HR Operations Manager
Subsidiary: Colas Western Canada Inc.
Functional Summary
As a Manager, HR Operations, in our HR leadership team your primary responsibility will be to ensure efficient, effective, and employee-focused HR support for Colas Western Canada Inc. (CWCI) operations. You will report to the Director, Human Resources (HRD) and work closely with the CWCI HR team to develop and implement strategic initiatives for the organization.
As an experienced HR professional, you will use your expertise to support a best-in-class HR Operations team that delivers best practice solutions. You will focus on labour relations strategies, performance and efficiency enhancement, succession mapping, leadership cultivation, compensation analysis, change management approaches, and fostering high engagement levels.
In this role you will be working closely with the human resources teams to develop and execute human resources strategies that foster organizational and people development. You will play a key role in shaping our company’s future, focusing on enhancing our organizational structure, culture, and workforce capabilities.
Key Responsibilities
As part of the CWCI HR team, the incumbent is responsible for the support and deliverables related to human resources at the Corporate and Operational level. The key responsibilities of the HR Operations Manager include, but are not limited to:
Corporate Strategic Planning:
• In partnership with HRD, design and implement comprehensive HR strategies and programs that encompass workforce planning, compensation planning, talent management, and employee and function development.
• Collaborating with the Employee Experience Manager will analyze HR metrics to identify areas of opportunities to implement strategic programs to enhance KPIs and overall employee engagement.
• Develop and implement strategies to foster a positive team culture, promote collaboration, and encourage effective communication among team members.
• Conduct regular function and business unit assessments and analyze data to identify areas for improvement and implement solutions to optimize performance.
• Work in conjunction with the broader Human Resources team to improve, develop, and implement effective programs and processes to retain, and develop employees in support of the organizational goals.
• Support HRD and HRBPs to align HR objectives with business strategies to add value, resulting in higher business performance and increased profits.
• Lead the development, maintenance, and effective deployment/communication of all human resource policies, procedures, and directives, facilitate employee engagement and development, and partner with local HRBPs to develop HR strategies that support the organization's objectives and promote a positive work environment.
• Supporting the HRD to analyze organizational design, develop high-performing teams, and increase cooperation, resulting in improved productivity and higher employee satisfaction.
Labour Relations:
• Will lead labour relations strategy for CWCI companies, with a focus on fostering positive relations with labour unions and be involved, as needed, in collective bargaining negotiations and grievances.
• Act as a partner to business leaders by providing knowledge of how to effectively manager labour relations issues, and provide advice on resolution
• Responsible for providing leadership in the development and implementation of labour and employee relations strategies within their scope of responsibility and markets
• Work closely with the business unit and senior management teams to provide value-added advice and guidance on employee relations and general human resources issues.
• Collaborate with the business to identify and prepare arguments to defend the company's position on LR issues
• Develop and maintain proactive relationships with Union representatives and industry professionals in the field of labour and employee relations
• Support the local business with the grievance and arbitration process as needed
Talent Acquisition and Onboarding:
• With support from HRD will implement recruitment and onboarding strategies and processes for corporate CWCI talent acquisition
• Collaborating with the Talent Engagement Partner, will lead the development of strategies for engagement with external partners aligned with CWCI strategic plan and local business units
• Working with the Employee Experience Manager to develop strong engagement strategies using our systems (HRIS) to create a positive onboarding experience.
Key Responsabilities Cont.
Employee Development and Retention:
• Supporting the HRD will oversee the CWCI employee development campaigns such as performance management and talent management while collaborating with local HRBPs to ensure efficiency and best practices in processes.
• Provide guidance on implementing HR best practices to improve performance, resulting in higher employee satisfaction and increased engagement.
• Collaborate with HR team to deliver high-quality service and improve practices, resulting in better employee experience and higher satisfaction.
• Collaborating with the local companies, develop and implement employee retention and engagement programs
Safe and Productive Work Enviroment:
• Working with the HRD and Legal, will lead CWCI workplace investigations program to manage legal liability through due process.
Change Management:
• Provide operational support to increase strategic impact, resulting in better employee and manager experience and higher engagement.
• Collaborate with stakeholders to identify trends and develop HR solutions, resulting in improved employee experience and higher satisfaction.
• Strengthen relationships with business leaders to support cross-functional programs, resulting in better collaboration and improved business outcomes.
• Provide change management support focused on colleague readiness and engagement, resulting in smoother transitions and higher employee satisfaction.
Corporate Governance:
• In collaboration with HRD and Legal Counsel, mitigate legal liability by ensuring compliance legislated and contractual obligations.
• Monitor compliance with company policies and code of ethics
Education, Training and Certifications
• A degree or diploma in Business Administration and/or a Human Resources related discipline.
• Human Resources designation (CPHR or equivalent) is preferred and considered a strong asset.
• Valid drivers’ license and car to effectively support the travel requirements of the job
Qualifications
Minimum Qualifications:
• 8+ years of HR experience in a generalist capacity with understanding of all HR fundamentals including employee life cycle, succession and workforce planning & talent management
• 3+ years of HR leadership experience providing operational support to business leaders
• Experience working in a unionized enviroment with strong labour relations experience in developing relationships with unions is required
• Demonstrated and successful experience building awareness on key organizational issues and ability to present relevant solutions
Preferred Qualifications:
• CPHR designation a strong asset
Technical Knowledge
• Knowledge and experience with Labour relations, employment standards and human rights legislation
• Demonstrated success in developing and implementing labour relations strategies
• Experience with SAP Successfactors or similar HRIS considered strong asset
• Advanced proficiency in HR software and Microsoft Office suite.
• Excellent communication, negotiation, and interpersonal skills, capable of working with diverse stakeholders.
• Expert problem-solving and analytical skills, with a strategic and proactive approach to HR challenges.
• Demonstrated success in developing and executing HR strategies and programs in a dynamic environment.
• Strong leadership and people management skills, with the ability to inspire and mentor a team.
• Strong ability to anticipate future changes or shifts in the environment due to internal or external dynamics and respond with effective action plans
• Extensive and proven professional HRBP experience and deep understanding of all HR elements of the employee life cycle, preferably gained in a fast-paced, business of a similar scale and with demonstrated experience in a leadership role
• Human-centered, with strong skills in partnership building, influencing, problem solving, and trust building to promote positive engagement with stakeholders
• Demonstrated and successful experience building awareness on key organizational issues and ability to present relevant solutions; can advise senior management, departmental heads, staff members, and other stakeholders through a collaborative and shared decision-making process
• Exhibits excellent judgement and can display impartiality and integrity in a demanding role
Transferable Skills
• Strong Communication Skills
• Solution Focused Analytical Skills
• Strong Interpersonal skills
• Comprehensive data analytical skills
• Proficiency in Microsoft Office Outlook, Word, Excel, PowerPoint, and experience with HRIS
• Conflict Resolution Skills
• Organizational skills
• Financial Skills
Abilities
• Demonstrate professionalism
• Results orientated
• Ability to take lead and driven to work in team environment
• Demonstrate initiative
• Multi-task and set priorities effectively
• High energy, a strong work ethic, resilience, and versatility
• Attention to detail
• Strive for excellence
• Possess a positive “can do” attitude
• Flexible and adaptive to change
Working Conditions
• Ability to travel to various business units and corporate offices as required
• Overtime as required.
• Use of Personal Protection Equipment if required.
• Must comply with the company’s drug and alcohol testing requirements.
• Manual dexterity required to use computer and peripherals
