Role Overview

This position reports to the Director of Human Resources. This individual will provide human resources support for specific client groups and disciplines within the Industrial Automation – Test division in Woodbridge, Ontario including central functional groups such as Sales, Marketing, and Digital.

The HR Business Partner will be the go-to resource for People Managers and their teams for all human resources related matters. This individual will be a trusted resource for HR expertise as well as a coach and mentor to our employees.

- Health Care Benefits + $600 Health Care Spending Account
- Employee Engagement Events (Employee BBQ’s and lunches, weekly treat day, etc.)
- Employee Development Programs

MAJOR DUTIES:

Provides Human Resources expertise, support, and guidance to assigned divisional leaders, central functional groups—including Sales, Marketing, and Digital—and their teams in the areas of workforce planning, recruitment, talent management, employee relations, organization design and restructuring, performance management, employee engagement, retention, and employee/leader development.
Proactively partner with the business to understand critical business priorities and HR implications.
With support of their manager, recommend, develop, and administer human resources policies, procedures, and programs in support of business initiatives ensuring compliance with governing regulations, internal policies, and best practices.
Maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Specific Responsibilites

This role encompasses a variety of responsibilities,



including but not limited to the following:

Business Partnership:

- Partner with divisional and central-functional leaders, including Sales, Marketing, and Digital, as well as the broader HR network, to understand their distinct operating priorities and align business objectives with people strategies. Shape culture, enhance the employee experience, support organizational change and cross-functional collaboration, and provide guidance on complex employee matters.

Recruitment and Onboarding:

- Partner with leaders to design hiring plans and provide support for recruitment and onboarding activities, ensuring smooth integration of co-ops, interns, apprentices, employees, and contractors.

Performance Management and Employee Relations:

- Drive the Annual Performance Cycle by supporting leaders, who are accountable for performance reviews and goal setting, ensuring effectiveness and timely completion.
- Provide guidance on complex employee relations, coaching leaders to promote fair, consistent, and effective outcomes.

Talent Management and Employee Development:

- Collaborate with leaders to implement talent management strategies, providing coaching and guidance on attracting, developing, and retaining high-performing employees while aligning workforce capabilities with business objectives.




- Partner with leaders and employees to design individual development plans, maintain succession plans, and promote internal mobility and growth opportunities.

Compensation and Benefits:

- Enable the annual compensation review process by collaborating with leaders on adjustments and pay scale guidelines.
- Manage disability and complex benefits claims in partnership with leaders, employees, and third-party benefits providers to ensure timely resolution, accommodations, and successful return-to-work outcomes.

Functional Enhancements:

- Contribute to continuous improvement ideas to enhance HR tools and processes and be an active participant in global ATS HR initiatives.
- Advise and support employees and leaders on HR programs, policies, legislation, and regulatory requirements.
- Partner with the business to manage employee occupational and non-occupational injuries and illness, coordinating return-to-work plans, accommodations, and injury/illness reporting for occupational and non-occupational absences.
- Promote continuous improvement in the employee experience, health and safety and environmental initiatives, ensuring accuracy and integrity of all HR data and systems.

Qualifications

EDUCATION:
A post-secondary degree specializing in human resources or equivalent and completion or in pursuit of the Certified Human Resources Professional (CHRP) designation.

EXPERIENCE AND SKILLS:
Requires a minimum of three (3) to five (5) years of Human Resources experience in an HR Business Partner or HR Generalist capacity preferably within a manufacturing or engineering workplace.
Knowledge and

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