The Human Resources Manager is the operational hub of the HR team, serving as team lead for the HR Generalist. Reporting to the Director, Human Resources, the HR Manager owns four functional areas: Core Services (HR & H&S policies, employee & labour relations, attendance management and relocation), Corporate L&D Strategy (HiPo programs, IDP development, management training and leadership development), Talent Acquisition & Management (full-cycle recruiting, performance management and internal mobility), and Employee Experience (engagement, DEI, health & wellbeing and culture). The HR Manager ensures day-to-day HR operations run effectively, escalating strategic matters to the Director while maintaining operational consistency across all HR functions.

Key Functions & Duties Core Services — HR Policies & Compliance · Own the development, review, and communications all corporate policies. · Conduct corporate policy reviews and compliance checks; research and interpret legislation changes under ESA, OHSA and the Human Rights Code. · Own H&S policy framework including annual vendor reviews, safety board updates and distribution via ADP/WorkHub. · Ensure compliance with Ontario ESA 2000, OHSA, Labour Relations Act and applicable federal/provincial/municipal regulations. · Review existing and new Collective Agreements and provide interpretation and guidance as needed. · Coordinate with 3rd party Health & Safety vendor and/or conduct workplace investigations and recommend appropriate corrective action. · Lead employee relocation management and coordinate with HR Generalist, IT and purchasing. Conduct post-relocation follow-up with employee and HR Generalist. · Oversee internal mobility, non-union transfers and promotions; support succession planning data in partnership with the Director, HR. · Travel to sites periodically to ensure programs are aligned with field needs. Employee & Labour Relations · Serve as the primary resource for employee and labour relations matters for the organization. · Manage performance improvement plans, counsel managers and assist with employee discipline up to and including termination. · Manage leaves (union and non-union), return-to-work programs, and attendance management in compliance with WSIB and applicable legislation. · Provide mediation and conflict resolution support to resolve workplace issues. · Liaise with WSIB/WCB and insurance providers on all claims, including managing appeals where appropriate. · Escalate complex or executive-level employee relations matters to the Director, Human Resources. Corporate L&D Strategy · Own the Corporate Learning Calendar including management training and leadership development program planning in collaboration with the Director, HR. · Lead HiPo program delivery in partnership with Senior Management — identification, IDP development and program coordination. · Design and oversee management training initiatives including Supervisory 101 programs both internal and external resources · Develop and oversee leadership development programs aligned to the 3–5 year HR strategy. · Partner with the HR Generalist on instructional design delivery, compliance training and onboarding program support. · Coordinate L&D programs around Diversity, Equity and Inclusion initiatives. · Support Ontario tax credit submissions for eligible L&D investments. · Oversee wellness events and compliance training delivery as part of the learning support function. Talent Acquisition · Lead full-cycle talent acquisition from sourcing through offer — including job postings, ATS management, hiring manager coordination, and offer approvals. · Develop and maintain the employer brand presence including the company website career page, social media and career fair participation. · Build and manage community network relationships including college co-op programs (George Brown, Algonquin, Conestoga) and industry associations (CAWIC, CDCA, Women in Construction Ontario). · Coordinate with hiring managers throughout the recruiting process: requisition through offer letter and ATS close-out. · Manage external recruiter relationships and provide timely feedback on candidates. · Conduct compensation discussions and coordinate offer approval process. · Partner with HR Generalist on ATS platform management and candidate sourcing tools. Employee Experience · Lead employee engagement strategy including communication plans, DEI programs, health & wellbeing initiatives, and culture-building activities. · Lead diversity, inclusion & belonging programs, community partnerships, and employee recognition in support of organizational values. · Provide social committee support · Partner with the HR Generalist on new hire check-ins and engagement follow-up.

Requirements · Post-secondary education in Human Resources Management along with 5–8 years of progressive HR experience. · Minimum 2 years in a people management or team lead role. · CHRP designation required (or actively working toward designation). · Minimum 5 years’ experience with Employee & Labour Relations and occupational health and safety management. · Experience with Ontario ESA, OHSA, and Labour Relations Act. · Construction sector experience preferred; understanding of unionized environments an asset. · Proficient knowledge in Microsoft Office products including Excel, Word, Outlook. · Experience with ADP, WorkHub and ATS platforms an asset. · Working knowledge of SharePoint and an Intranet site.

Knowledge & Skills · Ability to maintain a high level of confidentiality. · Knowledge of current employment, health & safety and human rights laws. · Knowledge of WSIB/WCB/STD/LTD processes and procedures, including claims management and related legislation. · Sound work ethic, planning, prioritization and execution skills. · Strong problem identification and resolution skills. · Effective attention to detail and a high degree of accuracy. · Excellent communication skills, strong customer service orientation and a positive team attitude. · Adaptable and flexible in a continuously changing work environment. · Strong analytical, organizational and problem-solving skills. · Tact, diplomacy, flexibility, listening and persuasion skills.