HR Lead

The Human Resource Lead supports the HR Manager in the effective execution of the organization’s human resources strategy and daily HR operations.

Job Summary

The Human Resource Lead supports the HR Manager in the effective execution of the organization’s human resources strategy and daily HR operations. The role is responsible for supporting and overseeing key HR functions including talent acquisition, industrial relations, performance management, employee engagement, compensation and benefits, learning and development, HR reporting, compliance, and workforce planning. The incumbent will provide guidance to employees and management while ensuring alignment with company policies, employment legislation, and organizational objectives.

Key Responsibilities

Employee Relations & Industrial Relations

• Oversee employee relations and industrial relations matters, including disciplinary processes, investigations, grievances, counseling, and terminations.
• Manage and coordinate grievance handling processes and ensure timely resolution of employee concerns.
• Liaise with the Industrial Relations Consultant regarding external labour matters, disputes, and legal proceedings where required.
• Provide guidance to management and employees on the interpretation and application of HR policies and procedures.
• Support conflict resolution and foster positive employee relations throughout the organization.
• Oversee Non Crisis meetings and support with Group Negotiations process 

Performance Management & Talent Development

• Support the implementation and continuous improvement of the Company’s Performance Management process.
• Assist managers with performance reviews, goal setting, employee development plans, and performance improvement initiatives.
• Coordinate learning and development programs, training initiatives, and employee engagement activities.
• Support organizational development initiatives, including job analysis, job redesign, restructuring, and change management activities.

Compensation, Benefits & HR Administration

• Analyze compensation and benefits trends and support the development of competitive compensation and reward programs.
• Coordinate employee benefits administration and support employee queries related to compensation and benefits.
• Support payroll coordination activities, including verification of HR-related payroll information where applicable.
• Oversee the maintenance, accuracy, and confidentiality of employee records and HR information systems.

HR Analytics, Compliance & Reporting

• Prepare and oversee HR reports, analytics, presentations, and workforce metrics to support management decision-making.
• Monitor HR KPIs including turnover, absenteeism, recruitment metrics, training effectiveness, and employee engagement indicators.
• Ensure compliance with labour legislation, OSHA requirements, company policies, and HR best practices.
• Support HR audits, compliance reviews, and policy development and revision initiatives.
• Maintain current knowledge of employment legislation, regulatory changes, HR trends, and emerging technologies.

Leadership & Support

• Provide guidance and support to HR Coordinators, supervisors, and managers on complex and sensitive HR matters.
• Assist with the administration of delicate employee matters including investigations, accommodations, disciplinary actions, and separations.
• Support the HR Manager with strategic HR initiatives and special projects as required

Qualifications

• Bachelor’s Degree in Human Resource Management, Management Studies, Business Administration, or a related field.
• Master’s Degree in Human Resource Management or an MBA would be considered an asset.
• Minimum of 5–6 years’ experience in a manufacturing environment, including HR supervisory experience.
• Industrial Relations certification and experience working within a unionized manufacturing environment.
• Extensive knowledge of industrial relations practices, collective bargaining, negotiation processes, and employment case law.
• Working knowledge of HRIS systems and HR analytics.
• Familiarity with succession planning and talent management initiatives.
• Train-the-Trainer certification would be considered an asset.
• Sound knowledge of labour legislation and OSHA requirement