive positive organizational and cultural change with a thorough understanding of the current and future business and people needs
• Support the people engagement activities within the facility, working in partnership with other team members to support and recognize the workforce

• Support corporate performance management processes that align employee goals with organizational strategy
• Support and lead organizational change initiatives ensuring smooth transitions and employee engagement, utilizing change management processes to ensure buy-in and stakeholder alignment
• Lead and support initiatives to enhance diversity, equity, and inclusion within the manufacturing environment
• Act as the cultural ambassador for the location through continuous demonstration of positive leadership and act as the role model of the Company’s ethics and values

• Partner with the payroll function to ensure accurate and timely processing of payroll for approximately 150 employees (hourly and salaried) in compliance with the ESA and CRA requirements.
• Manage HR inputs related to new hires, terminations, leaves of absence, job changes, and union dues remittance.
• Ensure payroll practices align with Collective Agreement provisions including shift premiums, overtime banking, and statutory holiday pay calculations.
• Support year-end processes including T4 and T4A preparation.
• Administer group benefits programs for the full site population including extended health, dental, life insurance, STD, and LTD
• Manage all Ontario statutory leaves in accordance with the ESA, including:

• Pregnancy and Parental Leave
• Family Medical Leave
• Critical Illness Leave
• Bereavement Leave
• Domestic or Sexual Violence Leave
• Personal Emergency Leave
• Administer RRSP or pension plan programs and serve as the primary employee point of contact for all benefits-related inquiries
• Coordinate WSIB benefits and any Collective Agreement top-up provisions
• Escalate benefits policy questions or exceptions to the Regional HR Business Partner or corporate total rewards team as appropriate

• Lead workforce planning and talent acquisition to ensure the right talent is available for current and future manufacturing needs
• Manage recruitment for hourly and salaried roles, balancing Collective Agreement obligations (job posting requirements, seniority provisions) with operational hiring needs.
• Maintain proactive recruitment pipelines to minimize production impact from turnover or absenteeism.
• Build relationships with local colleges, trade schools, and employment agencies.
• Deliver structured onboarding for all new employees, aligned with corporate onboarding standards set by the Regional HR Business Partner.
• Manage employee engagement surveys and action plans to enhance workplace satisfaction and productivity
• Ensure accurate and timely HR reporting and documentation to support compliance and informed decision-making
• Coach business leaders to and their teams on the development of their teams for current and future business needs
• Adherence to NSG/Pilkington Standards of Business Conduct and its Values and Principles
• Other duties as assigned by manager

• Engages and Inspires Others: Fosters a culture that makes people feel valued and respected, as well as works collaboratively and builds trust to develop enduring working relationships with others
• Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
• Passion for Excellence: Steps forward to address difficult situations and performance issues in a timely and respectful manner, as well as shows resilience by consistently displaying a positive outlook and responding resourcefully when faced with new challenges and demands

• Bachelor’s Degree or higher, or equivalent work experience, in Business, Human Resources, Labor Relations, or other related discipline.
• 5+ years of progressive HR experience, with at least 3 years in a manufacturing or industrial environment
• Demonstrated experience in unionized environment, including grievance administration and union bargaining

• Strong working knowledge of Ontario employment legislation including the ESA, Ontario Human Rights Code, OHSA, Pay Equity Act, WSIA, and Labour Relations Act
• Previous experience in supporting a customer base as an HR professional, with demonstrated experience in coaching people leaders of various levels
• Ability to handle complex problems and competing priorities, with the ability to prioritize and escalate situations appropriately
• Previous experience in conducting employee investigations utilizing critical thinking and problem solving skills
• Able to build positive working relationships with the workforce, supporting employees at all levels
• Must be able to work independently and make decisions confidently, utilizing data and other key reference materials to guide decision-making
• Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Experience using HR systems (ideally Kronos and UltiPro).

• Master’s Degree
• CHRP /CHRL designation
• Prior HR leadership experience is a plus
• Experience with union collective bargaining is helpful

NSG Group