Human Resources Business Partner

Job summary

Partner with plant leaders and employees to provide HR guidance across employee relations, recruitment, performance management, workforce planning, compliance, and HR operations. Support investigations, organizational changes, training, onboarding, and the use of workforce data to improve operational outcomes.

Job details

IKO Industries Ltd. is a market leader in the manufacturing of roofing and building materials. IKO is a Canadian owned and operated business with production facilities worldwide and has many years of unparalleled success in the roofing materials industry. Quality, integrity, and trustworthiness are the values that underlie this success, and we have built this company by hiring people who hold these values. People like you! Job Description Job Summary The Human Resources Business Partner II (Plant) partners with site leadership and employees to deliver comprehensive human resources support aligned with operational and organizational goals. This role serves as a trusted advisor to frontline leaders, providing guidance on employee relations, talent acquisition, performance management, workforce planning, organizational effectiveness, and HR compliance. The HRBP II works collaboratively with HR leadership to implement HR strategies, programs and initiatives. This role exercises independent judgment in addressing day-to-day HR matters while escalating complex issues as appropriate. This role is a 12–18-month contract with opportunity to go permanent. Comp Range - $85,000 (+/-) Key Responsibilities HR Operations & Compliance · Oversee and support HR operations including employee lifecycle transactions, payroll administration, timekeeping, benefits administration, attendance management, and HRIS maintenance. · Ensure the accuracy and integrity of employee data, HR records, and organizational information. · Identify discrepancies, resolve operational issues, and conduct routine audits to ensure compliance with policies and legislative requirements. · Maintain strong knowledge of employment standards, human rights, privacy, health and safety, payroll, and labor requirements. · Utilize HR systems and reporting tools to analyze information, identify trends, and support operational decision-making. Communication & Client Partnership · Act as a trusted HR partner to site leadership and employees by providing practical HR guidance and support. · Build strong working relationships with leaders and client groups to understand business needs and align HR solutions accordingly. · Prepare clear and professional HR documentation, reports, investigation summaries, and presentations. · Collaborate cross-functionally with Payroll, Health & Safety, Operations, Talent Acquisition, and HR teams to resolve issues and deliver exceptional client service. Employee Relations, Coaching & Influence · Provide day-to-day guidance to supervisors and managers on attendance management, performance concerns, corrective action, policy interpretation, workplace conduct, and employee relations matters. · Support workplace investigations, including gathering evidence, interviewing employees, documenting findings, and developing recommendations. · Coach leaders in performance management processes, including performance improvement plans, development planning, and employee accountability. · Assist in the consistent and fair application of policies, procedures, and collective agreements where applicable. Agility · Effectively manage competing priorities, changing business demands, and multiple HR initiatives in a fast-paced manufacturing environment. · Demonstrate flexibility and resilience while maintaining professionalism and service excellence. · Adapt approaches to meet evolving operational and workforce needs. Problem Solving & Judgement · Analyze employee relations, workforce, and operational issues to identify root causes and recommend practical solutions. · Exercise sound judgment and maintain strict confidentiality when handling sensitive employee matters. · Support leaders in making informed people decisions through data, policy interpretation, and business insight. Change Management · Support the implementation of HR strategies, organizational changes, policy updates, and process improvements. · Partner with leaders to communicate and reinforce change initiatives across the site. · Evaluate program effectiveness and recommend enhancements to improve employee experience and operational outcomes. Talent Acquisition · Support the end-to-end recruitment process for hourly positions, including sourcing, screening, interviewing, selection, and onboarding with leaders. · Support onboarding programs to ensure successful integration of new employees. Business Acumen · Develop a strong understanding of plant operations, production objectives, workforce challenges, and key performance indicators. · Utilize workforce metrics and business data to identify trends and recommend HR solutions that support operational goals. Learning & Development · Coordinate, facilitate, and support the delivery of HR training programs including orientation, policy training, leadership development, performance management, and compliance training. · Maintain training records and monitor completion of mandatory training requirements. Qualifications Education · Diploma or Degree in Human Resources, Business Administration, or a related field. · CPHR, CHRP, SHRM designation, or progress toward designation is preferred. Experience · Minimum 3+ years of progressive HR experience in an HR Coordinator, HR Generalist, HR Business Partner, Recruitment, or Payroll Support role. · Demonstrated experience supporting leaders with day-to-day HR matters, employee relations, performance management, and workforce planning. · Experience administering HR programs, HRIS systems, and compliance processes. · Manufacturing and/or unionized environment experience is preferred. Knowledge & Skills · Strong knowledge of HR operations, employment legislation, payroll practices, timekeeping, benefits administration, employee relations, and HR compliance. · Proficiency with HRIS systems, preferably Workday, and Microsoft Office applications. · Strong analytical, problem-solving, and decision-making abilities. · Strong investigation, conflict resolution, and facilitation capabilities. · Strong verbal and written communication skills. · Ability to work independently, prioritize competing demands, and thrive in a dynamic environment. Benefits of Employment: IKO recognizes that its success is due to the strength of its employees. A primary goal of IKO is to promote individual employee's sense of accomplishment and contribution so that employees enjoy their association with IKO. The Company invests in its employees so that they are the most knowledgeable in the industry, and undertakes great efforts to nurture loyalty to, and teamwork at, IKO. We are pleased to offer competitive compensation, health care, a progressive and challenging workplace and a commitment to teamwork and integrity. Diversity and Equal Opportunity Employment: IKO Industries Ltd. is an equal opportunity employer. We are committed to diversity and inclusion and are pleased to consider all qualified applicants for employment without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability. IKO Industries Ltd. encourages and welcomes applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.

What you’ll do

Partner with plant leaders and employees to provide HR guidance across employee relations, recruitment, performance management, workforce planning, compliance, and HR operations. Support investigations, organizational changes, training, onboarding, and the use of workforce data to improve operational outcomes.

Requirements

A diploma or degree in human resources, business administration, or a related field is required; a CPHR, CHRP, or SHRM designation or progress toward one is preferred. Candidates should have at least three years of progressive HR experience, strong knowledge of HR operations and employment legislation, and proficiency with HRIS tools, preferably Workday; manufacturing or unionized-environment experience is preferred.

Benefits

• Health Care
• Competitive Compensation

Listed skills

• Change Management · Preferred
• Data analysis · Preferred
• Communication · Preferred
• Conflict Resolution · Preferred
• HRIS Administration · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Employee Relations
• Talent Acquisition
• Performance Management
• Workforce Planning
• HR Operations
• Employment Law Compliance
• HRIS Administration
• Payroll Administration
• Timekeeping
• Benefits Administration
• Workplace Investigations
• Conflict Resolution
• Change Management
• Data Analysis
• Training and Development
• Communication
• Training Records Management
• Influencing Skills
• Frontline Decision-Making Autonomy
• Employee Relations Investigations
• Organizational Change Management
• Workday (Software)
• Professionalism
• Accountability
• Human Resource Strategy
• Master Planning
• Resilience
• Auditing
• Business Acumen
• Business Administration
• Management
• Certified Human Resources Professional
• Decision Making
• Customer Service
• Compliance Training
• Confidentiality
• Human Resources Information System (HRIS)
• Employment Protection Legislation
• Leadership
• Problem Solving
• Key Performance Indicators (KPIs)
• Leadership Development
• Microsoft Office
• Operations
• Organizational Effectiveness
• Performance Improvement
• Presentations
• Coaching
• Roofing
• Roofing Materials

Job areas

• Human Resources
• Manufacturing
• Management & Leadership
• Human Resources Business Partner
• Human Resource Managers
• Human Resources Managers

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